Drogi użytkowniku, aplikacja do prawidłowego działania wymaga obsługi JavaScript. Proszę włącz obsługę JavaScript w Twojej przeglądarce.

Przeglądasz jako GOŚĆ
Tytuł pozycji:

The competitive imperative of learning.

Tytuł :
The competitive imperative of learning.
Autorzy :
Edmondson AC; Harvard Bussiness School, Boston, USA.
Pokaż więcej
Źródło :
Harvard business review [Harv Bus Rev] 2008 Jul-Aug; Vol. 86 (7-8), pp. 60-7, 160.
Typ publikacji :
Journal Article
Język :
Imprint Name(s) :
Original Publication: Boston, MA : Harvard Business School Pub.,
MeSH Terms :
Delivery of Health Care, Integrated/*organization & administration
Inservice Training/*methods
Personnel Management/*methods
Decision Making ; Efficiency, Organizational ; Humans ; Motivation ; Outcome and Process Assessment, Health Care ; Planning Techniques ; Problem Solving ; Psychology, Industrial ; Safety ; Social Responsibility ; Time Management
Entry Date(s) :
Date Created: 20080807 Date Completed: 20080818 Latest Revision: 20191210
Update Code :
Czasopismo naukowe
Most executives believe that relentless execution--efficient, timely, consistent production and delivery of goods or services--is the surefire path to customer satisfaction and positive financial results. But this is a myth in the knowledge economy, argues Edmondson, a Harvard Business School professor. She points to General Motors, which for years has remained wedded to a well-developed competency in centralized controls and efficient execution but has steadily lost ground, posting a record $38.7 billion loss in 2007. Such an execution-as-efficiency model results in employees who are exceedingly reluctant to offer ideas or voice questions and concerns. Placing value only on getting things right the first time, organizations are unable to take the risks necessary to improve and evolve. By contrast, firms that put a premium on what Edmondson calls execution-as-learning focus not so much on how a process should be carried out as on how it should evolve. Since 1980 General Electric, for instance, has continued to reinvent itself in every field from wind energy to medical diagnostics; and it enjoyed a $22.5 billion profit in 2007. Organizations that foster execution-as-learning provide employees with psychological safety. No one is penalized for asking for help or making a mistake. These companies also employ four distinct approaches to day-to-day work: They use the best available knowledge (which is understood to be a moving target) to inform the design of specific process guidelines. They encourage employee collaboration by making information available when and where it's needed. They routinely capture data on processes to discover how work really happens. Finally, they study these data in an effort to find ways to improve execution. Taken together, these practices form the basis of a learning infrastructure that makes continual learning part of business as usual.

Ta witryna wykorzystuje pliki cookies do przechowywania informacji na Twoim komputerze. Pliki cookies stosujemy w celu świadczenia usług na najwyższym poziomie, w tym w sposób dostosowany do indywidualnych potrzeb. Korzystanie z witryny bez zmiany ustawień dotyczących cookies oznacza, że będą one zamieszczane w Twoim komputerze. W każdym momencie możesz dokonać zmiany ustawień dotyczących cookies