Week One
Learning Organizations are vital in assisting businesses to operate effectively. In this rapidly changing environment learning organizations acquire knowledge and innovates faster, helping the organization to thrive and survive the changing environment. Businesses that establish a learning organization create a culture encouraging and supporting the employees learning, and take risks with critical thinking, and new ideas.
Organizations that endorse learning permit staff to make mistakes and the learning process is learning from those mistakes. Learning organizations and their employees experiment coming up with the best solution and learn from the experience. Employees learn when informed by the distribution of any new knowledge within the organization and incorporating that knowledge into their daily activities. The writer will analyze an article that discusses learning organizations; summarize the conclusion and/or recommendation of the author, summarize the writer’s conclusion; and how the article applies to the writer’s organization.
In the John Bersin article, 5 Keys to Building a Learning Organization, Bersin, discusses key points for building learning organizations. Bersin begins by stating that businesses should not revert back to 1980s in building corporate universities, given that this could be expensive, with the cost of the corporate training industry is approximately $135 billion, indicating how expensive the training is. So, how do organizations minimize these costs? (Bersin, 2012).
To assist in avoiding the training costs and still incorporate a learning organization Bersin developed five key points, the five key points are:
1. Corporate learning is “informal” and HR does not own it – most business lead...
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... participation, invest in training or development opportunities, and they have the attitude “if it is not broken, do not fix it” which may make the organization less likely to thrive and succeed in the changing environment, as other organizations who have taken on the role of learning organizations. This writer would recommend to the organizational leaders to look at adopting a organizational learning environment, to not only benefit the existing organization and its staff members.
Works Cited
Bersin, J. (2012). 5 Keys to Building a Learning Organization. Retrieved from keys http://www.forbes.com/sites.joshbersin/2012/01/18/5-keys-to-building-a-learing-organization/2/
Society for Organizational Learning. (n.d.). Organizational Learning the Five Disciplines for Building the Learning Organizations. Retrieved from http://www.solonline.org/?page=Abt_OrgLearning
· Rule #3 Learn in Many Ways at Once. Firms can learn through four methods: vicarious,
Traditional organizational approaches to organizational development emerged from behavioral research undertaken after World War II. That research led to the development in the late 1940’s and 1950’s of behavioral development strategies such as sensitivity training, survey feedback, socio-technical systems, and quality management.
Senge, P. M. (1990). The leader's new work: Building learning organizations. Sloan Management Review, 32(1), 7-22. doi: 812347
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
According to Beckhard (2006), in order for OD to change it must involve a great deal of effort and this effort requires five things. The first thing that he says we need is a planned change effort. This will help diagnose any problems. It will also help develop a plan and then finally it will help implement the resources that are needed to change the old behavior. When I had interviewed Fred Nowartarski who is an HR Generalist at Agora Cyber Charter School he said that “having a solid OD plan will help ensure that the key employees occupy the key positions. Having this will allow the organization to maximize its talent thereby positively effecting the bottom line.”
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If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.
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This course has allowed me to reflect on my current role as an OD professional while also planning for my future success in this same role. Through reading, self assessment, peer review, and daily engagement of the organizational process, this course has been an invaluable learning event from both an academic and professional perspective. My perspective on the organizational development process has changed through an increased awareness of how to “solve[..] problems with S-T-P” (Schmuck, Bell, & Bell, 2012, p.155), an improved understanding of the importance of “goals, roles and procedures” for the examination of organizational conflict (Schmuck, Bell, & Bell, 2012, p.230); and the uses of “classical, complex and special interest OD designs”(Schmuck,
Senge, P. M. (2006). The fifth discipline: The art and Practice of the learning organization (1st ed., Rev.). New York, NY: Doubleday.
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Life-long learning is always a key message we deliver to our staff who strive for professional excellence and success, and it is exactly the same cornerstone which has driven sustained business growth of our firm. BDO cultivates a continuous learning culture and provides a solid learning and development platform for our staff, and our staff proactively grasp every learning and developmental opportunity to excel themselves in the firm. All in all, the concerted developmental effort between the staff and the firm has successfully shaped the present BDO.
In the first stage of growth, the founders of an organization develop skills and create new products. Learning is a huge component of this phase of organizational growth. Entrepreneurs learn what works and what doesn’t. People’s behaviors are governed by organizational culture rather than by hierarchy (Jones, 2010).
Next, Pedler et al. (1991) define learning organization as persistent learning and the advancement of potential in the individuals who work with the company and self-development of the company as an entire organization, consist of the reconciliation of every individual’s lear...