Is Yours a Learning Organization

A learning organization is an organization that can change quickly, adapting to the new rules that the market environment has created. Businesses that know how to learn and develop quickly and effectively will thrive; those that don’t will not survive. It is easy to think of newer companies like Apple and Google as being the best learning organizations. Yet, some of the best examples of organizational learning practices are found in more mature organizations, such as the U.S. military. Throughout our lives we collect tidbits of information, knowledge through what we experience, we try to apply the lesson from these experience as we grow, we are curious by nature, adventurous we are learners and for many of us the process of learning never stops.

Corporate learning is a broad term used to highlight the importance of ongoing improvement within the context of organizations, which includes talent management, workforce segmentation, careers, and learning technologies. For companies to maintain competitiveness, particularly in industries revolving around innovation, ongoing learning and development is essential throughout the organization (Tarique, 2014). Verizon has noted the key role of training and development in the sector in which it operates. As noted by Freifeld (2012) Verizon endeavors to create value by maintaining relevance and innovative status in the field of technology. Employee training and development is thereby a central facet through which Verizon intends upon maintaining

Just as students are learning at Post, organizations and the personnel within them need to continue to learn. Organizations need to continue to refine processes and focus on innovation. Organizational learning gives companies the ability to create, remember, and share knowledge within an organization. In order for an organization to be an effective learner they need to make it a focus on everyday work, practice it through all levels of the organization, create a focus on the creation, retention and transfer of knowledge through the organization, and solve problems where they begin, Organizational learning provides an opportunity to effect positive change throughout the organization. A company that is an organizational learner is one that is innovative, continually refining its processes and learns from its mistakes. Personal learning within an organization greatly enhances the organizations core competencies. It can be done through education and training programs. Such programs consist of schooling, training seminars, mentorships and on

Learning organizations today must be adequately able to readily adapt to change the mind-sets and behaviors of the people within. Although this sounds like a unified joint statement for each and every organization however, there are so many organizations that yet do not acknowledge the actual truths and current trends that illustrate particular dysfunctional behaviors that exist and occur each day. Learning organization aid and enable companies and business to run, operate, and function with efficiently. As organizations learn together, they attain knowledge, acquire skills and information and evolve at a faster rate. Culture begins to be created after learning organization are established and they are placed

There have four characteristics in the supportive learning environment: Psychological safety, appreciation of differences, openness to new ideas, and time for reflection. The four steps of learning processes: First, generation. Company need to develop and test new products or services. Second, collection. Company need to collect customers, technological and information about competitors. Third, interpretation. Through rigorous analysis to identify and solve problems. At last, dissemination of information. Company should move information into customers' hand and heads quickly and efficiently. Leadership reinforcing learning means leaders should get some feedback from employees in order to motivating employees ask and discuss problems. The authors use learning organization survey to determine the organizations. After survey, authors conclude four principles about learning organization: "Leadership alone is insufficient" - Leaders need open their minded for questioning, cogitative listening, consider a

Learning organizations also promote teamwork and cooperation and an organizational culture that encourages experimentation. The fact that the paper suggests that these five strategic building blocks and the supporting foundations are the key factors in this new organizational archetype called a learning organization. These building blocks and supporting foundations need to be present or to be implemented to have a learning capability. However, if this idea of a learning organization is to take hold in organizations and gain credence and support by practicing managers, it must also have an impact on organizational performance.

Organizational learning promotes: adaptability, participation and information openness. Consequently, not only employee performance will be enhanced, but also the increase of organizations effectiveness and efficiency.

Throughout our final semester of study at Maryville, our cohort has studied Peter Senge’s, The Fifth Discipline: The Art and Practice of the Learning Organization. Rather than set of management practices, the book describes how organizations, especially those that are sustainably competitive, know how to learn. These “learning organizations” are continuously learning how to work together, where the norm is producing their best. In the book, Senge identifies five essential elements, that when practiced together, create perfect conditions for an effective learning organization. These five practices are Personal Mastery, Mental Models, Shared Vision,

The novel, The Fifth Discipline, states the significance of learning organizations and the fundamental learning disabilities currently in companies. As the head of planning for Royal Dutch/Shell, Arie De Geus stated, the ability to learn faster than your competitors may be the only sustainable competitive advantage (“Discipline”). The world is becoming more interconnected and businesses are becoming more complex and dynamic, which is why it is significant for work to become more “learningful.” In more depth, organizations that discover how to tap people’s commitment and capacity to absorb at all levels in an organization will truly excel in the future, as it is no longer sufficient to have one person learning for a corporation (“Discipline”). Teams that are truly learning will result in individual members growing more rapidly than before, generating extraordinary outcomes.

As we seen before learning is a cyclic process said by David hind (1994) somewhat equivalently explained by David Buchanan and Andrrzej Huczynski (2004) that the concept of organisational learning is significant because it has a direct command over organisation such as to grow, to

This paper will summarize the organizational learning strategy and how it is significant as well as essential, specifically in the course of the progression periods of a company, or once new technology or new techniques within an industry are implemented. As a result, organizational learning has established itself to be one of the most efficient ways for an entire company, a division or a team to accept a wide range of new polls, tactics and concepts to allow for growth and improvement (Senge, 1990). Thus, when comparing to traditional learning techniques, or classrooms, individual learning schedules and other techniques are employed, organizational learning has proven itself to be far more efficient and effective overall, while costing less time and money among other resources.

The idea is to enhance the understanding of the different approaches you can take in order to solve a business problem. It’s about the ability to understand processes that are behind sound management decisions and using the existing framework as a guide to improving decision-making and the overall business acumen.

All too often, in a lot of learning organizations, managers only think education and training programs are powerful tools for transferring knowledge. But GE stretched the traditional management training role into action learning and organization development. They send middle level manager to go to higher level and identify major problems or opportunities and give advice to GE top35 executives. GE maximized its effectiveness by linking explicitly to implementation.

The learning and growth perspective identifies the infrastructure the organization, mainly focusing on three key areas, people, systems and organizational procedures that it must build to create long-term growth and improvement (Kaplan & Norton, 1996). Employees are a major intangible asset of any organization, because based on his or her internal skills and capabilities he or she is required to support the value-creating internal processes (Pearce & Robinson, 2011). An organization who identifies gaps between existing capabilities of people, systems, and procedures, can close those gaps by investing in re-skilling employees, improving IT and other support systems, and aligning organizational procedures.

learning organizations (LO) May also be outlined as businesses where persons continually spread out their capability to fully grasp the outcome they truly want, the place new and wide configurations of considering are developed, the place cooperative ambition is emancipated, and where individuals are constantly finding out to see the entirety collectively. The major groundwork for such firms is that in instances of quick change best these which can be flexible, adaptive and productive will be successful. For this to take position, corporations have got to detect how you can exploit people’s dedication and ability to be trained in any respect stages (Senge,1990).