The Learning Organisation

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

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.

Peter Senge, (1990), a learning organization is organization “where people continually expand their capacity to create the results they truly

This paper, therefore, explores, discusses and analyzes the integrated role of Learning organization (as a structural entity) and the organizational learning (as an intrinsic know-how process) that

The term ‘organizational learning’ is usually used interchangeably with the term ‘learning Organization’. Tsang (1997) is

In the current dynamic global market, corporations are tasked with meeting the challenges of staying competitive, relevant and profitable. As the demands of innovations begin to move at a quicker pace, many corporations find themselves looking for answers to address the needs of the business with regards to overall profitability. Companies have turned to learning and development, or as many scholars have called it Organizational learning to address performance management. Teaching the corporation new concepts and ideas are not always an easy task and is often fraught with issues. It is important to note that the workers or non-management employees in a corporation play a significant role in its success. The manner in which learning and development are approached with employees must be considered if a corporation is to successfully implement Organizational learning strategies. In many cases, non-management employees in any corporation accounts for the largest sector within the corporation. Therefore, paying keen attention to this sector of the population will make a difference in the outcomes of the learning programs that will certainly affect the performance of a corporation. This essay will explore the different facets that a corporation must consider effectively moving towards learning and development with regards to non- management employees that will positively impact long turn organizational learning which will ultimately affect the overall performance health of a

Jashapara (2011) defines organisational learning as the processes of improving organisational actions through better knowledge and understanding.

As the world becomes more interconnected and organization becomes more complex and dynamic, learning becomes more vital. It’s just not possible any longer to figure it out from the top and have everyone else following the orders of the grand strategist. The organizations that will truly excel in the future will be the organizations that discover how to tap people’s commitment and capacity to learn at all levels in an organization. Learning organizations are possible because, deep down, we are all learners. Learning organizations are possible because not only is it our nature to learn, but we love to learn.

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).

A proclamation by a CEO that “we are going to become a learning organization” will likely be met with collective eye rolling and wonderings of, “What workshop did he attend last week?” Indeed, many employees are so accustomed to these management “initiatives-of-the-month” that seeing any results from such a managerial decree is extremely unlikely.

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.

Organizational Learning is when a team of people come together to achieve a common objective. The team looks into new ways to improve the organization as well as individual functions. Organization learning can help employees reach their fullest potential and the organizational to be more effective and efficient. Organization should work towards cultivating a learning organization where continuously learning is appreciated and learning is happening at the individual and organization level. A learning organization recognizes that their