Learning and Change in Organizations

For most companies, identifying what a learning organization should be and actually becoming one is tricky at best, impossible at worst. One way that manager's and companies can promote the concept of being a learning organization is to assess whether the company is in need of a short-term fix or whether it is more focused on long-term results. Organizational learning is a long-term activity that will build competitive advantage over time and requires sustained management attention, commitment, and effort. Learning organizations maximize their competitive positions during strong economic times and they prudently train their employees and prepare for change even in turbulent times. As a result, learning organizations and learning

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.

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

Organizations that have developed the capacity to adapt and to change continuously are known as learning organizations. Learning organizations is when people set aside their old ways of thinking, freely share ideas with others, form a vision for the organization, and work together on a plan for achieving that vision. To become a

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

Burnes, B. (2004). Kurt Lewin and the planned approach to change: A re-appraisal. Journal of

In the face of change, a learning opportunity arises. Learning would mean new ways of thinking. Defined as ‘an organization that is continually expanding its capacity to create its future’ (Beerel, 2009), a

Albert Einstein stated, “The mere formulation of a problem is far more essential than its solution, which may be merely a matter of mathematical or experimental skills. To raise new questions, new possibilities, to regard old problems from a new angle require creative imagination and marks real advances in science”. Therefore, in my opinion, change involves the continued exposure to different ways of asking questions, involving others to try to connect situations together, so I can make more informed choices about initiatives and plans. As I was reflecting and writing this document, I received an email from Moravian College’s Office Center for Intercultural Advancement and Global Inclusion, which had three simple, but powerful questions.

In an ever-changing business environment, for organisations to remain competitive in this fast-moving world of technological development and globalization, organisations must examine frameworks regularly and manage change and their working practices and systems if they are to remain competitive. “It is becoming increasingly important for organizations to gain competitive advantage by being able to manage and survive change ” “Organizational change has become synonymous with managerial effectiveness since the 1980s (Burnes, 1996; Wilson, 1992). A definition given by Mark Hughes (2006 ) in his book Change Management

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

Continuous learning is what individuals incorporate in their daily activities to learn with the experiences they acquire from their daily work. Everything is changing around us with the change in technology, change in people, equipment and procedures. With this, individuals need to understand the concept of continuous learning and apply it into their lives to enhance their skills. Everything that is associated with the change can be overcome by learning and knowledge and that is what continuous learning is all about (Sims, 2002). Continuous learning allows to learn and to make adjustments with the changes and enhances an individual's skills on daily basis. Continuous learning can help an individual through many ways. First, efficiency and vigor is required on part of the individual to initiate learning. Reading corporate journals, business magazines and newspapers can be used as a way to develop business skills and related information about the corporate world (Sessa & London, London). Competition can be regarded as a way of continuous learning. With prevailing competition in the market, one can understand and learn the varying business strategies used by the competitors. While the organization itself combating a competition it can provide opportunity for the individual to learn. Continuous learning helps to keep current with trends and developments in the business, keep the minds stimulated and

This paper describes and discusses the practical steps taken by Peter Senge in identifying “Why aren’t we all working for learning organizations?” The concept of an adaptive and generative learning organization is defined, and will discuss how organizational learning faces critical issues within its organization. First, the organization’s single-loop learning is discussed and reviewed. Second, the organization’s command and control structure is discussed whether it can be revamped to provide better attributes to an organizations learning. Last, the core paradigm is defined and discussed on its impact within the organization. In 2010 the professors’, John Seddon and Brendan

Many companies emphasize a culture of continuous improvement. While never being satisfied with the status quo can drive

Peter Senge argues that not only we humans learn, but organizations also. However, learning itself may not be enough for the organization to survive in this ever-challenging era. In his book, The Fifth Discipline, Senge introduced five ‘disciplines’, namely systems thinking, personal mastery, mental models, building shared vision, and team learning, that characterizes an organization as a learning organization.

Peter Senge argues that not only we humans learn, but organizations also. However, learning itself may not be enough for the organization to survive in this ever-challenging era. In his book, The Fifth Discipline, Senge introduced five ‘disciplines’, namely systems thinking, personal mastery, mental models, building shared vision, and team learning, that characterizes an organization as a learning organization.