The idea of cultures is fascinating to me. The way that they are formed and exist with
in society as a whole and in smaller groups is intriguing. The fact that
multiple subcultures can be formed with in one company makes it essential for
leaders to recognize these subcultures.
The subcultures can have completely different identities even though
they are a part of the same macro culture, which is the company. The fact that these sub cultures hold
different beliefs can lead to competition and division within the company. It is the leader’s job to make sure that all
the sub cultures are directed toward the same common goal of improving the
company.
The book mentions that organizational cultures exist in a
larger macro culture of ethnic groups and larger cultural units. The interesting thing is that these macro
cultures impact and influence the growth and change of an organizational
culture. The things that characterize a
culture include a set of assumptions that characterize the sub units of the
organization.
Self-directed learning is a thing with almost all adults. A self-directed
learner is impacted by their willingness to learn, motivation to learn, and
life circumstances. The three types of
self-directed learning include synergistic, voluntary, and scanning. Synergistic learning is inspired by
opportunity, voluntary is when someone is consciously competent, and scanning is
the ongoing process of searching and learning.
Other types of self-directed learners include self-managers, self-monitors,
and self-modifiers with each taking on
different qualities and traits in their pursuit of gaining knowledge.
My role this week is of Searcher
ReplyDeleteBlake,
Online courses and self-directed learning classes present a different set of challenges than the traditional classroom setting. Your final paragraph addresses motivation with self-directed learners.
I understand that motivation plays a key role in SDL. Our text expresses four goals to motivate learners and encourage people to partake in SDL. First, individuals must want to either gain knowledge or develop a skill. Second, after learners engage in the subject, they begin to self-direct themselves in pursuing new knowledge. Third, SDL may inspire transformational learning, which is a change in how she views a subject or idea. Lastly, SDL can cause an individual to change their behavior so much that they act emancipatory. This is where learners make choices to defend or promote what they see as a worthy cause (Merriam & Bierema, p. 66). The following video briefly discusses SDL and is worth a watch:
https://www.youtube.com/watch?v=-6TbDQMB-NU
The video above shows how self-directed learning benefits people who are interested in learning through SDL. It discusses not only how SDL students benefit but also how teachers/professors can also use SDL to benefit students. This, to your point, Blake, does allow workers in companies to gain new and valuable skills while on the job. If employees are motivated eager to pursue a new set of skills, SDL allows non-traditional students the opportunity to do so without forcing them to sacrifice their entire way of life. In fact, SDL is surging in continuing education for working professionals in the medical field, dental field, the realm of education and even in library sciences (Merriam & Bierema, p. 72). With SDL becoming an invaluable tool for students and professionals, it is easy to see why it has taken off and maintained successful progress amongst a variety of learners.
Merriam, S. B., & Bierema, L. L. (2014). Adult learning: Linking theory and practice. San Francisco, CA: Jossey-Bass.