Reliability and Learning Loop of an Organization

According to the article, wherein the model did the organization’s reliability begin to break down?

The organization’s reliability began to erode when they lost several experienced employees through turnover, leaving behind inexperienced workers. The inexperienced workers were also unfamiliar with the demands of a highly reliable environment. This resulted in sedentary behavior of complacency. Subsequently, several employees had become skeptical about their value and contributions to the corporate image. As a result, the lack of cooperation between new members and senior members intensified due to internal divisions eradicating the heedful culture of a high-reliability organizational environment. in addition, the organizational accountability and the reliability-centric reward system had broken down completely. Minor and administrative deficiencies were overlooked, and standard operating procedures were not followed, leading to multiple careless human errors.

The Organizational Learning Loop operates on the interdependencies of the components of the model and their relationships. Explain how the absence of accountability greatly diminishes an organization’s ability to learn from failure.

Lack of accountability within an organization denies its opportunity to learn and motivate workers for future preparedness. Whenever individuals are not held to account, they become more incompetent and lose the value of motivation to learn. as a result, more substantial failures are likely to occur in the future. For instance, in the model organization, the absence of accountability resulted in a lack of practical consequences, thus, disregarding all the organization’s learning models. Consequently, there were no indications of mitigating looming risk factors, while organizational competence also diminished. With a lack of a learning model on one side and a waning competency on the other, the organization was in a continuous state of retardation, and failure could not be avoided.

Explain how and why an organization like the US Navy Submarine Fleet would prefer to take a “learning without failure” rather than a “learning from failure” approach to organizational learning when it comes to their submarines, crews, and support personnel.