Most people talking about Web 2.0+Learning come at the topic from the individual learning perspective, rarely from the organizational perspective, and almost never from both.
Leave a comment if you have an opinion on this…
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Pienso que se debería orientar un desplazamiento del foco de atención de la educación como desarrollo individual, hacia un foco más complejo, en el que lo individual da paso una estructura educativa integrada en su propia estructura social.
Si el aprendizaje virtual, e-learning, web 2.0, como queramos llamarlo… podría utilizarse para aportar algo a la enseñanza-aprendizaje creo debería orientarse hacia la consolidación de “ser humano” integrado en el mundo-universo. Formamos parte de una cultura local, de una cultura nacional, de una cultura personal, y eso hay que reforzarlo formando parte de una cultura empresarial y personal global. De lo local a lo global, hacia la glocalización.
Thanks
I see organisational learning as a progression from 1) dependence to 2) independence and then to 3) interdependence. I think that many organisations are in stage one, and as you seem to put it here, they need to move to stage three. However, learners have to move through phase two to get there. You cannot move from a dependent situation to an interdependent one without first becoming an independent learner yourself. That means that those in charge have to give up some control over learning in order to get to a stage three learning organisation.
I’m making this up as I go along, too.
Hi Jay,
This is a very timely post. Last week, I read a good quote that I think summarizes the opportunities that Web 2.0 should bring to organizational learning:
“People networks leverage knowledge through organizational ‘pull’ rather than centralized information ‘push.’ The engine that drives knowledge development and sharing is the worker’s need for help in solving business problems. The power comes from the demand side rather than the supply side.”
– “Strategy as if Knowledge Matters”, FAST COMPANY, April/May 1996
Ten years later, Web 2.0 technologies enable organizations to empower this demand side and allow individuals in a network of learners to identify resources and “pull” from other “nodes.” (Ok, that sounds terribly impersonal.) To go along with slide #7, these networks themselves can span multiple organizations.
From the perspective of the individual learner, perhaps learning becomes more flexible and personally relevant. Yet, from an organizational perspective (and as slide #5 notes), isolated individual learners won’t gain much from tools rooted in architectures of participation.
As I see it, the line between traditional learning and knowledge management could blur more and more within and across organizations — but only if leaders/cultures encourage it to happen. Web 2.0 tools alone will not do it.
Andy