Introduction:
The purpose of this paper is to evaluate the literature in Learning Organizations and discuss several models in building a learning organization. To this end, the paper analyses the parameters that help build a learning organization, draws upon various scholarly work in this field including Huber 1991, Garvin 1993, Schein 1993, Argyris 1994, Goh 1998, Chau 2008, Serrat 2009.
The various definitions of authors on Learning Organizations include
In a learning organization, individuals are the key where they are acting in order to learn, or where they are acting to produce a result. All the knowledge has to be generalized and crafted in ways in which the mind and brain can use it in order to make it actionable (Argyris 1993)
Organizational learning is learning about learning. The outcome will be a renewed connection between employees and their work, which will spur the organization to create a future for itself (Braham 1996)
Organizational learning is the ability to adapt and utilize knowledge as a source of competitive knowledge. Learning must result in a change in the organization’s behavior and action patterns (Denton 1998)
A learning organization is linked to action learning processes where it releases the energy and learning of the people in the hour-to-hour, day-to-day operational cycles of business
(Garrat 1995)
A learning organization has the powerful capacity to collect, store, and transfer knowledge and thereby continuously transform itself for corporate success. It empowers people within and outside the company to learn as they work. A most critical component is
the utilization of technology to optimize both learning and productivity
(Marquardt and Kearsley 1999)
A learning organiz...
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...de to Overcoming Barriers to Organizational Change, Jossey-Bass, San Francisco, CA.
Senge, P.M. (1990), The Fifth Discipline: The Art and Practice of the Learning Organization,
Century Business, London.
Schein, E.H. (1988), Process Consultation Volume I: Its Role in Organization Development,
Addison-Wesley, Reading, MA.
Yeo, R. (2003), “Linking organizational learning to organizational performance: Singapore case studies”, The Leadership & Organization Development Journal
Swee C. Goh (1998) Towards a Learning Organization : The Strategic Building Blocks
Olivier Serrat (2009) Building A Learning Organisation
David A Garvin (1993) Building A Learning Organisation
Huber (1991) Organizational Learning: The Contributing Process and literature
Chau, S.L. 2008 Antecedents of organizational learning: a conceptual framework
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
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.
The author Gemma Gorge (2011) conducted a study with combining organizational development and organization design. The name of the research, “Combining Organizational Development (OD) And Organization Design: An Investigation Based on the Perspectives of OD And Change,” which should interesting facts about organizational development and organization design having a positive correlation. According to Prodanciuc, “ starting from the work of Henri Fayol, the author shows that the organization must be organized and administrated (206).” The above two researches both have positive correlation about organization and leadership. One cannot do the other although doing both can help expand the mood of the workplace. Organization is going to take place at the beginning of the organization’s existence and has to be maintained throughout the duration of the organization. New methods can lead to better management of the organization although have a successful organization needs great leaders to keep it
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.
Senge, P. M. (2006). The fifth discipline: The art and Practice of the learning organization (1st ed., Rev.). New York, NY: Doubleday.
For a company to be successful it is important that it has very good organization. Organization can be defined in many different ways. Bateman and Snell define organizing as assembling and coordinating the human, financial, physical, informational,
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...
In order to survive in the competitive environment of today’s business world, it is imperative for organisations to cope with uncertainty and unrest. The strategies pertaining to survival /coping are the result of accumulated/ acquisition of new knowledge that occurs through learning (Bhaskar & Mishra, 2014). An organisation’s ability in learning, applying and spreading new insight has been persuaded as the fundamental strategic capability (Fiol & Lyles, 1985). Bontis et al. (2002) noted that in order to continue to exist in today’s complex environment, organisations must learn efficiently and effectively. The rate at which individuals and organisations learn is the leading source of competitive advantage (Stata, 1989). Thus, learning is pondered
An employee’s ability to learn and problem solve plays a key role in an organization’s effectiveness. According to Brown and Gray (2004) “The real genius of organizations is the informal, impromptu, often inspired ways that real people solve real problems in ways that formal processes can’t anticipate” (p.4). When the formal processes become what is “lived by,” the ability innovatively solve problems is diminished, or more significantly, the desire of an employee to engage in a creative problem solving process is reduced. This is important to note because often, the organization that encourages learning and individual expression often can respond to problems and make more effective decisions (Coles, 2004 p.176).
Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development.
Learning and development contains many different forms. When it is strategically aligned with effective performance management systems, learning and development can enhance productivity, performance and increase staff commitment and loyalty. This is of considerable significance given Ireland’s commitment to a knowledge-based economy; strategic training and learning and development have become even more essential...
challenge. The difficulty lies in finding and gathering superior knowledge and then getting employees, managers and departments to use the knowledge. How then is an organization to transfer knowledge to the many individuals who need it to optimize their productivity?
As the workers transition from focusing on their part of their job and begin to see how their part connects to the overall system, not only have the leaders taught the workers systems thinking, the leaders also have transformed their company into a learning organization (Chan, 2015; Lee & Green, 2015). This essay is to highlight how systems thinking, learning organization, and personal mastery function together within an organization. The first part of the paper provides an in-depth comparison of systems thinking and learning organization. The last part of the paper explores the importance of personal mastery to a team and an organization.
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.