By Mike Pedler
Past variants of motion studying in perform proven this authoritative review of motion studying around the globe. during the last decade the stream in the direction of action-based organizational studying and improvement has sped up, and motion studying is now a longtime a part of the schooling and improvement mainstream in huge and small organisations. absolutely revised and up-to-date, this fourth version covers the origins of motion studying with Reg Revans' principles, and appears at their improvement and alertness this present day. motion studying is self-directed studying via tackling enterprise and paintings issues of the help of associates and associates. a qualified and various group, attracted, encouraged and built during this manner is extra capable of deal successfully with the starting to be complexity and pressures of operating lifestyles. because the limits of traditional education and improvement develop into extra visible, leaders are more and more drawn to action-based methods to studying whilst looking greater results and returns on funding.
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Additional resources for Action Learning in Practice
The combination of this released energy and the act of moving the authority for problem solving to those people who must live with the consequences is a deliberate devolution of organizational power. Such devolution has two major benefits. First, giving responsibility to those who own the problem gains commitment to any proposed solution, offers participants the chance to consciously develop their own learning, and demonstrates to all concerned the benefits of more autonomous group working. Second, the learned autonomy and reintegration of work groups allows the top managers to concentrate on the increasingly necessary roles of monitoring the uncertain environment, and designing the future to ensure the organization’s continuity, with the time released from not having to watch constantly day-to-day activities.
1 The crucial formula for the survival of an organism The only resource capable of learning within an organization is the people who comprise it. The very diversity of the experience of the people in the organization is a valuable asset, if one can learn to use it. No technology can learn to cope with the managerial problems of organizations because it is designed to cope with the solution of technical ‘puzzles’ rather than managerial ‘problems’. Problems are rooted in the quality and quantity of the organizational learning resource and, therefore, reflect the quality of top management’s investment in that area.
But organizations rarely behave rationally. In practice irrationality is generated by misunderstanding the complexities and uncertainties of modern organizations. Such irrationality interferes with achieving the blend of logic and emotional energy necessary to transcend organizational difficulties. The action learning process attempts to achieve this blend through giving rigour and pace to the cycle of learning and, through using the positive powers of small groups, to sustain this discipline and rhythm.
Action Learning in Practice by Mike Pedler