The Effect of Learning New Things

GaziI Mahabubul Alam, Initials. (2009, June 2). Importance of workplace learning for skill development . Retrieved from http://www.bdeduarticle.com/learning/45-u

In order for an organization to be successful, it depends upon the organizational structure, availability of resources, vision, and mission of the organization, and employees’ willingness to work towards the change-related goals (Brisson-Banks, 2010). Many employees, even at the management level, may lack the experience and motivation to recognize the urgency of change (Erwin, 2009). Ford, Ford, and D’Amelio (2008) wrote that resistance to change grows from broken agreements and trust violations. The article states how some people may experience anxiety about job stability and growth become overarching. In addition, they may fear that they will not be fortunate enough to retain their jobs, whereas others are simply unwilling or unprepared to learn and develop new skills.

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

When a new employee starts at a company they are expect to learn about the programs they will be working in and how the company safety policies and practices are there to protect them and others. The process of learning for each employee can be different, and each person has a different level of knowledge they can obtain (Levine, 2013). Discipline in the terms of learning and trying is critical to growth and allows for an individual to become smarter and more proficient as they work to accomplishing

We are committed to ensuring that its employees have the appropriate level of knowledge and skills for their job and encouraging their personal and professional development to help them achieve their full potential. The purpose of this policy is to give managers and staff direction on the handling of these situations,

“Training refers to a planned effort by a company to facilitate learning of job-related competencies, knowledge, skills, and behaviors by employees,”

Learning at an organization is more of a self-conducted activity, and is a continuous process that lasts the entire cycle of the organization and the tenure of the employee. Nevertheless, each organization must effectively employ certain training and development activities for new as well as seasoned employees in order to accomplish different objectives:-

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

For a person to accomplish the set short and long-term goals, it is vital to advance his capabilities. In an occupational setting, human resources can only benefit from career development and the embedded job opportunities by focusing on their proficiency in a particular field. Additionally, learning is a continuous process. People should utilize daily occurrences to enhance their knowledge on certain aspects. Through this approach, it will be easy for one to attain career development and make beneficial impacts on the lives of other individuals. Improved expertise occurs through hard work, appreciation of the capabilities exhibited by different people, and utilization of the lessons learned from our daily

“We have no choice but to invite people into the process of rethinking, redesigning, restructuring the organization. We ignore people's need to participate at our own peril. If they're involved, they will create a future that already has them in it. We won't have to engage in the impossible and exhausting tasks of "selling" them the solution, getting them "to enroll," or figuring out the incentives that might bribe them into compliant behaviours.” [Wheatley et al, 1996]

The landscaping of today’s organization require leaders to leverage change inititatives and workers creativity as their most valuable asset. Wokers are more opt to embrace open-communication, innovative ideas, empowerment, and even risk tolorant. As society continue to advanced, businesses will continue to create an environment where workers are allowed to increase their individual outputs, to strive for initiatives that increases the organization competitive advantage. Singh (2016) defines learning organizations as those organizations that encourages collaborative atmospheres, They involve teams in the daily operations of the business, and they believe in doing the right thing for people and the community in hoping of increasing satisfaction

Week 9 lecture on Individual learning we came across that in an organization learning derives from the individual learning from each member of the organization. Consequently, individual learning is crucial for organizational learning. Learning is defined as gaining knowledge or skill. Thus, learning incorporates two meaning 1) knowing how-to which is implies the ability to act and 2) Know-why, which shows the

Another way organizations, particularly for-profit corporations, benefit from transformative learning is by promoting the exploration of new ideas. As companies try to squeeze out larger profits, in part by streamlining operational costs, one potential benefit of encouraging a transformative learning framework is that reflective thought may increase an

A widening approval of learning between learners and social sources of knowledge instigates a connection with learning from engagement with the social world (Billett, 2002). Enterprises are slowly being pressured into incorporating and understanding learning in the workplace, as the trend of lifelong learning has transferred the burned of maintaining vocational practice to workers (Billett, 2002).