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Eassays on the learning environment
Eassays on the learning environment
Eassays on the learning environment
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Introduction
In current world, continuous improvement and learning has become part of everyone’s life. Especially people who are professionals a working in some organization are constantly in need to re-fresh their knowledge base, so as to remain relevant with progressing time. Organizations are equally aware of this need, that’s why they continuously work towards facilitating an environment where an employee or member of that organization can continue learning and enable its transformation through knowledge enhancement. Such organization which facilitates such environment are termed as Learning Organization.
Concept of learning organization has originated out of sheer need to tackle the ever-growing competitive market and struggle to remain relevant with advancement. Hence organization transforms itself into a learning organization more out of requirement to face other competitor or organization and compete with them on equal grounds in an extremely volatile business environment. Learning Organization concept was basically termed by research of Peter Senge and his colleagues (Senge, 1991).The core idea behind this concept is to enable an organization towards interconnected thought process further enabling an organization to work more like a community to which an employee can feel committed to. And it is assumed that an employee is more hard working and productive when he is committed to an organization.
Need of a Learning Organization
No organization automatically becomes a learning organization. There are several underlying factors which triggers subtle change over the time in a normal organization eventually progressing them towards becoming a learning organization. With passage of time, a specific organization tends to st...
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...arket. More importantly, learning organization are not just limited to being productive and efficient, but one major impact which it creates on its employees and people involved is the enhancement in the decision making and judgment skills (Simonin, 1997).
A well informed and aware employee will have high probability of taking a correct and logical decision as compared to one who has stuck to conventional thought process. Interestingly key resources and managers are well aware of how to make an organization learn, but at times they are clueless about creating a framework through which they can encourage learning organization. This challenge highlights the core issue which always needs to be taken care of, before embarking on the journey of creating an organization whose learning environment is strongly rooted with the logical and firm foundations the organization.
Senge, P. M. (1990). The leader's new work: Building learning organizations. Sloan Management Review, 32(1), 7-22. doi: 812347
In general, what I understood from the organizational behavior course was that my decision making style is behavioral. Behavioral decision making states that “A person communicate best by having group meetings.” (Kinicki&Fugate265). For exa...
According to Gallos (2006), the founders of organizational development had understood the pitfalls of organizational life and knew that it needed to be changed. Their efforts had given rise to the organizational and applied behavioral sciences. Organizational Development is a ever growing field that is responsive to changes. There were many changes and improvements that were made over time, one of those changes was the creation of a organization development (OD) plan, this is a necessary tool to use in an organization. It is a way of using the organization's resources to help find and solve problems, expand the company, and become a more efficient entity.
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
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,
Senge, P. M. (2006). The fifth discipline: The art and Practice of the learning organization (1st ed., Rev.). New York, NY: Doubleday.
.... “The set of deep beliefs and assumptions-the story-that develops over time in a learning organization is so different from the traditional hierarchical, authoritarian organization worldview that it seems to describe a completely different world” (Senge, 1994, p. 21).
Sam Aun. ( December 28, 2010). ‘The Difference between Learning Organization and Organizational Learning’. Available from: http://samaunvong.hubpages.com/hub/The-Difference-between-Learning-Organization-and-Organizational-Learning . [Accessed on 20th November 2013]
The learning organization is the opposite of the traditional organization. It believes that there is always a better way to do things, it listens to those who work within the company, utilizes a systems approach, is orientated towards people and ideas, prevents problems, quality and customer-service is essential, and accountability to the team is essential (Anderson, 2003). The lear...
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
A learning organisation works and act with ideas (Garvin, et al., 2008). The learning process act as the nervous processing system and conceptualise information and transform into actionable knowledge (Duffield & Whitty, 2015).
There are various challenges faced and even more opportunities for organizational behavior to assist workers in improving the workplace as a whole, people skills, productivity, and customer service. Understanding and taking time to learn and educate one’s self is how attitudes develop and affect behavior is a key component to organizational Behavior. The bottom line is that the more tuned into the needs of its employees, the more successful a company is likely to become. A company will absolutely benefit a great deal so long as employees and management alike are able to control and monitor their attitudes for the appropriate
Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development.
Decision Making Insights. I will be most successful when I have all the information necessary for decision-making, as my dominant cognitive styles are planning and knowing. This approach does not leave room for ambiguity and stifles flexibility and creativity. Consequently, I thrive in established organizations that value hierarchy, procedures, and open communication, because they assist my natural cognitive processes. (Pearson Education, 2016)
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...