By Mike Pedler
Past variants of motion studying in perform proven this authoritative evaluate of motion studying world wide. over the past decade the stream in the direction of action-based organizational studying and improvement has speeded up, and motion studying is now a longtime a part of the schooling and improvement mainstream in huge and small companies. totally revised and up to date, this fourth variation covers the origins of motion studying with Reg Revans' principles, and appears at their improvement and alertness at the present time. motion studying is self-directed studying via tackling company and paintings issues of the aid of comrades and co-workers. a certified and various group, attracted, inspired and constructed during this approach is extra in a position to deal successfully with the turning out to be complexity and pressures of operating lifestyles. because the limits of traditional education and improvement turn into extra noticeable, leaders are more and more drawn to action-based ways to studying whilst looking larger results and returns on funding.
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Extra info for Action Learning in Practice
Such new approaches to work organization will offer managements their own opportunities to learn; they are certainly no invitation to their subordinates to take over and run the whole show. ) The most precious asset of any organization is the one most readily overlooked: its capacity to build upon its lived experience, to learn from its challenges and to turn in a better performance by inviting all and sundry to work out for themselves what that performance ought to be. Limited First Applications Although the general arguments of this paper, and the experimental evidence on which they are based, apply not only to senior management, but also to supervision and the shop floor, it would be prudent to confine any discussion aimed at developing an enterprise as an autonomous system, in the first instance, to managers not below works level or its equivalent.
Action learning goes a step further and says the top management must be willing to learn from the resulting analyses and implementation in their turn, that is, that they need become part of the total organizational learning system and must play a continuing part in the development of it. This is essential for action learning as it is based on the synergy of simultaneous development at the personal, organizational and business levels to achieve its powerful impact. Such synergy is beneficial both to top management who see it as a suitable and socially acceptable return made on their investment in people – the learning resource of their organization – and to the employees of the organization as it allows them to reform their ways of working by removing the sources of frustration whilst also developing themselves as more rounded people.
Persons at all levels should be encouraged, with their immediate colleagues, to make regular proposals for the study and reorganization of their own systems of work; such proposals should generate discussion between vertical levels and horizontal departments of how the work is currently managed, and of how its outcome is determined, such as by the content, order and distribution of individual tasks, the use and maintenance of equipment and supplies, and the flow of information essential to performing the tasks; above all, in any suggestions about the reorganization of the work, first attention should be given to its group or autonomous aspects (see The Enterprise as a Learning System 19 particularly ‘Worker Participation as Action Learning’ and ‘Project Management Efficiency’ in The Origins and Growth of Action Learning pp.