Statement Of Purpose For Phd Management

An organization who strives to adapt with the surrounding environment, internally and externally, has a better chance of surviving in a competitive market than one who does not. To be an effective learning organization the management must be willing to listen to its employees and their customers to grow their brands. When management is open with their employees through all levels of the organization, the employees will be more willing to speak their minds. Once employees speak up with innovative ideas, leadership must show they are listening by giving feedback or integrating those ideas into their operations. Human relations allow this type of interaction between leaders and workers to take

Many companies are very keen and ready to clinch Work Base Learning in an organization, not mainly because it provide you with lifelong learning, but also it is an important ingredient of what Senge (1990) has termed as the ‘learning organization’. A learning organization is a place in which the learning and flair of persons is backed and promoted so that the organization itself be able to form its future and it also very important to gain competitive advantage.

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

I believe that Organizational learning is an area of expertise within an organizational system that studies models and philosophies about the method an organization understands and acclimates (Vasenska, 2013); Organization-wide on going logic which heightens its collective ability to accept, make sense of, and respond to internal and external change. Organizational learning is more than the totality of the intelligence understood by employees. It involves orderly

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.

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.

As organizational learning takes a clear presence in today’s workplaces; I am analyzing various case studies to better understand the intentions and impact of such organizational changes. Who benefits from organizational learning? What impact does it have on the economy? Studies suggest the outcome of organizational learning is not guaranteed to result in a win-win situation for all parties and the outcomes differ from one organization to the next. Furthermore education is still designed to instill compliance. There is a danger society will continue to further segment into a class society if top CEO’s continue to heavily benefit from organizational initiatives. Such outcomes suggest organizational learning is not built on firm foundations.

According to Senge’s 2012 concept of learning, organizations normally focus on its position as philosophy of organizational learning, while constantly minimizing its sole claim to recognize leadership with learning. To remain competitive, organizations must ensure that their workforce continually learns and develop (Salas, Scott, Kraiger, and Smith-Jentsch, 2012). Much adult informal or individual learning occurs in a business environment deriving from a variety of training methods where the focus is a way of providing employees with the tools they need to perform better in the workplace (Kenner and Weineman, 2011). Individual learning comprises of procedures and curricula used to increase the competences of individual employees (Armstrong and Taylor, 2014). Education is described as the techniques, principles, and facts that are absorbed and understood by mentees (Ford, 2014). For example, in a retail environment, an employee may learn key features as it relates to selling a product or service to a customer. Subsequently, learning may result in selling of the product based on how much the employee retains. Eventually, the employee will embrace the knowledge and articulate them often in their job duties.

Organizational learning is no doubt an important concern to organizational researchers and practitioners. However, few theories or models of organizational learning have widespread acceptance, even the basic concept of what organizational learning is (Fiol & Lyles, 1985; Huber, 1991, Kim, 1993).

Organizational learning as a whole is a feedback system of those interlocked behaviors between various learning feedback loops. As each learning cycle and process is to be treated as reorganizing feedback, there has to be mechanisms in place in order to achieve the tasks’ objectives. “The technical view assumes that organizational learning is about the effective processing, interpretation of, and response to, information both inside and outside the organization (Smith, 2001).” Possible impediments and difficulties in an organizational learning feedback system are identified and suggestions are made to researchers and practitioners interested in organizational learning for further endeavors.

I believe I am a person with diverse tastes and experiences, whether in life or at work, that make me a distinctive person. I am a Computer Science Student with a great talent in Cricket. I am an enthusiastic traveler with a profound interest in meteorology. In a period of almost six professional years I feel I am lucky to put on and succeed in different roles. I worked as Business Analyst and COBOL Developer where my primary role was to design and build the application; as Quality Assurance Analyst where I have to break and check the application to find the faults in the design; and as Application Support Analyst to trouble shoot and solve the customer issues.

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.

I have always wanted to be a big figure in the field of business. Throughout my graduate studies I have explored various areas of business to know the area most suitable for me. So after completing my senior high school, I wanted to pursue professional knowledge about business to make my dream come true. Therefore, I have done my graduate studies in Finance. But during my graduate studies I didn’t find any interest towards finance or finance related task. I found it quite dry & tedious. But in the addition to financial management I have also learned about other related part of management. Studying finance was all about numbers but I wanted to explore knowledge about the management of people. Then I have decided to give a shot in the field of management while doing my job as HR assistant. And I have determined to build a career in field of management to deal with the flaws of management. In other words, I have found human resource