The Organizational Learning Strategy And How It Is Significant As Essential

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.

Bond is the network for over 290 UK-based non-governmental organizations working in the international development and development education. The organization stresses the barriers to organizational learning as due to bias for action, failure to hold discussions, and lack of commitment. On the other hand, organizations may fail to grow due to political issues and these are most common in the United States. The writer then gives the solutions to these barriers, which among them are; changing the ways of thinking, transfer of

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

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

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 concept of a learning organization knows its roots back to Garratt in 1987, which later on in the late 90’s was revived by Peter Senge. Senge (1990) focuses on the organization acting as a unit where innovative ideas are generated and common goals are reached. Collective commitment of the team is fundamental. Furthermore, according to Senge (1990), the organization must go through 5 domains in order to reach the productivity of a learning organization: systems thinking, personal mastery, mental models, building shared vision and team learning.

There are numerous types of significant learning opportunities which would be likely to have a positive impact on the VA.  This paper will focus on surgical robotic education and streamlining order sets to improve surgical patient outcome and hospital ratings.  Sultan and Hussain (2012) showed learning in a collaborative environment promotes development of social skills, by interacting with others, individuals are able to grasp an understanding of others concepts and views.  Working and learning together can only greatly improve the collective knowledge of our institution, ultimately improving our service to our Veterans.

An organization’s capability to learn and convey that learning into action quickly, is the supreme competitive advantage. The learning organization is the structure that eases the realization of such competitive advantage, it empowers employees, it deepens and enhances the customer experience and cooperation with main business partners and eventually improves business performance. Organizational learning is considered as the suitable process to develop knowledge resources and capabilities/core competencies (human capital, social capital and organizational capital) that engender ongoing values; which in turn yield persistence superior performance; which lead to sustainable competitive advantage within the context of the strategic management.

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.

Organizational Learning is continuous process of transferring knowledge within an organization. It requires the organization to effectively detect inefficiencies and to respond by correcting any issues. Organizational Learning is not defined by training classes, it is multi-faceted way of operating. This paper will outline how the merging of Sundown and Master Corporation can be integrated to the new organizational culture of the merger.

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

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