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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…
Disciplines outlined by Senge
Among the five disciplines outlined by Senge, I have chosen the shared vision discipline. According to Senge, an organization cannot randomly grow into a learning organization. Typically, new organizations tend to learn fast but end up losing this capacity in the course of structural growth procedures accompanied by increasing rigidity of individual thinking. For an organization to sustain their competitive position, it is essential that employees work more effectively and demonstrate a quick inherence to learning than competitors. This comes with the challenge of knowledge management, understanding both external and internal environments and developing creative solutions, which employs a wide range of skills and knowledge of the organization. Existences of trust, collaboration, and open discussions are a pre-requisite (Dixon, 2009).
When all employees have the learning capacity, the organizations functional structures are not always conducive to engagement and reflection. Studies carried out on the average level of employee engagement across different industries reveal a disappointingly low degree. In addition, organizations have a common tendency of lacking assessment tools and an appropriate sense of the situation at the organizations. For organizations to continue to expand their capability and capacity, they must develop a fundamental mindset shift among their employees. In turn, this has the possibility
Training Knowledge, Skill and attitude: The objectives of training include enhancement of knowledge, skills and attitude. Knowledge is the body of facts and principles accumulated my mankind in course of time. It is a complex of several related ideas. According to a working definition, knowledge is the matrix of impressions within which the individual situates newly acquired information (Clarke, 2001). From a business perspective, knowledge supports people to analyze situations, make
" Of these respondents, over 50% of them stated that they lack a disaster recovery plan (Anthes, 1998). However, most of the problems stem from the lack of communication at the corporate level. (Hawkins, et al., 2000). Business Continuity Plans (BCP) and other forms of strategic planning are no longer a luxury, but a must-have factor and an important element of any organisation's risk management system. Organisations are increasingly dependent upon
Leadership Training The Leader is interested in aligning the beliefs and values of people with the overall goals and vision of the organization. In the Leadership role one can bring about change by providing direction, by setting an example, by motivating through inspiration, and by building teams based on respect and trust. A leader is focused on results rather than methods, systems and procedures. Leaders ask themselves "For what purpose?" And
The following chart reveals the percentages assigned to each of these reasons. Key is detection at this stage of any symptoms that the organization is experiencing something akin to dryrot. Source: Buccino and Associates; Seton Hall University Stiffman School of Business. As reported in August 25, 2003, Business Week. The phase of renewal is one in which the challenge of "preventing decline or reducing its affects" is critical. According to Johannssen (2005) "One
Motivation of workers is posing very big challenges to organizations. Herzberg ensures that an organization rewards its employees depending on the behaviors that the management would like to encourage.One of the widely known writers on motivation of workers is Frederick Herzberg. He is widely known for the two-factor theory that he came up with. The two factor theory is widely referred to as the hygiene motivation theory. As stated above,
Learning Organization 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