Reflections on Presentations  

Learning Organizations

By: DeWayne

          I would like to focus the attention of this reflection on several items within Dewayne's presentation, Learning Organizations.  These items include the premise that organizations function effectively when curiosity, forgiveness, trust, and togetherness are fostered. Specifics are that people within the organization communicate openly and honestly, Individuals within the institution respect and value one another, members of the organization receive feedback and are free to experiment and take risks, and individuals are allowed to take responsible for acquiring knowledge on their own.

          When people within an organization communicate openly and honestly, they will likely begin to function in a capacity that is more collaborative than competitive.  When this happens, individuals can believe the communications they receive from others within the institution and act on those communications.  When individuals within the organization with information hoard that information there is a deterioration of moral within the employees because of the evident lack of trust from the administration.  At ASU- Newport, this hording of information has become know as the "secret squirrels".  When someone is not forthcoming with information that affects us all, someone will say that he or she has "secret squirrels."

          When members of an organization trust the administration to provide needed information as well as periodic feedback when necessary, those members may be more able to take risks that may lead to greater changes within the organization.  When individuals are allowed to fail in order to take the chance on making a positive change, the cultural environment shows that risk-taking is not just acceptable but desired.  If failure occurs as a result of attempting to make positive change how will the administration react?  If it reacts by congratulating the individual on taking a risk in order to improve the situation, not only that individual but other individuals will be more willing to attempt risky ventures in the future.  If, on the other hand, members are penalized for failure when making a sincere attempt to change in a positive way, they (and others within the organization) will be more likely to "steer clear" of risky behaviors in the future.

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