行动学习在中国组织中成功的关键（The key to success in mobile learning in Chinese organizations）.docVIP

行动学习在中国组织中成功的关键（The key to success in mobile learning in Chinese organizations） Action learning philosophy clearly criticizes talk with light do not think two tendencies, highly stressed and view of practice. learning factor in practice, the quot action; factor as part of learning the necessary and key, thus maximizing the ability of practice, and based on solid practice on the basis of the theory of cognitive level. Archimedes said: give me a fulcrum, I can move the earth.. A good fulcrum makes it possible for us to make big returns with small inputs. Action learning is such a fulcrum. With it, teams, organizations and even society can generate the seeds and fruits of self evolution. Mobile learning is undoubtedly a very good thing and will undoubtedly bring great rewards to the individuals and organizations who sincerely accept and use it. But as some other valuable ideas and methods, such as total quality management, process reengineering, learning organization suffered the same fate, only a few organizations and individuals can benefit from learning in action, the majority of organizations and individuals will be along for the ride. What causes failure in action learning? The author is based on several years of practical experience. 1, eager for quick success and instant benefit is the first key factor for failure. wants to see the benefits of quot at once; the idea that many people will throw away the treasure they already have in their pocket. Nothing in the world can not be more conducive to long-term initiatives in peace now often, even the poor effect; immediately move often poses a problem for long-term. Some enterprises heard that action learning in other enterprises, the effect is good, so with a high expectation of introduction, but once the effect is not obvious, it will be abandoned because of disappointment. 2, the impedance of the new method is another key factor. Many enterprises introduce action learning through the training department,