Employee Training and Development
Peter Senge and learning organizations:
How feasible is the creation of a 'learning organization' for businesses?
First published in 1990, Peter Senge's concept of a 'learning organization' has become increasingly important in the modern business world, although achieving this ideal can be challenging. Senge defines such organizations as entities in which "people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together" (Senge 1990: 3, cited by Smith 2001). The whole is greater than the sum of its parts and 'learns' to be adaptive to market forces, even while all individuals strive to achieve their potential. Although this sounds quite idealistic, a number of organizations are putting such ideals into practice.
A good example of a learning organization is Google which, rather than using carrots and sticks to motivate employees, instead strives to create a fluid and responsive environment where employees can be creative and work together. It even provides free food and fitness classes to create happy, productive employees who are focused on their work, rather than upon outside distractions. It allows employees paid time during the work day to pursue their own projects, based upon the belief that this can generate...
Google regularly invests in its employees, offering them classes not simply in skills specific to their job descriptions but also ones which more generally and holistically support creativity. For example: "CSI stands for Creative Skills for Innovation. It teaches Googlers how to solve a design problem under a very quick deadline, using non-programming tools like pipe-cleaners and modeling clay" ("11 Amazing things," 2015). Senge defines learning organizations based upon their embrace of what he calls the Five Disciplines, or the core building blocks of organizational learning. These include a shared vision; a willingness to challenge existing mental models; self-awareness about personal mastery; team learning; and systems thinking.
Shared vision and team learning are critical parts of almost all successful organizations today: Google once again leads the field in emphasizing this requirement, demanding that all potential employees show that they are 'Googley' in spirit, versus merely possess the technical qualifications to do their jobs. Googliness has been defined as the willingness to 'go the extra mile' for one's job because of sheer joy and an iconoclastic and creative spirit that can still be integrated into the team-based learning ethos of its corporate culture. On one hand, personal mastery and a willingness to challenge existing mental models is necessary to…
Learning Organization Analyze Concept Learning Organization, • The Organizational Conditions Suited A Managerial Intervention; • Its Implications Managing People; • Its Likelihood Success Under what conditions is it likely to be successful? The idea of a 'learning organization' has become one of the most popular concepts in managerial theory. It originated with the theorist Donald Schon, who stressed that given the mutability of the exterior environment, business organizations must likewise be responsive to
Learning Organization Critically reflect on your organizational context (procurement department) and how it contributes to or hinders a learning organization Enhancing Individual Learning at the Procurement Department Unlike traditional organizations, which were static, organizations are becoming dynamic with the consistent changes that are taking place in the market, and in order to take a competitive advantage constant learning is essential. This has formed the basis for a learning organization, whose idea is to
Learning Organizations All organizations including the lifelines of the structure of the country including general industries, banks, ministries, government organizations, etc. play a role in changes of the society from time to time. These are the organizations to decide the direction of movement of the labor market, changes in different organizational models, choose the direction in which the society will move, take advantages of the new forms of connectivity now achievable
In the present environment of rapid technological change, it is essential for knowledge workers to continuously be in a learning mode. Metrics need to be put into place to assist managers in focusing training funds where they can be of most use. Kaplan and Norton (1996) emphasize that learning is not the same as training. It consists of factors such as mentoring and tutoring within the organization, in addition to
Learning Organization Reflect upon the concept of 'the learning organisation' and discuss the claim that it is an 'undelivered promise' Learning organizations refers to an organization that obtains knowledge and uses it innovatively to thrive and survive in a rapidly changing business environment (Senge 2006). Learning organizations critically think and take risks with new ideas; they create an organizational culture that encourages employees' skill development and knowledge acquisition. Moreover, the firms
2. True learning organizations allocate the time and resources that are required to develop a competitive advantage based on the lifelong learning and training opportunities that are provided to everyone in the organization. 3. A learning organization not only develops the opportunities for learning but it also provides a corporate culture that encourage all of its members to become self-actualized, thereby contributing to the advancement of the larger society in which