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.
Senge, P. M. (1990). The leader's new work: Building learning organizations. Sloan Management Review, 32(1), 7-22. doi: 812347
Senge, P. (2006). The fifth discipline: The art & practice of the learning organization (revised ed.). New York: Random House.
This management structure where “everyone does everything”, obviously create an ideal learning environment, “one in which people have an engaging experience on a daily basis”. While it permits speed in decision making since approvals are not required from the top management, they can also prove to be inefficient and costly at times. Not only does the employe...
Performance management aims to manage and improve individual performance with a vision to improving performance across the entire business. [Walter. M, 1995] defines performance management as the process of ‘Directing and supporting employees to work as effectively and efficiently as possible in line with the needs of the organisation’. It is very important to direct and support employees to work efficiently, and this can only be successful if a well-structured performance management system is put in place. But, nonetheless some organisations don’t get it
Besides that, OB can serve managers, leaders and customers’ purposes. To begin with managers who have to expand their information about the attitude and group’s behavior to improve the organization work environment and to create a business plan to have a successful organization. First of all, managers can build a better workplace by recognizing the challenges that face any organizations because of some strategies that used in business environment. For example, one of the challenges are that having a cultural diversity in organization, so managers can build the organization with different cultures which help to encourage employee to do their job well and communicate with others in appropriate way. Secondly, managers can measure the effectiveness and efficiency; also, they can identify the strength and weakness of the organization. According to national institutes of health, Organizational effectiveness is about each individual doing everything they know how to do and doing it well (NIH, 2004). Moreover, OB offers ways that provide ways in how managers can trust their employees’ potential and using a reward system to enhance employees’ performance. OB is helping the managers on providing some strategies such as indentifying problems by searching and gathering information to have an accurate decision.
These disiplies are important in establishing a learning organization because in a growing environment, it is important to provide “creative thought process” feel. Concepts, ideas, and solutions should be discussed and available to everyone. Learning organizations set us free. Employees are allowed to express their ideas and challenges which contribute to a more efficient work environment. A learning work environment that incorporates these 5 disciplines can create the desired results where people and the organization will be equally
“Using PM System doesn’t improve the performance of an organization. PM system incorporates of not only evaluating performance appraisals but also rewards. As quoted by Sheridan (2009) and Latham (2005), “the cultural maturation of performance based can take decades to implement and requires the organizations to allocate the required resources”. Technology plays a pivotal role in future of PM systems where e-monitoring of performance of employees in Hilton and other entities respectively can change the evolution of performance management thus bringing necessary and important changes to stay competitive in the market as well increasing an individual’s productivity in the company (Sheridan & Latham, 2005)”.
Senge, P. M. (2006). The fifth discipline: The art and Practice of the learning organization (1st ed., Rev.). New York, NY: Doubleday.
In order to survive in the competitive environment of today’s business world, it is imperative for organisations to cope with uncertainty and unrest. The strategies pertaining to survival /coping are the result of accumulated/ acquisition of new knowledge that occurs through learning (Bhaskar & Mishra, 2014). An organisation’s ability in learning, applying and spreading new insight has been persuaded as the fundamental strategic capability (Fiol & Lyles, 1985). Bontis et al. (2002) noted that in order to continue to exist in today’s complex environment, organisations must learn efficiently and effectively. The rate at which individuals and organisations learn is the leading source of competitive advantage (Stata, 1989). Thus, learning is pondered
Jules, P, & Holzer ,M. (2001). Promoting the Utilization of PerformanceMeasures in Public Organizations: An Empirical Study of Factors Affecting Adoption and Implementation. Public Administration Review, 61 (6): 693 – 708.
In most organizations, effective utilization of knowledge increases productivity, creates competitive advantage and, ultimately, improves profits.
Daniels, A. C. (2004). Performance management: changing behavior that drives organizational effectiveness (4th ed.). Atlanta, GA: Performance Management Publications.
The objective of this report is to determine if a successful performance management system can offer anything to the learning and development process in an organisation. The report will examine the concepts of performance management and the implications it has on learning and development. It will focus on the major issues surrounding the learning and development process and outline the contributions performance management has to offer.
When implementing a new performance management system in an organization there are both advantages and disadvantages that need to be taken into consideration by the design team. However, one of the best ways to know if a performance management system is effective is by implementing the system within the organization and then continuously monitor and reevaluate if the system is still relevant to the organizational
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...