The Role Of Communication And Information Technology

According to Gephart and Marsick (1996, p. 34) states that, “A learning organization is an organization that has an enhanced capacity to learn, adapt, and change. It 's an organization in which learning processes are analyzed, monitored, developed, managed, and aligned with improvement and innovation goals.” I would classify my organization as a learning organization. They invest in our learning, development, and advancement. Within our organization, they ensure that we are capable of doing and performing our job. They bring forth training opportunities, workshops, and classes that facilitate our capability to do our jobs effectively and efficiently. During our work retreats, we gain lessons that equip us to handle the day to day duties we need to get our job done and further the growth of the organization. Nonetheless, my organization is very concerned about obtaining excellence and success for its employees and they promote that at all costs. Learning organizations are classified as very essential and important aspects of a business. They make certain that you have the needed and necessary abilities to sustain your organization and job duties (Bethel University, n.d.).

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

A learning organization is an organization that can change quickly, adapting to the new rules that the market environment has created. Businesses that know how to learn and develop quickly and effectively will thrive; those that don’t will not survive. It is easy to think of newer companies like Apple and Google as being the best learning organizations. Yet, some of the best examples of organizational learning practices are found in more mature organizations, such as the U.S. military. Throughout our lives we collect tidbits of information, knowledge through what we experience, we try to apply the lesson from these experience as we grow, we are curious by nature, adventurous we are learners and for many of us the process of learning never stops.

Corporate learning is a broad term used to highlight the importance of ongoing improvement within the context of organizations, which includes talent management, workforce segmentation, careers, and learning technologies. For companies to maintain competitiveness, particularly in industries revolving around innovation, ongoing learning and development is essential throughout the organization (Tarique, 2014). Verizon has noted the key role of training and development in the sector in which it operates. As noted by Freifeld (2012) Verizon endeavors to create value by maintaining relevance and innovative status in the field of technology. Employee training and development is thereby a central facet through which Verizon intends upon maintaining

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

Batool, H., & Riaz, S. (2011). Factors for making an organization ‘a learning organization’. Retrieved on August 26, 2011, from http://www.trikal.org/ictbm11/pdf/OB/D1132-done.pdf

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.

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.

Peter Michael Senge is the founding chairman of the Society for Organizational Learning (SoL). This organization delivers the services of advises about the communication of ideas between large organizations (as cited in Vliet, V.V., 2013, p.4). He is the author of the bestselling book The Fifth Discipline: ‘The Art and Practice of the Learning Organization’. (1990). Peter Senge theory of learning organizations promote an environment where people are engaged in their work and committed to the vision of the organization. In addition, at the MIT Sloan School of Management, he is a scientist and director in Center for Organizational Learning. Besides, he served as senior lecturer at the System Dynamics Group at MIT Sloan School of Management and co-faculty at the New England Complex Systems Institute. (http://howold.co/peter-senge)

It 's essential to distinguish between “learning group” and “organizational learning”, they deem that these ideas must no longer be regarded as they 're identical (Graham & Nafukho, 2007). A learning organization is involved in making a metamorphosis in behavior in an effort to behavior the company to fully grasp its preferred reworking (Blackman & Henderson, 2005). The learning organization (LO) embodies the monitor of the group in a definite structural framework; even as organizational learning (OL) is deemed as a enormous operative software used to encapsulate the training movements within the organization (Garavan, 1997). The two terms are unique but strongly interrelated; organizational learning need to achieve a segment where the switch of learning and sharing of knowledge is simpler (sun & Scott, 2003). Although learning organization is an analysis of how companies learn, the preliminary factor will perpetually be a scrutiny of how contributors learn. In parallel, the organizational learning is deemed a approach to categorical that organizational members are man or woman freshmen who own the potential to be trained jointly. Then, organizational learning is pertained as a knowledge sharing method; additionally, the competitive strategy of the institution that can engender its sustainable competitive advantage (Hoyle, 1995).

Organizational theorists have examined learning for quite a long time. Majority of the researchers view organizational learning as a process, which unfolds over certain period of time, and associate it with acquisition of knowledge and enhanced performance. They, however differ on certain essential issues. For instance, some believe that behavioral change is needed for learning; while others maintain that new ways of thinking are enough (Garvin, 1993). Others refer to information

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.