Qi Yang (Carol):
The learning organization I selected is NAEYC, which is the leading membership association for those working with and on behalf of children from birth through age 8, and whose mission is to serve and act on behalf of the needs, rights and well-being of all young children with primary focus on the provision of educational and developmental services and resources. Based on the five disciplines of learning organization, NAEYC set up strategies to improve competitive power and keep learning continuously:
Systems thinking: Being a system of interrelationships, NAEYC continue building and maintaining a strong organizational structure (governance, communication, financial base, headquarters staff and facility) to provide leadership, coordination, and services.
Personal mastery: NAEYC keeps designing programs and services that support individual growth and collective efforts to improve. It also supports the development of individuals' professional competence and attitudes.
Mental models:
The organization built the commitment, loyalty, and enthusiasm of thousands of people by providing opportunities for participation, contribution, and building consensus on critical issues. It keeps valuing and respecting individuals with diverse viewpoints and perspectives.
The organization built the commitment, loyalty, and enthusiasm of thousands of people by providing opportunities for participation, contribution, and building consensus on critical issues. It keeps valuing and respecting individuals with diverse viewpoints and perspectives.
Building shared vision: NAEYC seeks to become a more highly functioning organization that exemplifies its mission and vision and is enriched by and continually grows from the ongoing institutional commitment to diversity and inclusion as a core value in its work throughout the Association. It expresses its mission in terms of three broad goals which create a common identity that provides focus and energy for learning.
Team learning: Teaming is essential to the organization’s ability to respond to opportunities and to improve internal processes. People need to develop and use new capabilities for sharing crucial knowledge quickly. They must learn to ask questions clearly and frequently. They must make the small adjustments through which different skills and knowledge are woven together into timely products and services.
Besides these, NAEYC encourages and supports a strong network of AEYC Affiliates that provide leadership and professional growth opportunities at the community and state levels to maintain organization learning. The organization is always prepared to face change and ready to adapt.
SIT Waiyan (Yanny):
The
organization I have chosen is Rogers; the largest media conglomerate in Canada.
Rogers is aware of the importance to keep up with technology. They make many
innovations such as being the first to launch the LTE network in Canada and launched
the first mobile payment in Canada. Users basically need to connect their
mobile devices to their CIBC Visa or Mastercard and they can use their phone to
pay.
Personal Mastery: Employees
undergo year-end reviews at the end of every year. Criteria are set based on
objectives that the enterprise wants to achieve. Employees also get weekly
feedback on how they are doing.
Shared Vision: The CEO of
the company sends out a message at the beginning of every year to inform its
employees what the expectations are at the end of the year. In the
communication, he describes what is expected and what will be done to achieve
the expectations.
Mental Models: The company
has in place an anonymous form where feedback can be summited. Feedback always
read and a response is always sent back. Suggestions are implemented based on
feedback received. Employees are always encouraged to submit feedback, suggestions
and complaints.
Team Learning: Employees
are usually separated into small groups, such as a store manager managing his
team of employees, or the call center with a team leader managing his team of
employees. Teams usually range from 5 to 10 people. Training is usually done in
small groups.
System Thinking: Departments
at Rogers usually hold meetings with each other in order to get a sense of
which direction they want certain projects to go. Representatives also gets
feedback from customers in order to better improve themselves based on certain
key criteria about the way they served their customers
Tang Lu (Theresa):
The learning organization I chose is an world-famous English learning enterprise. EF is one of the most popular English learning enterprise especially in mainland China which offer a wide range of English training and counselling with characteristic teaching style, well trained organization and well trained teachers.
Personal Mastery: The teachers in every branches under the enterprise have to come from the English speaking countries or at least have a solid knowledge of English culture. What is more, all of them have their own unique teaching belief and style, and it can be felt by the students and their parents' one the trail lessons.
Mental Models: EF has its own belief as whole which is shared by all teachers and students. And teachers sometimes will exchange their teaching experiences through different ways: exchange students, meeting, and even teaching diary and all this contribute the construction of teachers relationship and company culture.
Shared Vision: The interactive is not limited to the students and teachers, EF does more than that. It will involve teachers form different divisions and different level of students and their parents. And these activities as an ongoing events are popular among the participants.
Team Learning: One special thing that worth mentioning about this in the regular exchange project for the teachers from different divisions form different cities. They will all first be trained by the headquarter and then be distribute into different cities.
System Thinking: For this EF has a very significant enterprise culture and the whole enterprise work like a well functioned machine.
He Yingying (Helena):
I have chosen HSBC (Hong Kong and Shanghai Banking Corporation) as my reporting subject. As an international banking corporation, it has a systematic training process for all stuff to follow. The stuff of the banking corporation has to follow the process to finish the general training and professional training. Its training and learning forms can be categorized into 3.
1. The general information
e-learning. When the employees first enter the corporation, they have to log
into the e-learning system of the bank to familiar with the corporation
regulations. For example, they must know how to identify the financial crimes
such as the money laundering. The learning process consists of story telling,
introductory questions and assessment. The objective of this kind of training
is to facilitate the stuff to understand the fundamental knowledge of the
banking operation. Those who do not pass the assessment should do the process
all over again.
2. Professional information
transfer. During the employment, the employees have to learn the professional
knowledge deeper and deeper. First, they also need to log into the e-learning
system to learn the basic professional knowledge, such as the rational and the background.
Then they will participate in workshops or talks. Through the workshops, they
may get a professional certificate or an international qualification. Through
the talks, they won’t get a certificate, but different area of knowledge is
delivered by the different forms. After the training, the employees will get
revision about the final quiz. At last, they should pass the quiz to fulfill
the learning process.
3. Practical or hard skill training.
This kind of training is naturally not suitable for e-learning. For example,
the marketing skills would be shared using the forms of a seminar or case
study. The employees share the experience during the process and learn the scenario
planning and so on.
Wang Yike (Dasiy):
I choose the learning organization is Wal-Mart.
Wal-Mart Stores, Inc. was founded by American retail legend Sam Walton in
Arkansas in 1962. Forty－four years later,
Wal-Mart serves more than 176 million customers per week. It is the world’s
largest private employer and retailer with over 1.9 million associates
worldwide and more than 6,800 stores in 14 countries.
Personal mastery: Wal-Mart
franchise has grown into the largest variety retail chain in the world, and
currently nabs the Number One spot on the Fortune 500 firm roll call. Provide
every day low price is its fully competition strategy.
Shared vision: Wal-Mart
not only operates an online site for its goods, but also has opened numerous
locations in the US and is in the process of aggressively capturing market
share abroad.
Mental models: Wal-Mart follows its
tradition of building their business one store and one customer at a time. They
strive to provide their customers with friendly service and a wide selection of
quality products at Every Day Low Price.
Team learning: As in 1990s, Wal-Mart
team was still learning how to compete globally, they embarked on changes to
their international strategy that led to significant growth in sales and
earnings, includes entries into the whole world.
System thinking: Wal-Mart came to China
in 1996, and the first supercenter and Sam’s club were opened in Shenzhen,
Guangdong Province. But now, there are 83 units in 46 cities in China, with a
total investment of over 1.7 billion, employing over 38,000 associates.
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