New Approaches to Learning - Case Study Example

Do you consider your organization to be a Learning Organization?

According to Peter Senga (2016), a learning organization is a group of people working together to collectively enhance their capability and capacity to create results that they like. However, for an organization to be considered a learning organization, it should depict the following characteristics system thinking, personal mastery, mental models, shared learning, and team learning.

System thinking is one of the frameworks used in defining a learning institution. Under this parameter, it allows people to learn the business as a bounded object. Usually, this parameter is used when evaluating the company's performance and assessing the company as a whole. Notably, in assesses the company performance, the FedEx company is involved in using the system thinking parameters ( Peter Senga 2016). Through utilizing this parameter, the improvement areas are noted, offering the workers the learning experience.

Additionally, the aspect of personal mastery amongst the FedEx company is another indicator of the learning organization. Personal mastery refers to individual workers' willingness to the process of learning. With the company having a high own mastery rate, it is prone to a higher competitive advantage over the other company. Apart from the individual will, personal mastery also entails the ability of workers to learn and apply the learned concepts learned in the real business world. With FedEx using the learning culture in their organization, it is also followed by individual willingness to actualize what learned in the classroom in the real-world event.

With FedEx being involved in offering a system thinking management model, shared learning, and team learning, it can be considered to be a learning organization Among some of the areas that the FedEx company have heavily invested include the team learning and also shared learning. Through group and shared learning, individuals are offered an opportunity to be trained to work together collectively. Due to FedEx fulfillment of the learning requirement, it is considered a learning organization.

Training during the hard economic times

During this economic challenging time, FedEx institute is focusing on categorically offering training to workers. According to Peter Senga, the best way to minimize the cost during an economic time is only through continuously offering training to the workers. In line with this agenda, I have decided to undergo some skill training in the FedEx company training complex. In my training, I intend to undertake a comprehensive language skill training. Some of the programming languages that I am planning in undertaking include Blockchain training, SAS, Intensive VR workshop, and R immersion. Additionally, due to the progressive increase rate of use of enterprise skills, I intend to take some skills such as Data focused, CAST certification, and digital transformation. Under the digital transformation, I am looking forward to learning some skills such as DevSecOps and safe. For the DevSecOP, it is appropriate to me since I am looking forward to learning more about develops with a particular focus on technology development.

Through the use of the training initiative, FedEx has been in a position to achieve several things. Apart from the above-illustrated program, FedEx company also offers the workers training through some of the e-learning methods such as Monday mantra and webinar.

Value of the e-learning in your workplace

Notably, it is through the e-learning platform that workers get to improve their skills. In their quest to improve their skills, they get to learn more skills which, in the long run benefiting the company. Through workers undergoing more language learning skills, they are in a position to widen the scope of customer service. In the long run, skills improvement shall benefit the company.

Additionally, it is through this offering of the e-learning skills that make fedex company have a higher customer retaliation rate. However, earlier in the previous days, the retaliation rate was very low at FedEx express. According to the Robbin page, the company would consider it a success in case the worker reached the 90-day mark. However, Robbin noted is after they introduced the use of skills learning programs, the retaliation rate of the company increased as many workers would stick around since they were given a chance for development and learning. Due to the offering of the worker's skills as they work for the company, it quantifies the FedEx organization as a learning institution.

Through the quest of offering the workers of the fedex organization, a skill learning program page partnered with the University of Memphis to brainstorm ways through which the company would use in retaining employee quest. Notably today, the largest FedEx express hub is in memo phis teen where the headquarter of the corporation is.

Based on the interview and further research, provide a discussion of your team's learnings about Training & Development in Corporate Canada.

Through the training sessions in Dubai, my team was exposed to a variety of new training approaches, including workplace learning and the theory of training. According to the training sessions, both formal and informal learning are applied. With informal learning, they were learning that occurred naturally during the training session and formal session, which was structured and planned to learn by organizations. These modes of learning are similar to the FedEx training ground. In the FedEx company, workers learning avenue are formal and informal. Formal learning commonly occurs in planning, such as the e-learning training of marmba on Mondays. Contrary to this is the informal employment. Under the informal learning, workers learn in their daily interactions with the workers.

Additionally, my team noted that the learning outcomes in training usually take different modes such as cognitive domain (which entails verbal knowledge and cognitive strategies), skilled-based, and effective result (Affective issue it aims in improving the attitudinal and motivational impacts in one's life). In the deciding and the placing of the aim of the training amongst workers to no small extent heavily depends on the wanting skills among workers. Majority of the learning outcomes

Finally, in training, the reward-punishment theory was also another concept that we gathered. Under this theory, it involves offering punishment when workers do wrong and rewards when workers do an exceptional performance. Notably, the reward-punishment and rewards theory is used in FedEx company since performing workers are awarded through the use of incentives and promotions in the ranks system. Under punishment requirement, the FedEx apply it through the firing of employers upon misappropriation or misuse of resources.

Among some of the approaches that the training heavily depended on include the conditioning theory. Under conditioning theory, it was aimed at linking the desired work habits to pleasurable consequences. In actualizing the conditioning theory, shaping, chaining, and generalization are some of the used steps. In shaping, reinforcement till mastery was the goal. Through continued repetition of an activity, trainees obtained mastery of a business-oriented attitude and action (Arumugam et al., 2018). Like shaping the chaining segment, the primary focuses on combining the entire steps and combining them for the complete response. Finally, the training also offered training on the generalization of skills. Basically, through acquiring the generalization skills, a learner is in a position to perform various tasks in a situation.

Additionally, during the training, the cognitive approach was used. According to the cognitive theory, learning should be done through interaction with others on either formal or informal ground (Kumar, Peng, & Levine, 2019). By observing others' behaviors, managing their behaviors, and making choices about a different course of action, the trainee understands what shall be required of them in various stages.

Moreover, the training session also incorporated the use of the reward and punishment approach in their dealing with not concentrating trainees. Through the use of this approach, trainees were subjected to the attentive following of the proceeding in training (Ding, Florensa, Abbeel, & Phielipp, 2019). This not only helps in accessing and differentiating the different understanding levels but also helps create the consistency culture in performance.