6+Conditions+for+Learning

__The 6 Conditions to Support Organized Learning __

1. Prioritizing Learning for All Members

 * [|EDPL 6700- Wiki Info.docx]
 * The "ADDIE" Game can be played with students in a classroom or among adults as an icebreaker or warm-up
 * As described in the instructions provided, the intent behind this game is to learn about the members in your community, share with them the knowledge you have (turning the **tacit** into **explicit**), and **collectively** come up with problem solving methods to issues that might arise within your organization.
 * This condition, and example, supports organizational learning in educational settings because it reinforces Daft and Weick's idea of sharing knowledge in order to create a collective interpretation for the organization's success. The organization's environment is only as successful as the communication that occurs amongst its members; making sure individuals explicitly share their tacit knowledge allows for learning to occur through the various negotiations of meaning.

2. Fostering Inquiry
__Collective Inquiry__ allows schools to examine what is working and what is not working and why. This analysis gets to the root of the problem and leads to //double-loop learning// as the cognitive thinking behind behaviors, routines, and procedures is examined and hopefully changed. The first step is __indirect inquiry__, uncovering the **tacit knowledge**. Indirect inquiry involves dialogue between colleagues to create new shared understandings behind the meanings and decisions that led to theories-in-action. This process can help lead to selecting questions and ideas for __direct inquiry__. Direct inquiry involves data collection and analysis to discover new answers and actions. These actions are then re-examined later in a continuous cycle that makes up collective inquiry. Below is one tool, __Force-field analysis,__ that can be used for conducting collective inquiry in a school. It allows a group to look at the positive and negative forces that influence a current practice and provides an opportunity for dialogue about how to move forward.



4. Practicing Democratic Principles

 * Consider the principles of [|democracy] in our country and apply it to learning.
 * For organizational learning to occur, members must be able to question, think and speak freely and equally.
 * Leaders shouldn't have all of the knowledge and control what others think and their ability to express themselves.
 * Members should be allowed to express themselves (their kowledge, interpretations, point of view, ideas, beliefs, opinions) without fear.
 * Leaders should practice these principles to promote organizational learning.
 * Here's what a company named [|WorldBlu]says about this.

5. Attending to Human Relationships
The ability for an organization to learn is largely dependent upon the social system that is in place. The need to interact with and gain insights from other members is essential. Several conditions must be present in the relations between members in an organization: 1) **Collegiality**- involving cooperation, respect, and shared values 2) The ability for members to **dialogue, question, and argue** (not in the unproductive manner some might assume) 3) **Relational trust** is established between members and with it comes the willingness to **collaborate** 4) The ability to view **conflict as an opportunity for growth**, not division = = The hit television show //The Office// is a prime example of how NOT to go about building the human relationships within an organization. The members of the Dunder Mifflin organization most certainly lack respect for one another, trust is almost non-existant in the work environment, and conflicts though numerous are not a source for learning. Though this may not equate to organizational learning it does make for good television!!

6. Providing for Members Self-fulfillment
Retention and continuation of learning depends largely on how positively members perceive their place within the organization and whether or not they feel a sense of accomplishment. Maslow's Hierarchy of Needs illustrates the "basics" that must be satisfied for a person to be able to reach their full potential, and an organization centered on learning would help cultivate the esteem portion of the pyramid to help them get there (self-actualization). If many of the conditions mentioned in regards to human relationships are realized their is a great personal fulfillment, the development of shared values, and a structure for learning to take place.