Adult and Organizational Learning

Summary

This paper describes the importance of leaders adopting an andragogical approach to the education of workers to facilitate organizational learning and organizational transformation. It also discusses the role that humor can play in creating an atmosphere of levity that helps to relax workers and bring them together in a harmonious manner. In an environment where workers are afraid to make mistakes, learning potential is curbed and limited. However, in an organization wherein mistakes are welcomed because they offer learning opportunities for workers, leaders and followers can benefit substantially. Creating room for workers to breathe and feel at their ease is vital for transformational leaders.

Organizational learning and knowledge management are tied together in terms of how understanding is shared and processed. Workers have to know what the aims of the organization are and the leader must be able to communicate these aims and show how organizational learning processes are aligned with them. The three streams of learningthe learning curve, psychological experimentation, and field researchshould be used to support the active engagement of adult learners. Adult learners come to the workplace with experience and tacit knowledge that can be complemented by explicit instruction when needed.

It must be remembered, however, that adult learners are autonomous beings who are typically self-motivated and capable of self-directed learning. Providing them with mentors whose knowledge can be accessed when necessary is a way for leaders to support the autonomy of their adult learners. Using humor to facilitate the learning process and the development of a culture of learning aligns with Maslows theory of human motivation and self-actualization.

Introduction

Organizational learning occurs as the organization acquires experience and as knowledge is obtained and shared among the members of the organization. Team learning is a microcosm of organization learning, and adult learning best explains how the individual within a team acquires and communicates knowledge. Thus, andragogy is really at the heart of organizational learning. This paper will explore the essential elements of organizational learning and their linkage to knowledge management; discuss the three streams of team learning and explore how organizational and team learning impact leadership; define, compare, and contrast tacit and explicit knowledge and its impact on organizational learning; examine the relationship between and the integration of adult learning and organizational learning; discuss how organizational learning integrates with the transformation of organizations; and describe how a general understanding of adult learning and organizational learning is integrated into the philosophy of leadership.

Organizational Learning and Knowledge Management

Organizational learning is the process of creating knowledge, maintaining it, sharing it,...

It is manifested in myriad ways but primarily through information processing, product development and innovation (i.e., research and development), and increasing effectiveness in management. Over time, organizational learning concepts have been refined and can be summarized as the process of developing a shared understanding to facilitate adaptability and competitive advantage (Witherspoon, 2020, p. 23).

Knowledge management refers to the means or process by which information within an organization is identified, organized, stored and shared. Knowledge management systems are often used in organizations to facilitate this process. The purpose of knowledge management is to enhance the efficiency of the organization and to improve decision-making. As having access to information is critical to decision-making, knowledge management is seen as a valuable process and one that supports organizational learning. Organizational learning and knowledge management are like hand and glove.

The essential elements of organizational learning are that it must be aligned to the organizations business strategy, its scope should be well-defined, and it should be supported by a learning culture within the organization. Of these elements, culture plays perhaps the most important...

…has the power to set people free of their minor resentments, hang-ups, grudges, and doubts.

As Sanders (2006) shows, leaders who are likeable or more likely to get results from workers than leaders who are not; this may seem like common sense, but it is true: affable leaders attract the attention of workers, and their affable ways affirm positive thinking. The theory of likeability, like the theory of using humor in the workplace to promote camaraderie and foster greater performance among team members, is one that is well-suited to the area of organizational learning. Likeable leaders give adults confidence as they see in their leaders a sympathetic individual who will not betray them or undermine their development, even when they make mistakes. Likeable leaders who use humor to cultivate a warm and friendly workplace culture have great value in an organization that is looking to transform itself and take itself to the next level. Likewise, as Hughes and Avey (2009) point out, transforming with levity by applying humor in ones leadership approach, is a great way to develop follower attitudes in a positive direction and facilitate a culture of a style ='color:#000;text-decoration: underline!important;' id='custom' target='_blank' href='https://www.paperdue.com/topic/personal-responsibility-essays'>personal responsibility. So much of learning among adults is dependent upon personal responsibility that leaders who do not utilize levity may be undermining their own attempts to lead well.

Conclusion

Leaders have an important role to play when it comes to facilitating organizational learning and adult learning. Organizational learning is the key to organizational transformation, but it cannot be accomplished without deference to what makes adult learners different from child learners. Adults tend to come to the job with some tacit knowledge that should be respected. They are also likely to have their own views and ways of working. Humor on the part of leaders can break down whatever iciness may exist among team members…