A Method to Achieve the Competitive Advantage with Organizational Learning

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Organizational Learning & Learning Organization

Villardi and Leitão (2012) explained the fact that term Learning Organization can’t be understood without giving a thought to the prevalent business and Organizational Learning paradigm which requires the managerial thinking. It was concluded that the concept of Learning Organization can definitely provide a potential to transform the changes in a firm to re-conceptualize the business organization.

Guţă (2012) discussed that Organizational Learning is a way to achieve the competitive advantage as it results in increasing the intellectual capital of organization. It was concluded that in the context of knowledge society organizations either need to develop leaning processes at the organizational level or become learning organizations itself. The managers are required to undertake a series of changes for this purpose.

Torlak (2011) focused on developing a comprehensive understanding of the Learning Organization can be created and providing an evaluation of the past history data in order to develop certain propositions for the future research agenda. It was found out that a Learning Organization is like a system that not only provides a strategy, design or structure but also the one that pays attention to the different thinking that exists in the organization in order to find suitable strategies for coping with them.

Huysman (2009) tried to link the conceptual gap that is found between the literature on Learning Organization and that of Organizational Learning. The two streams are totally operated independently from each other. The concept of Learning Organization links learning to the improvement while Organizational Learning does not pay much attention to the result or th...

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...n performance technology and organizational effectiveness. It was found out that there are limited empirical studies of the effect of training and performance support technologies on organizational effectiveness and thus new measures may be required to address the effectiveness of learning organizations.

Huber (1991) provided a broader and a more evaluative form of the literatures which relates the Organizational Learning with Organizational Effectiveness. It was defined that it is not always true that the learning in an organization is always going to lead to the Organizational Effectiveness. Among many conclusions, it was concluded that a remedial action is required in the context of the fact that the research-based guidelines for increasing the Organizational Effectiveness can never be attained solely based on the work on Organizational Learning.
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