Week One
Learning Organizations are vital in assisting businesses to operate effectively. In this rapidly changing environment learning organizations acquire knowledge and innovates faster, helping the organization to thrive and survive the changing environment. Businesses that establish a learning organization create a culture encouraging and supporting the employees learning, and take risks with critical thinking, and new ideas.
Organizations that endorse learning permit staff to make mistakes and the learning process is learning from those mistakes. Learning organizations and their employees experiment coming up with the best solution and learn from the experience. Employees learn when informed by the distribution of any new knowledge within the organization and incorporating that knowledge into their daily activities. The writer will analyze an article that discusses learning organizations; summarize the conclusion and/or recommendation of the author, summarize the writer’s conclusion; and how the article applies to the writer’s organization.
In the John Bersin article, 5 Keys to Building a Learning Organization, Bersin, discusses key points for building learning organizations. Bersin begins by stating that businesses should not revert back to 1980s in building corporate universities, given that this could be expensive, with the cost of the corporate training industry is approximately $135 billion, indicating how expensive the training is. So, how do organizations minimize these costs? (Bersin, 2012).
To assist in avoiding the training costs and still incorporate a learning organization Bersin developed five key points, the five key points are:
1. Corporate learning is “informal” and HR does not own it – most business lead...
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... participation, invest in training or development opportunities, and they have the attitude “if it is not broken, do not fix it” which may make the organization less likely to thrive and succeed in the changing environment, as other organizations who have taken on the role of learning organizations. This writer would recommend to the organizational leaders to look at adopting a organizational learning environment, to not only benefit the existing organization and its staff members.
Works Cited
Bersin, J. (2012). 5 Keys to Building a Learning Organization. Retrieved from keys http://www.forbes.com/sites.joshbersin/2012/01/18/5-keys-to-building-a-learing-organization/2/
Society for Organizational Learning. (n.d.). Organizational Learning the Five Disciplines for Building the Learning Organizations. Retrieved from http://www.solonline.org/?page=Abt_OrgLearning
Senge, P. M. (1990). The leader's new work: Building learning organizations. Sloan Management Review, 32(1), 7-22. doi: 812347
According to Beckhard (2006), in order for OD to change it must involve a great deal of effort and this effort requires five things. The first thing that he says we need is a planned change effort. This will help diagnose any problems. It will also help develop a plan and then finally it will help implement the resources that are needed to change the old behavior. When I had interviewed Fred Nowartarski who is an HR Generalist at Agora Cyber Charter School he said that “having a solid OD plan will help ensure that the key employees occupy the key positions. Having this will allow the organization to maximize its talent thereby positively effecting the bottom line.”
Traditional organizational approaches to organizational development emerged from behavioral research undertaken after World War II. That research led to the development in the late 1940’s and 1950’s of behavioral development strategies such as sensitivity training, survey feedback, socio-technical systems, and quality management.
In his book The Fifth Discipline, Peter Senge emphasizes his model of a "learning organization," which he defines as "an organization that is continually expanding its capacity to create its future." A learning organization excels at both adaptive learning and generative learning.
This course has allowed me to reflect on my current role as an OD professional while also planning for my future success in this same role. Through reading, self assessment, peer review, and daily engagement of the organizational process, this course has been an invaluable learning event from both an academic and professional perspective. My perspective on the organizational development process has changed through an increased awareness of how to “solve[..] problems with S-T-P” (Schmuck, Bell, & Bell, 2012, p.155), an improved understanding of the importance of “goals, roles and procedures” for the examination of organizational conflict (Schmuck, Bell, & Bell, 2012, p.230); and the uses of “classical, complex and special interest OD designs”(Schmuck,
This management structure where “everyone does everything”, obviously create an ideal learning environment, “one in which people have an engaging experience on a daily basis”. While it permits speed in decision making since approvals are not required from the top management, they can also prove to be inefficient and costly at times. Not only does the employe...
· Rule #3 Learn in Many Ways at Once. Firms can learn through four methods: vicarious,
Senge, P. M. (2006). The fifth discipline: The art and Practice of the learning organization (1st ed., Rev.). New York, NY: Doubleday.
Wirth, R. A. (2010). Why a Learning Organization? Retrieved from enTarga: Be the Change: http://www.entarga.com/km/whylrngorg.htm
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
Life-long learning is always a key message we deliver to our staff who strive for professional excellence and success, and it is exactly the same cornerstone which has driven sustained business growth of our firm. BDO cultivates a continuous learning culture and provides a solid learning and development platform for our staff, and our staff proactively grasp every learning and developmental opportunity to excel themselves in the firm. All in all, the concerted developmental effort between the staff and the firm has successfully shaped the present BDO.
If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.
When someone spoke about the phrase “Organizational Development” I need to admit I did not know what they were talking about. Even up to the first class, I was still puzzled about what organizational development was, despite having read the first twelve chapters in Practicing Organization Development: A Guide for Leading Change by Rothwell, Stavros, Sullivan, et.al. I felt as if I was learning another foreign language and was not sure of myself. Now, that we endured four face-to-face classes in Education Organization Development, I can now say that I understand the material in the class. As the halfway point has drawn to a close, there are five topics that were explained in either the Rothwell textbook, supplemental readings or class lectures that have stuck with me and had me thinking over and over again about the core topic of organizational development.
Learning is defined as a measurable and the act or the process of acquiring a relatively permanent change in a behavioural tendency through knowledge, skills and experience. People learn in their lifetime. The learning process continues throughout our life and it is the first step in becoming an outstanding performer. In today’s rapidly developing world, if you do not keep learning, you are not standing still, you are falling behind. This is not only applied to individual, but also for the organizations. But here comes the questions: Is individual and the organization can learn? In order to answer this question, we need to imply the use of the theories and ideas and also discuss how the culture, group and emotion of the individuals or organization will affect the learning organization.