To understand and utilize organizational behavior there are several key terms that must also be understood, for example organizational culture, diversity, communication, organizational effectiveness and efficiency, organizational learning....
Approach: There are several ways to approach your paper. A common organizational approach is a chronological one. The advantage of this approach is that it uses the passage of time as its organizing mechanism. The disadvantage of a chronological approach is that it can easily become a "laundry list" of events, both important and unimportant. Students often list everything they find, leaving it to the reader to determine which factors are most important. Chronologies are also no substitute for analysis. There is nothing wrong with a chronological approach if it is done well; just be sure to put more emphasis throughout on things happened than on happened.
Understanding the traditional organization and learning organization, will allow an organization to determine which time of organization they desire the most.
Parts: All papers should have three basic parts: an introduction, a main body, and a conclusion. The is the key to letting your reader know where you are headed and what you will accomplish. Remember always that while the organization of your paper may be clear to you, it is not clear to your reader. Therefore, the introduction is something like a road map that acquaints the reader with the journey ahead. This will make it easier for the reader to understand what follows and will improve the reader's evaluation of your work. Tell the reader in concise terms (1) what the subject of the paper is, (2) what it is that you hope to find out, and (3) how you will go about it.
Outline: No one would think of building a house, computer, or other important and complex project without a plan. Students regularly write papers without a plan. As a result, poor organization is a common weakness of undergraduate term papers. The best way to construct your plan and to organize information for maximum effect is to put together an An outline serves to lay out your paper's structure, to ensure that it is complete and logical, and to prevent you from getting off the track. Determine what you wish to accomplish in the paper; then prepare an outline specifying every step from Introduction to Conclusion. Linear writing is crucial in professional papers and reports. A good outline also serves to help you later: It ensures that you stay on track, write an accurate summary for your conclusions, and cover all of the relevant information and arguments.
To this end, the paper analyses the parameters that help build a learning organization, draws upon various scholarly work in this field including Huber 1991, Garvin 1993, Schein 1993, Argyris 1994, Goh 1998, Chau 2008, Serrat 2009.
Mental models are the second of Senge's five disciplines for the learningorganization.(Senge, The Leaders New Work, 1990) Much of the work involvingmental models comes from Chris Argyris and his colleagues at Harvard University.A mental model is one's way of looking at the world. It is a frameworkfor the cognitive processes of our mind. In other words, it determineshow we think and act. A simple example of a mental model comes from anexercise described in . In this exercise,pairs of conference participants are asked to arm wrestle. They are toldthat winning in arm wrestling means the act of lowering their partner'sarm to the table. Most people struggle against their partner to win. Theirmental model is that there can be only one winner in arm wrestling andthat this is done by lowering their partner's arm more times than theirpartner can do the same thing to them. Argyris contends that these peoplehave a flawed mental model.
The paper is organized according to the five disciplines that PeterSenge (1990) says are the core disciplines in building the learning organization:personal mastery, mental models, ,shared vision, and systems thinking.Even though the paper makes liberal use of Senges pervasive ideas, italso refers to OD practitioners such as Chris Argyris, Juanita Brown, CharlesHandy, and others. What these writers have in common is a belief in theability of people and organizations to change and become more effective,and that change requires open communication and empowerment of communitymembers as well as a culture of collaboration. Those also happen to bethe characteristics of a learning organization. The paper is influencedby team meetings in which the five authors prepared a class presentationon the topic of learning organizations. The team worked to emulate a learningcommunity within the group. The paper reflects the learning, reflection,and discussion that accompanied the process.
Answering this question is a good place to start thinking about term papers because if you know why papers are such a common assignment, then perhaps you can approach the task with added enthusiasm and dedication. Two goals usually motivate this assignment. One goal relates to the specific subject of the course; the other goal is based on your professional development. The first course-specific goal is to increase your expertise in some particular substantive area. The amount that you learn from this or almost any other course will be expanded significantly by doing research and by writing a paper. The effort will allow you to delve into the intricacies of a specific topic far beyond what is possible in the no doubt broad lectures that your instructor must deliver in class. Your research will go beyond the necessarily general commentary found in this text.
The concept of the learning organization arises out of ideas long heldby leaders in organizational development and systems dynamics. One of thespecific contributions of organizational development is its focus on thehumanistic side of organizations. The disciplines described in this paperdiffer from more familiar management disciplines in that they are personaldisciplines. Each has to do with how we think, what we truly want, andhow we interact and learn with one another. (Senge, 1990, p. 11) The authorsof this paper see learning organizations as part of the evolving fieldof OD. To our knowledge, there are no true learning organizations at thispoint. However, some of todays most successful organizations are embracingthese ideas to meet the demands of a global economy where the value ofthe individual is increasingly recognized as our most important resource.
What learning organizations do is set us free. Employees no longer have to be passive players in the equation; they learn to express ideas and challenge themselves to contribute to an improved work environment by participating in a paradigm shift from the traditional authoritarian workplace philosophy to one where the hierarchy is broken down and human potential is heralded. Learning organizations foster an environment wherein people can "create the results they truly desire," and where they can learn to learn together for the betterment of the whole (Rheem 1995,10).