The Relationships And Differences Between Learning Organizations, And Traditional Organizations

Learning Organizations

We live in a digitized society; organization requires leaders to leverage employee inputs, open-communication, change initiatives, and creativity as their most valuable asset. Learning organizations embraced these qualities in contrast to traditional organizations. A learning organization encourages team collaboration, and the group believes that doing what is right for the business and its people would increase satisfaction in the workplace. The purpose of this essay is to discuss the relationships and differences between two dominant organizations; learning organizations, and traditional organizations. This paper will illustrate that the two organizations have several common areas that leaders can use to apply highly

It is important for an organization to develop into a learning organization to survive and to prosper in a competitive and ever-changing business environment (Yuraporn & Laubie, 2004). Traditional organizations tend to prevent rapid change. Traditional structure characteristics are bureaucratic, hierarchical power, with low rates of change initiatives. Traditional body structure shows that centralization, formalization, and stratification correlate with lower rates of change (Johnson,

Transformational leadership approaches aligned with learning organization characteristics of supporting, recognizing, correcting and setting expectations for the team. The team accomplishment of tasks is achieved through participation, motivating, training, sharing of ideas through personal attention and collaborations (Kareem, 2016). Learning organizations implement transactional leadership styles of rewarding, interventions and specific tasks. Like learning organization, transactional leaders reward their staff in exchange for effort; the leaders acknowledge excellent production with awards; and communicates the rewards given for different performances (Kareem, 2016). Transactional leadership and autocratic leadership methods are executed in traditional organizations. Like traditional organizational leadership, transactional leadership organizes their businesses into parts; they guide their followers toward established goals. The leader is closed minded and arbitrary (Lopez & Ensari, 2014). The traditional organization also used autocratic leadership style (Kareem, 2016). The leaders control subordinates and are supremely confident and comfortable in their decision-making responsibility business operations and strategic plans without input from