Organizational Learning 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

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

Organizations that have developed the capacity to adapt and to change continuously are known as learning organizations. Learning organizations is when people set aside their old ways of thinking, freely share ideas with others, form a vision for the organization, and work together on a plan for achieving that vision. To become a

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

There have four characteristics in the supportive learning environment: Psychological safety, appreciation of differences, openness to new ideas, and time for reflection. The four steps of learning processes: First, generation. Company need to develop and test new products or services. Second, collection. Company need to collect customers, technological and information about competitors. Third, interpretation. Through rigorous analysis to identify and solve problems. At last, dissemination of information. Company should move information into customers' hand and heads quickly and efficiently. Leadership reinforcing learning means leaders should get some feedback from employees in order to motivating employees ask and discuss problems. The authors use learning organization survey to determine the organizations. After survey, authors conclude four principles about learning organization: "Leadership alone is insufficient" - Leaders need open their minded for questioning, cogitative listening, consider a

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.

     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

Organisational learning is a continual process whereby an organisation adapts to its environment by constantly improving performance through evolving knowledge and understanding by its members and the organisation (Hartel, Strybosch & Blyth, 2006). A learning organisation, on the other hand, is an organisation which

This paper will summarize the organizational learning strategy and how it is significant as well as essential, specifically in the course of the progression periods of a company, or once new technology or new techniques within an industry are implemented. As a result, organizational learning has established itself to be one of the most efficient ways for an entire company, a division or a team to accept a wide range of new polls, tactics and concepts to allow for growth and improvement (Senge, 1990). Thus, when comparing to traditional learning techniques, or classrooms, individual learning schedules and other techniques are employed, organizational learning has proven itself to be far more efficient and effective overall, while costing less time and money among other resources.

The importance in having learning organization is that such organizations are required in the current market environment where firms are needed to be adaptative, flexible and productive. In order to make this happen all the traits of the learning organizations are a must to be adopted. All the people are very much capable of learning however it is extremely important to provide them a proper structure of learning and "learning organizations" have that proper format which helps in building individuals.

Garvin, (1993). Defined a “learning organization,” as “an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights.” (p. 80). That said, Garvin qualified his definition, by requiring two necessary conditions: (a) for organizational learning to take place, new ideas needed to be introduced. (b) the new ideas had to bring about the improvement of the organization. This requirement or condition meant that the new ideas would be a catalyst for change. The

There are two terms that describe learning in the workplace: organizational learning and a learning organization while the two terms appear to both mean learning in an organization they both have their own distinctive meaning of what it means for an employee to learn within their organization. The first is described by Confessore and Kops (1998) as “a process by which information, determined by the collective as meaningful, is communicated by and throughout the collective (Confessore & Kops, 1998, p. 366),” this defines the term organizational learning. While a learning organization is defined as “an environment in which organizational learning is structured so that teamwork, collaboration, creativity, and knowledge processes have a collective meaning and value (Confessore & Kops, 1998, p. 366).” Confessore and Kops (1998) state that SDL is more likely to occur in organizations where employees feel they can contribute to the organization’s goals and values where risk taking and innovation are valued (p.368). These definitions shed light on what an organization must provide as an environment to encourage organizational learning to create a learning organization.