Dr. Cherie Meador
Dodson, M. N., Kitburi, K., & Berge, Z. L. (2015). Possibilities for MOOCs in corporate training and development. Performance Improvement, 54(10), 14-21.
The article discusses the possibilities of having MOOC in the corporate world. The chances are very eminent, and they cannot be overrated at all. MOOC is an acronym for a massive open online course. The report offers a discussion on how MOOCs gained popularity, especially with the working class. Then who was considered it a good option because of how it impacted on their personal development. The MOOC was considered the best and most reliable option for people who are looking to add up to their skills while at the same time working. The article also engages in the opportunities that the MOOCs offer to the organizations. Although the approach is considered a disrupter to the higher learning process, it has various advantages for the corporations. Top among these benefits is that it allows the provider to tailor their services to meet the expectations of clients who are employees in the organizations. The essential thing in any corporation is to work towards ensuring the customers benefit from their services. The MOOCs are not only beneficial to the employees but also the organizations. This is because they can offer a platform for training to conduct as a requirement for the organization.
Additionally, the article provides information about how MOOCs can provide new marketing channels for the organization. The material is an essential source in the discussion of how learning and development can be incorporated into the organization. It is a useful source in the study that provides an understanding of how the event can be undertaken in corporations. Besides, it ensures there is a complete comprehension of the improvement necessary in the corporations.
Wang, M., Ran, W., Liao, J., & Yang, S. J. (2010). A Performance-Oriented Approach to E-Learning Learning in the Workplace. Journal of Educational Technology & Society, 167-179.
The article analyzes the various ways in which e-learning platforms, especially applications, fail to meet the needs of the learners and ultimately fail to serve the organizations quest for success. The opportunities available in the e-learning are very robust, and they tend to be effective in fostering a conducive learning environment. The article provides an approach that can be considered by organizations in a bid to implement new ways and programs that help to complement the existing e-learning systems. The report offers a solution to the current problem by analyzing the needs of the organizations and their employees and developing strategies to deal with the same (Wang, Ran, Liao, & Yang, 2010). The article provides an understanding that e-learning in the organizational context should offer an opportunity for individual development, learning needs, connect learning, and social interaction. The chances are given to improve the skills that are relevant in modern contemporary society.
The process should also provide an opportunity for individuals to improve their work performance. Performance index plays an essential role in improving the output of the organization if utilized effectively by the person. To be able to achieve a reliable online platform, the article offers a more performance-oriented approach. The performance indicators are used to clarify organizational goals, make sense of work context, and requests on work performance. The article suggests that the learning process should be improved to enhance development at an organizational point and an individual perspective. The piece engages the discussion of how successful a simple system can work in a corporate setting. Corporate governance is an essential aspect that is plausible tenable for the success of the business. The article provides an engaging e-learning system as the best option for improving the various shortcomings of the organization development process. The material is reliable for the discussion of learning and development in corporations.
Evans, P., Smale, A., Björkman, I., & Pucik, V. (2016). Leadership development challenges and dilemmas in multinational corporations. In Leadership in Organizations (pp. 227- 245). Routledge.
The article focuses on leadership development in the corporation's perspective and how different organizations incorporate programs to improve the performance of their employees. A well-established corporation must be led by capable leaders who want the organization to achieve the best of the entity. The chapter identifies the various skill requirements that are required by organizations to associate with the leadership transition. The discussion is because of how learning and development of leadership skills affect the change. The author argues that leadership involves a set of skills that vary from one person to another. Although in specific individuals, it might occur naturally, for others, it is essential to learn the skills or continuously develop existing ones. Therefore, the learning of skills can occur inside the organization or beyond with the most impactful occurring inside the organization.
Thus, the individuals need to develop the ability through learning programs that reduce the challenges involved in the leadership transition. Leaders are supposed to be decision-makers who can lead the organization through an elaborative structure that is effective in making the company to achieve its objective. Leadership skills vary from one management position to the other. Therefore, continuous learning can help in developing competencies at each stage. Some international organizations and corporations have included the leadership development of their workforce as a performance criterion to make managers more accountable. This planning widely practiced in developed countries where organizations have established transparent systems that help in running the organization. The source is reliable in understanding the discussion of learning and development in corporations.
Pérez-Nordtvedt, L., Mukherjee, D., & Kedia, B. L. (2015). Cross-Border Learning, Technological Turbulence, and Firm Performance. MIR: Management International Review, 23-51.
The article introduces a perspective of learning that is developed from international business affiliates. The report provides an understanding of the relationship between effectiveness and efficiency achieved from cross-border knowledge. The article argues that this perspective has a direct impact on the performance of the organization. The report provides arguments that may offer solutions to the firm's need for positive performance. The report also points out that the results associated with positive learning promote the development of the organization (Pérez-Nordtvedt, Mukherjee, & Kedia, 2015). Therefore, learning in an organization should consider the growth of the individual's efficiency and effectiveness. Education can also include the integration of technology in the organization that offers an opportunity for learning to the employees. The effectiveness of learning becomes a focus on the development of the organization and the activities it is involved in conducting. Therefore, the article is a reliable source in offering an understanding of how development impacts on learning in the corporations. It provides information on how the two are related and how they impact the organization
McDonald, R. (2015). Leveraging Change by Learning to Work with the Wisdom in the Room: Educating for Responsibility as a Collaborative Learning Model. Journal of Business Ethics, 511-518
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The article is essential in the discussion of learning and how it impacts on organizational development. The article discusses how the teaching of different characters required by the organization. The organization engages a debate where the characteristics of the individuals solely depend on the learning and personal development that takes place. The article offers in the majority of teaching takes place in the organization. This approach is necessary and useful when elaborating the objective of an entity. This occurs because of ethics, and social responsibility does a rather poor job in the performance (McDonald, 2015). The deliverables, as mentioned above, ought to be considered to ensure the performance within any organization is excellent. The organization embraces the change because of the development that occurs in the organization. The burden of learning helps in the individual progress and how it impacts on the organization. The perspectives to consider is how knowledge can influence the event of an organization. The organization can, therefore, affect the learning of new skills that would impact on the ethics and the responsibility of the individuals. The article is consequently reliable in understanding the teaching and how it effects on the development of the corporation. The approaches utilized in education do affect the output of the corporation, especially when making specific leadership decision. The article can be used to demonstrate benefits and challenges attributed to this aspect of learning concerning the development of ideas and the entity at large.
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References
Dodson, M. N., Kitburi, K., & Berge, Z. L. (2015). Possibilities for MOOCs in corporate training and development. Performance Improvement, 54(10), 14-21.
Evans, P., Smale, A., Björkman, I., & Pucik, V. (2016). Leadership development challenges and dilemmas in multinational corporations. In Leadership in Organizations (pp. 227-245). Routledge.
McDonald, R. (2015). Leveraging Change by Learning to Work with the Wisdom in the Room: Educating for Responsibility as a Collaborative Learning Model. Journal of Business Ethics, 511-518.
Pérez-Nordtvedt, L., Mukherjee, D., & Kedia, B. L. (2015). Cross-Border Learning, Technological Turbulence, and Firm Performance. MIR: Management International Review, 23-51.
Wang, M., Ran, W., Liao, J., & Yang, S. J. (2010). A Performance-Oriented Approach to E- Learning in the Workplace. Journal of Educational Technology & Society, 167-179.
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