When Peter Senge described the learning organization as an organization that combines five disciplines: systems thinking, personal mastery, team learning, shared vision and mental models, he never talked about the fact that what is important is how you use those disciplines. Because when you combine the five disciplines with the principle behind organizational silence described by Frances Milleken and Elizabeth Wolfe Morrison, you see that learning in organizations has always existed. Because organizational silence exist by the virtue of the learning organization and the fact that humans are afraid to be banned from a group.
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