Citing Yogesh (me)...
>>It is being realized that most companies that have introduced similar
>>group interaction enabling technologies have not been necessarily
>>successful in 'enabling' group interactions.
>>The more fundamental problems
>>relate to those of the extant cultural issues: information sharing,
>>appreciation of diverse perspectives, a healthy view of questioning
>>deep-roted assumptions, etc.
..., and Daphne:
>>It would seem that the use of technology (e.g. Intranet or Internet
>>systems) does not overcome some basic problems with promoting the kind of
>>dialogue which will actually create an organizational learning
>>environment.
Tammy Dewar <tddewar@cybercorp.net> in LO10600 noted:
>I have to disagree. My own experiences as an online learner and
>observations of others in online classes as a facilitator lead me to
>believe that this kind of dialogue *is* possible.
Tammy further observed:
>I think the key is in how the technology is used and the philosophical
>orientations of those who are delivering courses and/or managing a team.
In the same digest message LO10604, I (Yogesh Malhotra) had noted:
>The key issue seems to be 'how' rather than 'what' of technology
>implementation for OL.
Tammy, as I observe there doesn't seem to be any *disagreement* between
the earlier communication between Daphne and myself, and what you are
suggesting. Please correct me in case I am missing something.
The essence of the whole discussion [Daphne, Tammy, and myself] seems to
be this:
Regardless of 'WHAT' technology is deployed (intranets, internet,
groupware, name-it-what), the key issue for organizational learning is:
*HOW* it is deployed. Organizational learning is facilitated by the
participants' 'philosophical orientations' anchored on a 'culture' that
facilitates dialogue. Organizational culture that encourages diverse
interpretations and surfacing of assumptions in a non-threatening context
could serve as an enabler of OL. Given the precedence of 'hi tech hide
bound' organizations, it is debatable if technology is the PRIMARY enabler
of organizational learning. Technology can be an enabler if it facilitates
these underpinning processes that motivate OL. On the other hand, it could
be a disabler if it stiffles these processes necessary for OL.
Yogesh Malhotra
malhotra@vms.cis.pitt.edu
On Knowledge [and] Management at
http://www.pitt.edu/~malhotra/Peterold.htm
--Yogesh Malhotra <MALHOTRA@vms.cis.pitt.edu>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>