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Wollner’S Five-Stage Model

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The model proposed by Paul Wallner

Introduction to Paul Woolner’s “Five-Stage” Model #

Paul Woolner used empirical evidence Research method, conducted in-depth observation and analysis of education and training activities in many enterprises, and proposed a “five-stage” model for creating a learning organization.

Contents of Wollner’s five-stage model #

He believes that the development of corporate learning activities generally goes through five stages.

The first stage is the unconscious learning stage. At this stage, the organization itself is still in its early stages of development, learning activities in the organization are generally spontaneous and informal, and the organization has not yet had the awareness to arrange learning projects.

The second stage is the consumer learning stage. With the development of the enterprise itself and the intensification of competition, on the one hand, informal learning activities still exist within the organization; on the other hand, the organization funds and sends some employees to education departments outside the enterprise for further study.

 The third stage: Organizations begin to consciously develop learning programs internally that suit their specific needs, and establish corresponding learning bases to promote members’ education and training, but this There is still a lack of clear connection between the learning activities in this stage and the long-term development strategy of the enterprise.

 The fourth stage: The organization has incorporated learning into daily work, and the design and development of training courses has become more mature, whether it is courses developed internally by the organization or courses designed by external experts , are more creative and based on meeting the specific needs of the organization. At the same time, the organization has also established a series of corresponding standards as indicators to measure the various skill levels of members.

At this stage, organizational learning begins to enter an advanced stage and is closely integrated with the development strategy and business objectives of the enterprise organization. Despite this, the disconnect between organizational learning and daily work still occurs from time to time. Learning is more the responsibility of the training department rather than the responsibility of each department head, which also limits the organization’s learning ability to a certain extent. .

The fifth stage is the complete integration of study and work.

First of all, learning has completely penetrated into the organizational management system and has become the common responsibility of supervisors at all levels, work teams, individual employees and human resource development departments;

Second, work and study have been inseparably linked. Learning is a new form of work. Learning has become something people are willing to do rather than something they must do;

Third, the organization has established a performance feedback mechanism. This mechanism has become an important pillar of organizational learning. All levels of the organization, including individuals, work teams and the organization as a whole, can promptly correct or improve the organization based on various information. Behavior;

Fourth, the management method of the work team is mainly based on autonomy. Team members learn from each other, work together, and continuously improve their work. In this management style, the supervisor’s role is no longer to control and solve problems, but to encourage and promote employees to solve problems themselves and achieve satisfactory results.

According to Wollner’s “five-stage” model, once organizational learning develops to the fifth stage, its organizational system, structure and process are very conducive to the organization truly becoming a learning organization.

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