Work Based Learning

Today, the relationship between the organization and the employee has changed. There is greater emphasis placed on the value of individual and team contributions to find business solutions. The employee is viewed as a 'learning customer', bringing personal preferences and motivation to the workplace. The learning organization therefore requires an environment that supports growth for individual capability and experience and, at the same time, increases business performance. For learning to truly benefit both the organization and the employee, the employer must consider the learner--the employee--as a vital investment for business success.

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.).

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

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

Differences in stakeholder perspectives on learning aims. Participating businesses and students may enter their relationship with varying perspectives which could conflict with one another. Businesses may want learning to be so narrow and specific that other businesses would not be able to hire away the new trainees. Students on the other hand may see the experience as one where they are learning softer skills which might be transferrable to multiple workplaces, for example, critical reflection, analysis, problem solving, management, and social

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

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

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

Learning organizations also promote teamwork and cooperation and an organizational culture that encourages experimentation. The fact that the paper suggests that these five strategic building blocks and the supporting foundations are the key factors in this new organizational archetype called a learning organization. These building blocks and supporting foundations need to be present or to be implemented to have a learning capability. However, if this idea of a learning organization is to take hold in organizations and gain credence and support by practicing managers, it must also have an impact on organizational performance.

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.

In our global economy, industry demands dynamic, adaptable and innovative workers to remain competitive. This presents a challenge to educational institutions on two fronts. Firstly to keep pace with this requirement and secondly to equip their learners with the required skills and knowledge that will enable them to either remain within this environment or to enter it.

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 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.