Strategic Framework For Organizational Learning Process Essay

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

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

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

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

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,

     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.

The article provides ways to build a learning organization, and they all lead back to the organizations management, building a culture giving individuals the time to develop, reflect, share expertise and experiences, and learning from mistakes can help the organization surpass the competition, and thrive and survive the current changing environment.

Organization Development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency, and/or to enable the organization to achieve its strategic goals (2015, Wikipedia).

Employing professionals and engaging them in organizational learning not only strengthens their skills and mastery of their professions, but also creates a competitive advantage. Organizations do not magically develop into learning organizations. As organizations mature over time, they often lose their ability to be innovative as their structure and ways of thinking become set. Changes developed to remedy problems more often than not become temporary only to re-emerge in the future. In order to create competitive advantage, organizations must learn faster than their competition and develop an environment that is ready to respond to customer requirements. This paper defines the concept of organizational learning and applies it to a real

Organizations must be able to learn in order to be successful (Colorado State University - Global Campus, 2015).

The concept of Learning Organization was popularized by Peter Senge and several other workshops, publications and websites in the 1990s. There is no clear definition of the Learning Organization. Some think that learning happens in the due course of time which helps in accruing knowledge and improving performance; others believe that it requires behavioral change. Some say that it is common to learn in the organization;

Although not all can be attributed to the success of the introduction of the Learning Organization concept, the results show an unprecedented improvement. The organization of learning has become an important actor in the growth.

Trim and Lee (2004) assert that a learning organization is especially skilled at regular problem solving and is better prepared with the power of communication and information technology to confront arising challenges in the external environment. A learning organization can be defined as “an organization that concentrates on developing and using its information and knowledge abilities in order to produce higher-valued information and knowledge, to alter behaviors and enhance outcomes”, which yields a competitive advantage (King, 2001). Moreover, the Learning Company is a vision of what might be possible. It is not realized simply by training individuals; it can only take place as a result of learning propagation at the whole organization level. So, a Learning Company is an organization that eases the learning of all its members and persistently develops itself (Pedler et. al.,1991).