Case Study: The Organic Learning Organization

The Oxford Learning Center was founded by Dr. Nick Whitehead, Now OLC is the second largest franchised – based supplemental education provider in Canada Which purpose of incorporating the most up to date research into the formation of new teaching methods. Dr. Whitehead was intrigued with Nobel Education Dynamics, but Nobel had only offer to purchase OLC for 5 times EBITDA but Whitehead did not find the offer of a price based on multiple earnings during the year 1997. However, in order to evaluate that whether this time the sale of OLC shares to Childtime would be beneficial for OLC or not, we need to evaluate the current performance of the OLC operations. We have number of ratios that we can use in order to evaluate the current and past performance

Kaplan University (KU) is the "coordinating as" (DBA) name of the Iowa College Acquisition Corporation, an affiliation that has and meets desires salary driven schools. It is attested by Kaplan, Inc., a fortification of Graham Holdings Company. Kaplan University is dominatingly a parcel learning relationship of bleeding edge preparing that is territorially approved by the Higher Learning Commission and is a solitary individual from the North Central Association of Colleges and Schools (NCA). Kaplan University was named to pay tribute to Stanley H. Kaplan, who made Kaplan Test Prep.

This principle is at the root of every successful person, and is the reason they are able to accomplish all they did. These people who achieved great things such as Bill Gates and Joe Flom were given the opportunity to consistently put time into their craft each day allowing for them to accumulate 10,00. Passage two is also important because it highlights the difference between two geographically similar countries and how the different cultures affect people’s lives. This is significant because it goes against popular belief that you can be anything you want to be, for something that is out of your control shapes your life.

Peer, the author got encouraged by the words of others to pursue a teaching certificate. It further discusses how different people getting hold on the same job position think differently and set other for themselves specific priorities. According to The Peter Principle, every job position regardless of the field, has some sort of incompetence. The article further provides examples to support its argument.

The text states, “The superintendent did have enormous power of initiative in virtually all matters concerning the schools: the appointment of staff, the selection of textbooks, plans and contracts for buildings, the determination of the curriculum, and normal decisions about everyday running of the schools” (159). When examining the formal education of our current educational institutions, it is evident that the power structure lies with superintendents, school boards and principals who share expectations on how classrooms should be run as well as decision making for the betterment of the institution and students. Overall, formal education has evolved and will continue to evolve as educators search for their perception of the “one best system” for their students. Throughout the history of education, power structure and social class matters have influenced how educators implement regulations, interact with community members and fellow educators, but most importantly, the education of students so that they may be instilled with the skills and confidence to further themselves as

1.5 Kohn’s Student Directed Learning Theory Kohn’s student-directed learning theory is an approach to the classroom management which may be particularly effective in the modern classroom environment. Student-directed learning will keep students motivated and teaches them to cooperate with each other sharing responsibilities and functions within their community. Kohn believes that the ideal classroom emphasizes on curiosity and cooperation above all, and that the student’s curiosity should determine what is taught. "Skillful educators tap students ' natural curiosity and desire to become competent.

If you work hard enough and assert yourself, and use your mind and imagination, you can shape the world to your desires (Gladwell 11). Those three things--- autonomy, complexity, and a connection between effort and reward --- are, most people agree, the three qualities that work has to gave if it is to be satisfying. It is not how much money we make that ultimately makes us happy between nine and five. It’s whether our work fulfills us ( Gladwell 149-150). The second section is legacy.

In this instance, however, it is a management technique that contributes to the implementation of other theories such as social-constructivism and cognitivism, discussed further

INTRODUCTION Adapted from the course module notes, there are two categories of theories and techniques in job design to motivate employees: 1. Content theories by Maslow, McClelland, Herzberg and Alderfer. 2. Process theories such as Job Rotation, Job Enlargement and Enrichment; Herzberg’s Two-Factor Theory, The Hackman and Oldham Model and Empowerment.

An organization can shape its’ future through acquisition and dissemination of knowledge. An organization using these systems will be able to think for itself, communicate effectively, and create and innovate. The two types of organizations are a learning organization and organizational learning. The difference is only a few are considered learning organizations and is especially true within the health care organizations. Within the health care organizations, the physician leader is responsible for directing the organization to become a learning organization.

The reading “The Human Side of Enterprise” written by Douglas Murray McGregor analyzes the importance of considering human organizations in the management of organizations. More importantly, the author described the theory of “X” and “Y”. The theory of “Y” provided better results when considering the visions of clear expectations about the assumptions of human nature. Additionally, this theory allowed for the development of organizational goals in the management which allows administrators to advocate for participation to voice their opinions. On the other hand theory of “X” is more directed towards the authoritarian forms of management in which the managers are worried about the proper performance of individuals and control of the organization.

BODY This Case clearly point out the change of in mind set of technology with cost saved with the use of computers in the workplace. With the increasing number of fresher minds that are highly technically skilled, the idea of incorporating Organizational Development should be plan as the different levels of management that are all working together for a common goal, implementation of OD would bring them together to be cost and time effective. What is Organizational Development?

According to Mary Parker Follet (1941), management is the process of “getting things done through people”. (Khan A. Imaad,2008). Over the course of the years many theories and perspectives have been created as a conclusive result of many research studies. Two such approaches are the theory of ‘Scientific Management’ and the ‘Human Relations’ approach. Frederick Taylor’s Scientific Management is popularly known as the first theory in management history (Stoner, Edward, Gilbert, 2003).

Furthermore, OB investigates the study of what people do in an organization as well as help them to recognize how their behaviors impact on the organization performance (Judge & Robbins, 2013). That the reasons why OB plays a significant role in business. More importantly, Mr. Hoang also instructs me how to apply the knowledge gained through this course for enhancing my personal development. The first valuable knowledge is that how to communicate with other people effectively. The second precious lesson is how to create a positive organizational culture.

Employees feel appreciated when being rewarded for hard work. Drawbacks 1) Untested assumptions - Many of the assumptions made by classical writers were based not on scientific tests but on value judgments that expressed what they believed to be proper life-styles, moral codes, and attitudes toward success. 2) Human machinery-Classical theories leave the impression that the organization is a