Training and Development
Senge has defined a learning organization as one that is constantly developing its future capacities. Such organizations are not built on the concept of mere survival and adaptive learning becomes essential. However, learning organizations integrate generative learning with adaptive learning to enhance the organization's capacity to produce (Dixon, 2009).
According to Senge, it is possible to achieve learning organizations. Experts have argued that the ability to learn fast is the most sustainable advantage that organizations should strive to achieve. Organizations can attain this competitive advantage through transforming themselves into learning organizations. Workforce development experts maintain that individual learning competencies must be aligned with training initiatives. In their studies, these experts have noted that a favorable learning environment is one that employers are allowed to take appropriate steps in ensuring that employees learn. First, company leaders are required to invest...
The organization must align this commitment with employees, union leaders and the management (Marquardt, 2011).
For employees to have the motivation of participating in these programs, organizations should develop a reward and incentive systems that encourage them to participate (Noe, 2010). Senge developed these arguments based on his studies of technicians, professionals and employees in different industry sectors. In his studies, he focused on how to measure the learning environment. This involved asking employees about their workplace conditions that either motivated or discouraged them from participating in learning programs that are familiar to systems thinking. In his work, Senge has illustrated how an organization has a life cycle, just like any other organism. He has asserted that biology demonstrates how organisms influenced by both limiting and growth processes educate us about premature death and…
