Change and the Learning Organization
HCA 827 Full Course Assignments GCU
HCA 827 Topic 2 Change and the Learning Organization
Health care leaders must embrace a lifestyle of change in order to create the culture of a learning organization that is amenable to and supportive of innovation, adaptation, and change. Rogers’ diffusion of innovation theory can be used to create a significant conceptual framework for change. In this assignment, you will describe how health care leaders can use Rogers’ theory to create the culture of a learning organization.
General Requirements:
Use the following information to ensure successful completion of the assignment:
- This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
- Doctoral learners are required to use APA style for their writing assignments. The APA Style Guide is located in the Student Success Center.
- This assignment requires that at least two additional scholarly research sources related to this topic, and at least one in-text citation from each source be included.
- You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.
Directions:
Write a paper (1,000-1,250 words) that describes how Rogers’ diffusion of innovation theory can be applied to a health care organization to create within it the culture of a learning organization. Include the following in your paper:
- An overview of Rogers’ diffusion of innovation theory.
- A discussion of one other theory that could be used to guide an organization toward becoming a learning organization.
- A description of the characteristics and attitudes required for a health care organization to be considered a learning organization. What attitude should a learning organization take toward change?
- A discussion of which of the two theories discussed above may best guide the creation of the culture of a learning organization in a health care organization.
ADDITIONAL DETAILS
Change and the Learning Organization
Introduction
The learning organization is a new way of thinking about organizations, which focuses on people and their development. It is based on four principles: 1. Learning is a fundamental part of being human. It is not something that we do only when we are young and need to learn about the world around us. 2. Learning is an active process, which means that it involves action on the part of both individuals and organizations. 3. Learning needs to be approached as a continuous process in which people engage throughout their lives. 4. Organizations can be designed so that learning becomes an integral part of their functioning; this is known as learning organizations.
What is the learning organization?
A learning organization is one that is constantly improving and adapting to change. To be a learning organization, you need to be able to learn from experience, from your mistakes and from other organizations.
Learning organizations are able to see the big picture: what’s most important for their customers, employees or shareholders? They know how they can improve the quality of service provided by their organization in order to meet those needs better than before; this means that when there are changes in industry or regulation (such as regulations regarding food safety), your company will know exactly what steps need taken so as not only survive but thrive within these new regulations.
The importance of change in an organization has been a topic of discussion for quite some time.
The importance of change in an organization has been a topic of discussion for quite some time. Change can be either a positive or negative force, but it cannot be avoided. As such, organizations must learn how to use change effectively in order to succeed.
The following are some tips that will help you manage the process:
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Understand what motivates your employees and how they respond best when faced with new situations or challenges
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Make sure your employees have access to training opportunities so they’re prepared for future changes
Defining Learning Organization
Learning organization is a concept that describes an organization which is able to learn and adapt to the environment in order to survive and thrive. Learning organizations are characterized by their ability to transform themselves continually in order to improve their performance continuously. In this way they can better meet changing needs, attract more customers or even create new products or services. The key difference between learning organizations and traditional ones lies in their ability for self-organization: they can sense what’s going on around them, respond quickly when necessary and act independently from outside actors (e.g., customers).
Characteristics of Learning Organization
The learning organization is a set of characteristics that are used to describe organizations that are committed to continuous improvement and where employees have the opportunity to learn new skills, develop their careers and develop themselves. These organizations embrace change as an opportunity for growth, rather than a threat or obstacle.
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Embracing Change: The ability for people in this kind of organization to adapt quickly is what makes them so successful when faced with rapid business changes or technological advancements. They understand that change isn’t always bad; it can be good if you’re prepared for it!
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Building A Shared Vision: In order for any organization – whether it’s large or small – not just keep up but actually move forward at the same time requires building consensus among its members regarding what success looks like in terms of goals & objectives (i..e., vision). This process helps reinforce shared values while allowing everyone involved in making decisions about how best accomplish those goals/objectives…
Why do we need to develop a learning organization?
Why do we need to develop a learning organization?
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To keep up with the changing environment. A learning organization is one that keeps up with change, because it knows that you can’t predict what lies ahead. The more we understand about the world around us and our place in it, the better equipped we are to make smart decisions about how we’ll respond.
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To stay competitive. Organizations want their employees’ best work because they believe this will help them compete against other companies and organizations around the world—and perhaps even win some business from them!
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To improve performance at all levels of an organization’s structure (from top down down through middle management). If no one knows what’s going on at each level within an organization’s hierarchy, then everyone has no idea if they’re doing their job correctly or efficiently enough; thus no one feels empowered enough within their role(s) so as not only feel confident but also motivated enough not just meet certain goals but exceed them completely!
Conclusion
The learning organization is a culture that embraces change and chaos. It values growth and development as well as continuous improvement, innovation, experimentation and adaptation. The learning organization is characterized by collaboration between employees at all levels of the organization, empowerment of employees who share ideas with each other, leaders who encourage collaboration between departments and departments encouraging their own colleagues to share ideas across organizational boundaries.
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