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  • Difference Between Tradition and Learning Org

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    Mohammad Nazmul Islam
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    In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies)Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated.

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    In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies)Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated.

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    Download as DOCX, PDF, TXT or read online from Scribd
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    9 views3 pages

    Difference Between Tradition and Learning Org

    Uploaded by

    Mohammad Nazmul Islam
    In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies)Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 3

    In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may

    need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc.

    In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated.

    In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc.

    In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated.

    In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc.

    In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated.

    In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc.

    In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated.

    In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc.

    In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated.

    In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc.

    In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated.

    In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc.

    In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated.

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