Discussion Prompt 1
A learning organization is one that strives to establish its future through the inculcation of learning as a basic tenet in improving the creative process of its members and a platform that aids development, adaptation, and transformation to meet the aspiration and needs of stakeholders both inside and outside the organization (Easterby-Smith & Lyles, 2005). The learning organizations provide freedom and liberty that is necessary for sparking the much-needed creative space that will challenge and improve the work environment. A learning organization must fulfill five disciplines must be taken into consideration. These are systems thinking, personal mastery, mental models, team learning and building shared visions. It does away with the belief that only the senior management can formulate viable ideas for the whole organization.
Knowledge management, on the other hand, focuses on the systematic process of capturing, synthesizing, distributing and utilization of knowledge (Easterby-Smith & Lyles, 2005). Knowledge management enables organizations to avail the right intelligence to the right parties at the right time to arrive at the right decisions. This means that there must be an elaborate process that retains the knowledge within organizations to avoid past mistakes and understand how to replicate past successes best. Additionally, knowledge management provides room for innovation where retained knowledge is modified to counter problems effectively and efficiently.
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Discussion Prompt 2
Instructional design entails "the systematic process for the assessment and development of training answers, designed definitely for formal training provision” (Rothwell, Graber, & Graber, 2010). The process associated with ID must take into account learner needs, objectives and also formulating interventions to aid in various transitory stages. The outcome of the instruction may be observable or scientifically quantifiable or assumed and hidden. There exist many models associated with the instructional design, but they are all anchored on the ADDIE model which has five crucial levels. These are analysis, design, development, implementation, and evaluation (Rothwell, Graber, & Graber, 2010).
References
Easterby-Smith, M., & Lyles, M. A. (2005). The Blackwell Handbook of Organizational Learning and Knowledge Management . Hoboken, NJ: Wiley-Blackwell.
Rothwell, W. J., Graber, J. M., & Graber, J. M. (2010). Competency-Based Training Basics . American Society for Training and Development.
