How does organizational learning at your
organization play a role in your instructional design?
A
learning organization considers and recognizes the people (Kline and Saunders,
1998, p.233). This workshop’s instructional design considers each person and
their needs, including the schedule, resources, ability level, etc.
Additionally, the learning experience will be transformational because staff
members will connect and support one another and multiple learning theories are
considered, including kinesthetic. The learning experience will carry over to
discussions at professional learning communities (PLC) and formal and non-formal
teacher evaluations.
How will you promote organizational
learning in your training?
This
workshop will promote organizational learning through reflection, listening to different
points of view, providing/receiving feedback and having tools/resources for
organizational improvement. The workshop activities provide staff members with “responsibility
and accountability, while at the same time allowing them the opportunity to
express their uniqueness” (Kline and Saunders, 1998, p.246). This promotes intrinsic
motivation.
How will you begin promoting organizational
learning in ways beyond your training session?
As
stated earlier, the learning experience will carry over to discussions at professional
learning communities (PLC) and formal and non-formal teacher evaluations.
What new insights are beginning to emerge
for you as a result of this week's session?
The readings this week provided deeper
thoughts into making this workshop transformational for staff members by
focusing on each individual need and analyzing how those needs impact the whole
staff.
Resource:
Kline,
P., & Saunders, B. (1998). Ten steps to a learning
organization (2nd ed.). Salt Lake City, UT: Great River Books.
