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Workplace learning creates knowledge to individuals and workers. By doing so, individuals acquire different styles of learning which enable them in understanding in different ways; which include concrete experience, reflective observation, abstract conceptualization as well as active experimentation. It is observed above that workplace training eliminates some avoidable expenses like for training, saves time s the employees will be reproductive as they learn, will save time as there is to single day spent out of job training for a given system or software, it also helps solidify the culture of the organization as the new employees will be learning from the old employees who have already inculcated the organizational culture within them over a long period of time. It is also worth noting that a performing organization is more likely to retain their employees, particularly in the hospitality industry, than an organization that underperforms on a perennial basis.
References
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Application of Theories, Principles and Methods of Adult Learning for Managers to Improve Workplace Reactions to Learning, Knowledge and Performance. Retrieved November 1, 2012, from repository.upenn.edu/dissertations/AAI3421848/
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References
Lee, T., Walters, S., Unwin, L., Felstead, a., Butler, P.B., Ashton, D. (2004). Learning at Work:
Teaching and Learning Processes in the Contemporary Work Organization.
Vaughan, K. (2003). Workplace learning and knowledge society.
Steier, J. (2010). Application of Theories, Principles and Methods of Adult Learning for Managers to Improve Workplace Reactions to Learning, Knowledge and Performance. Retrieved November 1, 2012, from repository.upenn.edu/dissertations/AAI3421848/
Retrieved November 2, 2012, from http://workbloglearning.wordpress.com/2010/12/11/retention-of-employees/
Alam, G.M. (2009). Importance of Workplace Learning for Skill Development. Retrieved November 2, 2012 from http://www.bdeduarticle.com/learning/45-uncatagorized/77-importance-of-workplace-learning-for-skill-development-
Learners explore information spaces relevant to a task at hand" (p. 265). Workplace learning in response to an organizational need also just makes good business sense. As Gunasekara emphasizes, empirical observations and real-world experience suggest this is a viable approach to workplace learning today: "This approach has usually been applied in ad hoc problem solving, team development, leadership development, and professional or career development. This approach integrates work and learning
The classic example of this type of conditioning is the feeding of Pavlov's dog, in which the dog is provided with two unrelated stimuli (food at the sound of the bell). After a time, the dog, upon hearing the bell, begins to salivate, even though food is withheld from the subject. The dog "learns" that the bell sound means food, without the dog undergoing any cognitive processing or thinking
WORKPLACE LEARNING AND MANAGER'S PERFORMANCE IN THE HOSPITALITY INDUSTRY Relationship between Workplace Learning and Managers' Performance in the Hospitality Industry Relationship between Workplace Learning and Managers' Performance in the Hospitality Industry Manager's Role as a Leader Workplace Learning Why is Workplace Learning Important The 'ideal' Workplace Learning Situation Methods of Workplace Learning Hospitality Industry Supports and Values Training and Learning Management Skills in Workplace Learning Manager's Role in the Hospitality Industry Optimize Communication between Managers and Employees Effective Managers in Hospitality
Training and Development Senge has defined a learning organization as one that is constantly developing its future capacities. Such organizations are not built on the concept of mere survival and adaptive learning becomes essential. However, learning organizations integrate generative learning with adaptive learning to enhance the organization's capacity to produce (Dixon, 2009). According to Senge, it is possible to achieve learning organizations. Experts have argued that the ability to learn fast is
The organization must define what competencies will be necessary in the future, and continually build upon existing employee skills to avoid obsolescence. "If employees do not possess the competence to handle a new strategy, a company should provide training to enhance the skills of its managers and employees. Without adequate training and support, the relationships between employees and managers will suffer and the organization will lack flexibility" (Richards-Gustafson 2013).
learning organization. *Consolidate research definitions organization learning. *Explain organization a learning organization (teaching federal government hospital). *Discuss advantages disadvantages organizational learning. The learning organization The modern day business climate is more challenging and dynamic and it forces the economic agents to seek alternative sources of strategic advantages. One example in this sense is represented by the enhancement of the emphasis placed on supporting learning and the continuous development of the organization