This week we focus on the social and organizational issues that exist with better understanding why changes occurs. This week discuss the phases of change noted in the Linear Development in Learning Approaches section in the Information Technology and Organizational Learning text.

Provide references:

• Chapter 4 (Data and Databases) (Information Systems for Business and Beyond)
• Chapter 4 (Organizational Learning Theories and Technology)(Information Technology and Organizational Learning)

 

PHASES OF CHANGE NOTED IN LINEAR DEVELOPMENT IN LEARNING APPROACHES

Varied challenges and the need for adoptions of new ways of operation give many firms the urge to change their operational strategy. The adoptions require an understanding of what they entail and the ones who will implement them in the organization. Interpretations and integrations of good info and strategies in the learning approach help make linear development sustainable in organizational learning. Approaches of change in linear development learning are phased as below.

The first phase involves organizing operations and management of line where aims and set out objectives of the firm are laid out by a line manager (Langer, 2017). The changes should not impact the structure of the organization. With aid from information technology, as it has minimal integration in this phase, it aids progression, learning promotion, and initiates information concepts in the business (Bourgeois, 2019). The basis is in the enhancement of learning approaches in linear developments and organizational learning.

In the second phase, information technology gets integrated into the business with the adopted culture under the role of the line manager defending it as it is under operation in the firm. Events and assimilating socially with other groups in alliance with the organization prevails as line managers train and undergo event learning (Langer, 2017). Integrations with the early stage are strategic as the phase combines event-centered and initial staged learning organization to assimilate and stabilize culturally. Focus is more on thinking and learning as it is an intuitive log in gaining knowledge and sustaining organization learning evolution.

The third phase is attributed to support and socially-centered decision-making by the organization with the integration and use of available technologies. It stretches out from information technologies form to a different model and further attributed support. Adoption of these criteria in the organization boosts the learning approaches (Langer, 2017). Transformation yields in the organization socially with choices deemed from a variety of technologies which is collaborative and of much quality. The learning approach becomes robust and organizational learning is networked. Depending on the demand of the business, an organization's emphasis on integrations will be socially structured (Bourgeois, 2019).

To sum up, the phases of the learning process enhance a firms' ability to integrate technology with cultural and structural backbones fully. The various learning phases inspire management leadership with the aid of information technology with its progressive and adaptive process.