Menuju Sekolah Ramah Anak Holistik-Integratif Melalui Learning Organization

The facts about the increasingly turbulent cases of children make education. institutions more serious about running child-friendly schools (SRA). The term SRA contains a meaning that is still very abstract and needs technical-political arguments as well as patterns of systematic application to describe it. Therefore, through the learning organization (LO) with the theoretical approach of The Fifth Discipline Peter M. Senge and Organizational Learning Model Michael J. Marquardt can further produce visionmission alignment, the formation of mental models and system thinking, as a very integral part in building understanding and implementation of SRA in a more holisticintegrative manner. Because solving wholly various cases and integrated certainly cannot be done alone, cooperations with many parties, both in the scope of micro, meso, exo and macro are necessarily allied. This becomes a responsive step as well as preventive way against various acts of crime and violence in children around us

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PROFIL LEARNING ORGANIZATION PADA MAHASISWA DI UNIVERSITAS KUNINGAN

Equilibrium Jurnal Penelitian Pendidikan dan Ekonomi ◽

10.25134/equi.v12i1.231 ◽

2015 ◽

Vol 10 (19) ◽

Author(s):

Rani Tania Pratiwi

Keyword(s):

Mental Models ◽

Learning Organization ◽

Indicator System ◽

System Thinking ◽

Purposive Sampling ◽

Personal Mastery

Masalah pada penelitian ini adalah bahwa mahasiswa kurang memahami konsep berorganisasi itu sendiri. Konsep organisasi yang harus mereka pahami adalah konsep organisasi pembelajaran. Sehingga, dalam menjalankan roda organisasi mereka seperti ”bingung”. Metode penelitian yang digunakan adalah penelitian survey dengan jenis penelitian deskriptif. Populasi dalam penelitian ini adalah seluruh mahasiswa Universitas Kuningan. Teknik sampling yang digunakan dalam penelitian ini adalah Purposive Sampling. Teknik pengumpulan data menggunakan kuesioner,Hasil penelitian, maka dapat diketahui mengenai gambaran learning organization pada mahasiswa di Universitas Kuningan. Skor rata-rata diperoleh sebesar 4.1624, hal ini menunjukkan gambaran learning organization pada mahasiswa di Universitas Kuningan sudah baik. Berdasarkan hasil pengolahan angket dapat diketahui bahwa nilai rata-rata terendah terdapat pada indicator system thinking dengan nilai sebesar 4.0423 dan nilai rata-rata tertinggi terdapat pada indicator mental models dengan nilai sebesar 4.4036.Berdasarkan hasil penelitian melalui penyebaran kuesioner, dapat kita ketahui bersama bahwa rata-rata nilai angket terendah diperoleh pada indicator personal mastery pada item No. 09. Maka, dalam hal ini perlu sekali meningkatkan kesadaran anggota organisasi dalam mengutamakan kepentingan organisasi dibandingkan kepentingan pribadi. Selain itu, untuk pengembangan penelitian selanjutnya dapat ditekankan pada upaya peningkatan kemampuan system thinking. Selain itu, dapat juga dilihat pengaruhnya terhadap kompetensi, komitmen, kinerja, maupun variabel lainnya yang terkait.

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Learning Organization Attributes and Performance of G4s Kenya Limited Mombasa County, Kenya

International Journal of Current Aspects ◽

10.35942/ijcab.v3iiii.41 ◽

2019 ◽

Vol 3 (III) ◽

pp. 212-226

Author(s):

Diana B. A Otieno ◽

James Maina

Keyword(s):

Organizational Performance ◽

Mental Models ◽

Systems Thinking ◽

Learning Organization ◽

Likert Scale ◽

Individual Performance ◽

Shared Vision ◽

System Thinking ◽

Personal Mastery ◽

The Impact

Learning organization refers to an organization that encourages its individuals to learn and consistently change its form. Organizations give both formal and casual procedures and structures for securing, sharing and utilization of information and abilities. Learning organizations come about due to pressures that are faced in the modern time organizations and vest these organizations to retain their aggressiveness in the business world. The learning organization urges organizations to move to a more interconnected mindset. Organizations ought to wind up more like networks that workers and its members can feel a responsibility towards them. The site of the investigation was at G4S Kenya Limited in Mombasa County. The specific objective was to determine the consequences of learning organization on the execution of G4S Kenya limited. The study was then guided by the following objectives; to find out the impact of systems thinking on performance of an organization, to determine how personal mastery affects the performance of an organization, to examine the influences of mental models on performance of an organization as well as to research on the impact of shared vision on performance of an organization. The study was guided by Argyris and Schön’s Theory and Systems Theory. The investigation was carried out on 150 representatives from G4S Kenya Limited. An adjusted Likert scale questionnaire separated into three (3) sections was created. A pilot study was done to fine-tune the instrument. Information gathered was reviewed on a PC by use of Statistical Package for Social Science (SPSS Version 22) for Windows. The collected data was then examined using statistical methods of frequencies and percentages, with the aid of MS Excel. Charts, tables and bar graphs were then used to present the information. The summary of the main component of the study conclusion was based upon the research objectives. The researcher deduced that a system thinking provides continuous learning opportunities in the organization; embraces creative tension as a source of energy and renewal, link individual performance with organizational performance. This is because the majority of the respondents indicated that system thinking link individual performance with organizational performance. This component scored highly on the adjusted Likert scale; a clear indication of the importance of system thinking on the performance of G4S Kenya Limited. The investigation on the influences of learning organization on the performance of G4S Kenya limited was recommended for further study since it has brought to light the effect of systems thinking, personal mastery, and mental models and shared vision on organization performance.

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The Integrated Process Model For Learning Organization

Journal of Business & Economics Research (JBER) ◽

10.19030/jber.v1i2.2975 ◽

2011 ◽

Vol 1 (2) ◽

Author(s):

Guoquan Chen ◽

Raymond R. Liu

Keyword(s):

Knowledge Management ◽

Organizational Learning ◽

Multinational Corporations ◽

Learning Organization ◽

Process Model ◽

Learning Processes ◽

Future Research ◽

Integrated Process ◽

Font Size ◽

Integrated Process Model

This paper proposes an integrated process model of a learning organization, which consists of six processes - “sensing”, “innovating”, “selecting”, “implementing”, “diffusing”, “feedback”, and one base - “knowledge base & knowledge management”. Based on the literature review and the interviews with multinational corporations in China, this model integrates the important organizational learning processes and knowledge management to reflect the reality of learning organizations comprehensively. Based on the integrated model, key elements that affect organizational learning processes are identified. Finally, the contributions, implications, limitation, and future research of the integrated process model are discussed.

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PENERAPAN LEARNING ORGANIZATION DALAM MEWUJUDKAN MADRASAH RAMAH ANAK DI MTs AL-IHSAN

Tatar Pasundan : Jurnal Diklat Keagamaan ◽

10.38075/tp.v13i1.18 ◽

2019 ◽

Vol 13 (1) ◽

Author(s):

Lina Nurhasanah

Keyword(s):

Data Collection ◽

Learning Organization ◽

Analysis Data ◽

System Thinking ◽

Best Interests ◽

Regional Government ◽

Peter Senge ◽

Survival And Development ◽

Child Friendly ◽

Children’S Views

This study aims to find out how the application of the Learning Organization in realizing the Child Friendly Madrasah Program at MTs Al-Ihsan. This study uses kualitative approach with descriptive methods. Data collection techniques used observation techniques, interviews and documentation as well as source triangulation. While the data analysis technique uses interactive analysis; data collection, data reduction, data presentation and conclusion. The findings of this study revealed that it would be very difficult to realize the MRA program without the approach of Learning Organization discipline values developed by Peter Senge greatly helped MTs Al-Ihsan in launching the MRA program. LO disciplines are: 1) Personal Mastery, 2) Mental Models, 3) Share Vision, 4) Team Learning, and 5) System Thinking. MRA is based on the principles: 1). Non-discrimination; 2) The best interests of the child; 3). Life, survival and development; 4). Respect for children's views; and 5). Good management of madrasas. After evaluating for 3 (three) semesters, MTs Al-Ihsan is still in the process of developing further categories 2 of the 5 (five) categories of MRA designation established by KPPAP; 1). There is a policy to form an MRA development team, 2). Educators and trained personnel Child Rights, 3). Child participation, 4). Child-friendly learning process, 5). Complaints mechanism, 6). Have a safe / clean and healthy / caring and cultured / inclusive school program, 7). Parent participation, 8). Infrastructure and 9). Alumni participation. Obstacles to implementing the MRA program, namely; a) difficult to equate perceptions, b) difficulty translating the MRA program, c) limited facilities and infrastructure, d). Lack of support from the Ministry of Religion and e) the absence of the declaration of the KLA Program from the Regional Government. Keywords: Implementation, Learning Organization, Child Friendly Madrasah

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LEADERSHIP OF PRINCIPAL DEVELOPING LEARNING ORGANIZATION IN SD NEGERI BULUKANTIL SURAKARTA

Social, Humanities, and Educational Studies (SHEs): Conference Series ◽

10.20961/shes.v1i1.23662 ◽

2018 ◽

Vol 1 (1) ◽

Author(s):

Nenik Hidayah

Keyword(s):

Qualitative Research ◽

Mental Models ◽

Learning Organization ◽

Learning Organizations ◽

Educational Institution ◽

Shared Vision ◽

System Thinking ◽

Formal Institutions ◽

Technological Developments ◽

Personal Skills

Technological developments require educational actors to keep learning in order to keep pace with technological developments. In order to maintain the quality and trust of the school institutions, then as an educational institution should be able to compete with schools and even with other non-formal institutions. This article is intended to describe the principal's leadership in implementing the school as a learning organization at SD Bulukantil Surakarta. The method that used in writing this article is qualitative research. The leadership of the principal at SD Negeri Bulukantil Surakarta has fulfilled five school requirements as a learning organization that includes personal skills, mental models, shared vision, team learning, and system thinking. The impacts of implementing learning organizations can be seen from the achievements of teachers, principals, learners and even school institutions. Learning organizations can be applied in other school institutions to improve their existence.

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The Learning Organization: How Planners Create Organizational Learning

Marketing Intelligence & Planning ◽

10.1108/02634509210018702 ◽

1992 ◽

Vol 10 (6) ◽

pp. 5-12 ◽

Cited By ~ 69

Author(s):

Graham Galer ◽

Kees van der Heijden

Keyword(s):

Organizational Learning ◽

Learning Organization

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Extending the 4I Organizational Learning Model: Information Sources, Foraging Processes and Tools

Administrative Sciences ◽

10.3390/admsci3030096 ◽

2013 ◽

Vol 3 (3) ◽

pp. 96-109 ◽

Cited By ~ 5

Author(s):

Tracy Jenkin

Keyword(s):

Organizational Learning ◽

Information Sources ◽

Learning Model

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Design, Explanation, and Evaluation of Training Model Structures Based on Learning Organization—In the Cement Industry with a Nominal Production Capacity of Ten Thousand Tons

International Education Studies ◽

10.5539/ies.v10n1p163 ◽

2016 ◽

Vol 10 (1) ◽

pp. 163

Author(s):

Hamid Rahimian ◽

Mojtaba Kazemi ◽

Abbas Abbspour

Keyword(s):

Organizational Learning ◽

Learning Organization ◽

Structural Equation ◽

Production Capacity ◽

Organizational Factors ◽

Training Model ◽

Equation Model ◽

Cement Industry ◽

Individual Factors ◽

Factors Affecting

This research aims to determine the effectiveness of training based on learning organization in the staff of cement industry with production capacity over ten thousand tons. The purpose of this study is to propose a training model based on learning organization. For this purpose, the factors of organizational learning were introduced by qualitative research in the form of open codes, axial codes, selective codes and the resulted observations, and then the final model was obtained by structural equation model. The data were collected from the staff of three cement companies of Abyek, Tehran, and Sepahan, with a statistical population of 1719 staff of cement industry. The qualitative research sample included 29 experienced experts in the field of cement industry, and the quantitative research sample included 326 staff and experts, who were selected by multi-stage cluster sampling. A self-made questionnaire consisting of 72 questions was used to measure quantitative variables. The reliability of the questionnaire was 0.93 and its content and face validity was determined by expert colleagues and professors, the structural equation model and regression was used to analyze the quantitative data. The results showed that the status of learning organization in cement companies is in average level. Finally, the obtained model consisted of both individual and organizational factors. The individual factors affecting organizational learning include teaching scientific content, perception, trust, and self-efficacy of training. The organizational factors affecting organizational learning include organizational culture, forming the structure, the method of management and leadership, preparing human resource (identity), adaption to the environment, policies, rules, and regulations, and achieving a viable product. The share of individual factors on learning organization is higher than the effect organizational factors; the share of each factor is also determined.

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A collective organizational learning model for organizational development

Leadership & Organization Development Journal ◽

10.1108/lodj-06-2018-0228 ◽

2019 ◽

Vol 40 (1) ◽

pp. 107-123 ◽

Cited By ~ 2

Author(s):

Kung Wong Lau ◽

Pui Yuen Lee ◽

Yan Yi Chung

Keyword(s):

Organizational Learning ◽

Knowledge Transfer ◽

Organizational Development ◽

Learning Model ◽

Learning Needs ◽

Learning Models ◽

Organizational Growth ◽

Content Type ◽

New Model ◽

Business Environments

Purpose Organizational learning is traditionally structured with conventional in-house learning models aiming to equip employees with practical skills for operational needs. In contrast, contemporary goals emphasize unstructured organizational learning provided with learning environments to facilitate employees’ formal and informal knowledge creation. Therefore, the conventional organizational learning models are facing tremendous challenges, and it is crucial to change the traditional modes of practice into a new approach of collective learning and knowledge transfer. As well, the emergence of innovative business environments and tacit knowledge-based society urges a new form of organizational learning model to cope with employees’ learning, knowledge transfer and even knowledge management. The paper aims to discuss these issues. Design/methodology/approach In this study, the authors’ team applied a typological review for systematically analyzing current organizational learning models aiming to modify and create a new collective model. Findings The new model covers the strengths of existing approaches from which the fundamental 3Ps (i.e. principles, purposes and processes of organizational learning) concept is derived from incorporating a development perspective of organizational trajectories and technological innovations. Originality/value The authors envisage that the new model can facilitate organizations to assess and adapt their organizational learning needs and orientations by applying this organic and dynamic model which emphasizes assessment in relation to the competitive environment, technological trends and organizational growth.

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Mental Models, Moral Imagination and System Thinking in the Age of Globalization: A Post-Colonial Proposal

Issues in Business Ethics - Cutting-edge issues in Business Ethics ◽

10.1007/978-1-4020-8401-0_13 ◽

2008 ◽

pp. 169-186 ◽

Cited By ~ 1

Author(s):

Patricia H. Werhane

Keyword(s):

Mental Models ◽

Moral Imagination ◽

System Thinking ◽

Post Colonial

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