¶ … Learning Organization Additionally, organizations need to be knowledgeable on new processes and products, the surrounding environment of its operations as well as providing innovative solutions using the skills and knowledge obtainable from within the organization. For this to be achieved there should be a corporation between employees, free flow of reliable information within the organization and developing trust.
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 value employees' contribution and incorporate the new information or knowledge in the operations of the company. Learning organizations develop due to the competitive business environment (Senge 2006). This organization need to be creative and relevant to sustain long-term profitability.
Development of learning organizations is not achieved by internal organic growth of an organization alone. Research indicates that the there are a number of factors that prompt the development of a learning organization. As most organizations grow, it becomes difficult for learning to take place since individual thinking and organizational structures become rigid. Problem solving in this case becomes difficult since only sort term solutions emerge (Senge 2006). This poses a challenge to the organization since the problems are likely to re- emerge in the future.
Most organizations restructure their organization structure and retain fewer employees to enhance effectively and profitability. Moreover, the management and employees have a challenge to learn faster than competitors and develop a customer-centered culture in order to create a ...
Senge 2006, a researcher who explained the concept of a learning organization, asserts that a learning organization has five main characteristics. The characteristics include systems thinking, mental models, team learning, and personal mastery and shared vision. System thinking is a conceptual framework that allows individuals to study companies as bounded objects. System thinking holds that an organization must exhibit all the characteristics for it to be a learning organization (Senge 2006). This implies that if any of these characteristics is not present then the organization will not be able to achieve its goal.
Personal mastery refers to the commitment by a person to a learning process. Organizations that have employees who are quick learners have a competitive advantage when compared to an organization with a less committed workforce. Personal learning can be achieved through staff development and training. Nevertheless, the individual's ability is critical since you cannot force learning on an individual. Research indicates that most of learning in the work environment is incidental and not because of formal training. This implies that organizations have a duty of ensuring that personal mastery is a culture adopted as a routine.
Mental models are the assumptions held by organizations and individuals. Organizations tend to link whatever they do with theories and use them…
Additionally, organizations need to be knowledgeable on new processes and products, the surrounding environment of its operations as well as providing innovative solutions using the skills and knowledge obtainable from within the organization. For this to be achieved there should be a corporation between employees, free flow of reliable information within the organization and developing trust.
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
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
Strategizing is required, but the learning fostered is not necessarily pre-determined and linear in fashion. After all, life and the way that the economic marketplace shifts and changes are often unpredictable in the extreme. Similar in the ways that the parts of a body must adjust to unexpected changes in the exterior environment, such as changes in temperature, the different components of the organization must adjust to the external
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
Most significantly, too, the library runs a free service and a book mobile to reach those who are unable for various reasons (such as being handicapped, ill, or elderly) to use the library. The book mobile has its own selection of books, toys, and a teacher who is available to instruct those who desire instruction and those who need help with their homework. The library's vision statement is that it seeks
Learning Organization is defined as an organization with an ingrained philosophy for anticipating, reacting and responding to change, complexity and uncertainty. It is an organization where you cannot not learned because learning is interwoven into the fabric of the day-to-day business. The concept of the Learning Organization is increasingly relevant given the increasing difficulty and uncertainty of the global business environment. Unfortunately, the Learning Organization has been a long time