Triggers for Change
Triggers for Change:
Learning has no end for an individual or the organization. Hence people must update their skills and knowledge in order to perform efficiently as well as effectively in the organization to get a competitive edge. If people learn in the organization, naturally organizational growth happens in streamline. Individuals within an organization learn as they carry out what is expected of them, written as well as unwritten expectations. Written expectations can be reached through emails, memos, and job descriptions. But unwritten expectations are not clear for individuals in the organization.
Definition of triggers:
Triggers can be defined as situations which act as means to organizational learning. Organizations do not learn proactively as with human beings (Watkins and Marsick 1993).Tremendous pressures are given to perform and produce results, thus organizations tend to invest heavily towards exploiting existing knowledge and under invest in learning or developing new skills set.
Triggers are motivators which stimulate individuals to learn in turn it serves as a motivating tool to stimulate organizations to learn. So triggers can be considered as an influential tool which inspire for learning from both the perspective.
Triggers can be analyzed through various managerial tools with regard to understand the internal as well as external environmental factors.
SWOT analysis:
When an organization looks for change, it must undergo for a SWOT analysis. This would help the organization to know its’ internal strength as well as weaknesses. And meanwhile this would gives a path to the opportunities which can be grabbed and be aware about the threats which could be faced in future.
This approach would provide a structure in which to lay out the need and the readiness of the organization to change. Change can be triggered by the desire to alter the knowledge, skills, attitudes, behaviour and relationships of people in the organization in order
Learning has no end for an individual or the organization. Hence people must update their skills and knowledge in order to perform efficiently as well as effectively in the organization to get a competitive edge. If people learn in the organization, naturally organizational growth happens in streamline. Individuals within an organization learn as they carry out what is expected of them, written as well as unwritten expectations. Written expectations can be reached through emails, memos, and job descriptions. But unwritten expectations are not clear for individuals in the organization.
Definition of triggers:
Triggers can be defined as situations which act as means to organizational learning. Organizations do not learn proactively as with human beings (Watkins and Marsick 1993).Tremendous pressures are given to perform and produce results, thus organizations tend to invest heavily towards exploiting existing knowledge and under invest in learning or developing new skills set.
Triggers are motivators which stimulate individuals to learn in turn it serves as a motivating tool to stimulate organizations to learn. So triggers can be considered as an influential tool which inspire for learning from both the perspective.
Triggers can be analyzed through various managerial tools with regard to understand the internal as well as external environmental factors.
SWOT analysis:
When an organization looks for change, it must undergo for a SWOT analysis. This would help the organization to know its’ internal strength as well as weaknesses. And meanwhile this would gives a path to the opportunities which can be grabbed and be aware about the threats which could be faced in future.
This approach would provide a structure in which to lay out the need and the readiness of the organization to change. Change can be triggered by the desire to alter the knowledge, skills, attitudes, behaviour and relationships of people in the organization in order