Organizational Learning!
Nash Equilibriums!
Pareto Inefficiencies!
Oh My!
reprising themes I want everyone to understand and apply to to building the future
41. Nash Equilibrium
no players have anything to gain by
changing only their own strategy unilaterally.
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42. Pareto Efficiency
an allocation of resources in which it is
impossible to make any one individual better off
without making at least one individual worse off
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43. Pareto Inefficient Nash Equilibrium
possible to make an individual better off
without making any individual worse off
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44. Pareto Inefficient Nash Equilibrium
possible to make an individual better off
without making any individual worse off
but no one will change their strategy
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49. you are either building a
learning organization...
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50. you are either building a
learning organization...
or you will be losing
to someone who is...
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51. Organizational Learning Culture's Influence on Job Satisfaction, Organizational Commitment, and
Turnover Intention among R&D Professionals in Taiwan during an Economic Downturn
Hsiu-Yen Hsu
IN PARTIAL FUFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF DOCTOR OF
PHILOSOPHY
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52. how many put as much effort into
designing their communications as
they do their applications and
systems?
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53. we are in the middle of
inventing our culture.
--Patty McCord
http://www.youtube.com/watch?v=o3e1lnixKBM
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54. Conway’s Law
organizations which design systems...
are constrained to produce designs which are copies of
the communication structures of these organizations
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72. 7 dimensions of Organizational Learning
• continuous learning
• inquiry and dialog
• team learning
• empowerment
• embedded system
• system connection
• strategic leadership
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73. continuous learning
represents an organization’s effort to create continuous
learning opportunities for ALL of its members
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74. inquiry and dialog
an organization’s effort in creating a culture of
questioning, feedback, and experimentation
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75. team learning
spirit of collaboration and the collaborative skills
that undergird the effective use of teams
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76. empowerment
encourage feedback and action to address the gap between
the current status and the vision regardless of rank
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91. and not just is words and spirit
but deliberately incentivized
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92. and not just is words and spirit
but deliberately incentivized
if they are not incentivized, they won’t be real
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93. The real company values, as opposed to
the nice sounding values, are shown by
who gets rewarded, promoted, or let go.
--Patty McCord
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97. Three Stone Cutters
“I’m paid to cut stones”
“I use special techniques to
shape stones in an exceptional
way, here let me show you”
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105. the hard way or
the easy way
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106. The object isn’t to make great software, it’s to
be in that wonderful state which makes great
software inevitable
Robert Henri paraphrased
rt @mattetti
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107. don’t worry if you
are ‘working’
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108. worry if you are
‘learning’
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109. worry if you are
‘winning’
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126. Resources
•
Netflix - culture unleashed http://www.youtube.com/watch?v=o3e1lnixKBM
•
dimensions of the learning organization questionnaire (DLOQ) - http://www.partnersforlearning.com/questions2.asp
•
Maverick - the worlds most unusual workplace - http://en.wikipedia.org/wiki/Maverick_(book)
•
The Fifth Discipline - The Art and Practice of the Learning Organization - http://en.wikipedia.org/wiki/The_Fifth_Discipline
•
Organizational Learning Culture's Influence on Job Satisfaction... - http://conservancy.umn.edu/bitstream/53624/1/Hsu_umn_0130E_10474.pdf
•
Yang, B. (2003). Identifying valid and reliable measures for dimensions of a learning culture. Advances in Developing Human Resources
•
Fred Ettish - http://www.youtube.com/watch?v=Z5maknndsas
•
the lessons of vasa http://faculty.up.edu/lulay/failure/vasacasestudy.pdf
•
Gossamer Condor
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