Post by arfanho7 on Feb 24, 2024 13:16:02 GMT 5.5
Both he says can be either independent or coactive. Watching surgery through the observation glass for example may be on line learning but it doesn’t give a doctor enough of an appreciation for how to perform a surgery. Myers workers shadowing others must be able to ask questions and debrief in a way that allows them to synthesize information for their own approach and personality. Off line learning meanwhile doesn’t have to be done alone.
The stories told by the medical transport teams—or for that matter stories told at happy hour by employees at the bar around the corner from the office—can go a long way toward informally educating employees on how the company really works. Managers can help institutionalize this kind of learning in a Egypt WhatsApp Number List number of ways. Instead of a knowledge management system consisting of dry reports on job duties companies can create narrative simulations that are more interactive allowing employees to debrief with managers about what they did right and wrong.
Myers notes that Harvard Business School’s own faculty “onboarding” process includes experiences where junior faculty teach a mock class to a lecture hall full of their colleagues who play the roles of students and mentors in providing feedback after the fact. Interactive learning through office norms Less formally however managers can create more interactive vicarious learning through the way they structure the office and create cultural norms.
The stories told by the medical transport teams—or for that matter stories told at happy hour by employees at the bar around the corner from the office—can go a long way toward informally educating employees on how the company really works. Managers can help institutionalize this kind of learning in a Egypt WhatsApp Number List number of ways. Instead of a knowledge management system consisting of dry reports on job duties companies can create narrative simulations that are more interactive allowing employees to debrief with managers about what they did right and wrong.
Myers notes that Harvard Business School’s own faculty “onboarding” process includes experiences where junior faculty teach a mock class to a lecture hall full of their colleagues who play the roles of students and mentors in providing feedback after the fact. Interactive learning through office norms Less formally however managers can create more interactive vicarious learning through the way they structure the office and create cultural norms.