analysis of a culture of learning

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Analysis of a Culture of Learning





Analysis of a Culture of Learning

Learning culture refers to the intellectual comprehension of understanding of the cultural and historical dynamics of social-cultural purposes for an individualistic contextual understanding of the cognitive schemes employed by different dialects. Culture learning, on the other hand, involves the study of already existing norms that govern a particular group of people by basing ones attention on the constructivism and essentialist conundrums put in place to oversee the implementation. Regardless of this fact, the two propositions also have attributive facts one been; that they both base their cause of research in the eventual unraveling hunt of how programs were run during the past centuries and how their antiquity is still of existence in this evolutionary error and not what interest have they been to the cultural anthropologists who seem so obsessed with finding out the dynamic notion of social determination (Gaston, 2013).

This means that one has to first understand the difference between cultural diversity and cultural psychology. Cultural diversity relates with the acquaintance of knowledge revolving around the unique attribute that different groups of people whereas psychology familiarize the researchers or scholar with the mindset on how the submissive of a particular setting relate to the implemented laws and their opinion on the matter (University, 2013).

Climate values are amidst one of the many attributive aspects that affect the behaviors’ of an institution that aid in the exercise of culture learning. This is since one can preferentially evaluate the perception of someone towards a natural calamity and collaborate their findings to the implications of the climate change to their immediate environment through doing so institution may gauge the level of stimuli reaction levels towards certain factors that are variable. Thus the climate of a particular region is a sign that impacts the perception to which an individual relates to the culture learning process (Senge, Cambron-McCabe., & Lucas, 2012).

To ensure harmonic concurrency of operations between the organizations process of an institution and its culture a given set of decorum’s to set particular boundaries should be imposed. These implementations should be able to go hand in hand with the culture of learning. This, therefore, means that the organizational structures employed should be able to evaluate all the necessary loopholes that may lead to the jeopardy of attainment of the organization’s culture of learning. The set methodologies that a user should be able to flexibly relate to the culture of learning employed during the exercise of dissemination of appropriate curriculums and the suitable crafts for research. An organization should be able to be in possession of all the merchandise required in the sequential progression of events that are deemed suitable in pursuit of a given culture of learning that it bases its knowledge accrual mechanisms from (Edwards & Martin, 2016).

The organizations should thereby have the ability to delegate duties to its staff on their expectations on how a particular formulation modal of culture learning will be infused to best fit the organization’s interest. It is therefore important to draw the obvious predicaments and look for ways to which best they can be coerced and their neglect lead to enormous impediments. The culture learning exercise should also be prospective enough and straightforward with the aim of propelling eventual success by outbalancing the probabilities of failure. It should be able, In a glance identify and scrutinize the paradigms’ revolving around different settings of a chosen set of people and master all the pros and cons. (Gaston, 2013).

The organizational structure should also be able to promptly meet the demands of the culture learning routine used. This is to aid in ensuring the proficient collection and administration of collected results without having to hinder any information that would have otherwise instrumental in the attainment of a fundamental concept that is perceived to be of great importance to the process (University, 2013).

Ethical and regulatory dimensions’ of improving Culture of Learning

Rule reinforcements are a good way of ensuring that violation of rights during the practice of culture learning is imposed to a fine. Through this initiative, individuals will be able to stick to the set guidelines set to ensure the completion of a particular duty. This regulates the practice of using unethical methods of doing things in an anomaly that is not expected and this influences the profound increment of positive results of executed duties (Senge, Cambron-McCabe & Lucas, 2012).

Clarity in communication reliance, the mode of communication used within an organizational structure should be able to clearly disburse the relayed info on the managerial stipulations required at the end of every culture learning activity. This helps in reducing the level of goal blindness and maintains ones focus on a specific mission that pertains to the acquisition of Intel on a subject matter. Staff morale is boosted since in the cause of success the staff is rewarded through bonuses that adversely impact the anxiety of being able to formulate other feasible plans that will help in the achievement of different organizational goals (Edwards & Martin, 2016.)

In addition, carrying out organizational meetings periodically results in the eventual revelation of what are the results of the negative attainment and progression of set objectives. Since meetings are open sessions, ethical jurisdiction is able to be taken advantage. This, therefore, enables the staff members within an organization to openly share their opinion towards the subject of how best to put in place where, why and when it is most profitable to improve the level of culture learning and its collaboration with the organizational structure.

Finally attending organizational structures that seek to communicate on the effects of having a compatible organizational structure in liaison with the culture learning methodology used should be organized at intervals to enhance the understanding of the rules involved (Gaston, 2013.).


Edwards., J., & Martin., B. (2016.). Schools That Deliver. Corwin.

Gaston., P. L. (2013.). Higher Education Accreditation. Stylus.

Senge., P. M., Cambron-McCabe., N., & Lucas., T. (2012.). Schools That Learn. Crown.

University., W. N. (2013.). 2013 Academic Quality Improvment Program (AQIP) Systems Portfolio. Western New Mexico University.

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