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How does culture affect international business
How does culture affect international business
How does culture affect international business
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INTRODUCTIONS:
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.
According to Confessore (1997), learning organization is defined as a place where organizational learning is built in order that collaboration, knowledge, creativity, and teamwork processes have a collective meaning and valued.
Besides, as stated in the book The Fifth Discipline, Peter Senge (1990) defines a learning organization as an organization where individuals constantly grow their ability to produce the results they genuinely seek in their life. He also mentioned that in a learning organization, new and broader mindset is cultivated, collective aspirations set free and the organization is continually discovering how to learn to create their own future.
Next, Pedler et al. (1991) define learning organization as persistent learning and the advancement of potential in the individuals who work with the company and self-development of the company as an entire organization, consist of the reconciliation of every individual’s lear...
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...uate is fortified by an inclination of being let around the non-satisfaction of the hopeful estimates in the 1980s concerning the rise of more human-focused work environments in the post-Tayloristic time that might enhance the nature of working life for everyone (Piore and Sabel,1984). They bring up that the actuality for some employees, today, is a rebirth of Taylorism as neo-Taylorism or possibly disguised in the situation "lean-creation" or "flexible working" (Nyhan, et al., 2004). There is another critics said that the learning organization concept is already out of date and being replaced with theories of knowledge management (Brown and Keep, 2003).
CONCLUSION
In conclusion, there are critics and influences factors that will affect towards learning organization. These factors include teamwork, emotion and culture which will impact the organizational learning.
An organization is a social unit of people that is designed and managed to meet a need or to pursue collective goals. All organizations have a management structure that determines relationships between the different activities and the members, and subdivisions and assigns roles, responsibilities, and authority to carry out different tasks. Organizations are open systems; they can affect and are affected by their environment (What is an organization? definition and meaning, 2013). Working in an organization individual’s deal with numerous issues. Drugs and alcohol abuse in organizations has become a main concern.
Senge, P. M. (1990). The leader's new work: Building learning organizations. Sloan Management Review, 32(1), 7-22. doi: 812347
These disiplies are important in establishing a learning organization because in a growing environment, it is important to provide “creative thought process” feel. Concepts, ideas, and solutions should be discussed and available to everyone. Learning organizations set us free. Employees are allowed to express their ideas and challenges which contribute to a more efficient work environment. A learning work environment that incorporates these 5 disciplines can create the desired results where people and the organization will be equally
.... “The set of deep beliefs and assumptions-the story-that develops over time in a learning organization is so different from the traditional hierarchical, authoritarian organization worldview that it seems to describe a completely different world” (Senge, 1994, p. 21).
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.
Senge, P. (2006). The fifth discipline: The art & practice of the learning organization (revised ed.). New York: Random House.
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...
Senge, P.N. (1990) The Fifth Discipline: The Art & Practice of the Learning Organisation London: Century Business
Smith, M. K. (2001, 2013). Chris Argyris: theories of action, double-loop learning and organizational learning. In The encyclopedia of informal education. Retrieved from [http://infed.org/mobi/chris-argyris-theories-of-action-double-loop-learning-and-organizational-learning/
Senge, P. M. (2006). The fifth discipline: The art and Practice of the learning organization (1st ed., Rev.). New York, NY: Doubleday.
The learning organization is the opposite of the traditional organization. It believes that there is always a better way to do things, it listens to those who work within the company, utilizes a systems approach, is orientated towards people and ideas, prevents problems, quality and customer-service is essential, and accountability to the team is essential (Anderson, 2003). The lear...
It brought organisational culture to the performance of a company, which has become a critical topic in management department. In addition to organisational culture, organisations need to be aware and prepared for changes in the expanding workforce as business grows. Companies are faced with maximizing benefits as well as profits while minimizing negative factors that come from those changes. There is no one answer to the issue, but some of the guidelines are clear. Awareness of organisational culture, teamwork, individual performance, external environment adaptation, leadership, and measurement of organisational culture are key factors that lead a company to perform better.
The main factors are: objectives, structure, tasks, technology and people. Changing one of them to a certain extent affect the others. The success of the organization also depends on the external environment of the organization, which is not possible without the life cycle of any organization.
It was found that the organizational culture to influence the workers' commitment and identification with the group and organization, as well as their sense of involvement with their work tasks (Ruigrok, 1999). The issue of change and culture, and there is solid documentation that overlook the organizational culture and obstructing efforts to change the organizational performance. Study of past failures in development efforts points to the role of organizational culture as a crucial would consider the change (Souza, Bouza et.
One of the main courses of this semester was to learn various organizational behaviors that are conducted in real business environment. By learning this course, we could understand our future colleagues and ourselves better. Throughout the semester, every week Ashley Hughes gave us an interesting lecture about different topics of oranisational behaviors. Along with the weekly lectures we also had a group presentation that gave us the opportunity to apply the lessons and techniques learnt in our professional and personal lives.During the course of this semester, Organizational Behavior has highlighted numerous topics, which concentrated on investigating the impact that individuals, groups and structures have on behavior within an organization and how their behaviour affect the performance of the organizations for the purpose of applying such technique towards improving an individual’s or an organization's working effectiveness (Jontymagicman, 2012). In this reflection paper, I will discuss the essential areas of organizational behavior: the influence of motivation, managing change and individual learning at an organization.