Does your Organization have a Learning ability ?

 

Learning is a permanent change in process of skills, knowledge and attitudes that prepare people for enlarged or higher level responsibilities in the future. 

The learning is an essential ingredient for an organization to survive that learning at operational, policy and strategic levels needs to be conscious, continuous and integrated and that management is responsible for creating an emotional climate in which all staff can learn continuously (Garvin, 1993).

Advantages in learning organization

·       To make business strategy 

·       Innovations will develop within organization 

·       Will help to prepare the swot analysis in terms of business opportunities and threats

·       Employees & employers are learning but also entire group learning how to learn eventually it will change their lifestyle

·       Information systems and technology serve to support learning rather than control it

·       Well defined process of defining, creating, capturing, sharing and acting on knowledge 

·       These various systems and dimensions can be implemented

 (Miller & Stewart, 1999).

Developing a learning organization 

The development of a learning organization is to focus on collective problem solving within an organization using team learning and a ‘soft systems’ approach those can be dealt with five disciplines in any organization (Senge, 1990).

                                            Source : (Senge, 1990).

The above five components technologies are gradually converging to innovate learning of the organization. In above each provides a vital dimension in building organizations that can truly “learn” continually enhance their capacity to realize the highest aspirations.

Hindrances in the learning organization concept 

·      The organizations are products of visions, ideas, norms and beliefs so that their shape is much more fragile than the organization’s material structure. People act as learning agents for the organization in ways that cannot easily be systematized (Argyris & Schon, 1996). 

 

·      To create a single best-practice framework for understanding the learning organization are fundamentally flawed(Easterby-Smith, 1997).

 

·      The organizations often fail to recognize that learning is a continuous process, not a set of discrete training activities  (Sloman, 1999). 

 

 

In the view of global contexts, with effect of  learning Organization below companies implemented two-part pricing upon studying thoroughly the market research about Gillet razor & blades (Harford, 2017).

 

·      Play station doesn’t support for others games 

·      Non Branded print cartridges may not work in some printers 

·      Nespresso coffees machines have installed a chip readers to stop sneakily brew up from a generic cup.

 

In Srilanka many companies fail to conduct the research about organization learning w.e.f still innovations are very limited. 

 

Conclusion 

Throughout the above studies we understand that for any organization’s sustainability and Innovative ideas, a long time learning Organization is very much necessary which will be a key to develop knowledge, skills & Attitudes of an organization. 

References:

Garvin, A., 1993. Building a learning organization. July-August, pp. 78-91.

 

Miller, R. & Stewart, J., 1999. Opened University. People Management, 12(5), pp. 42-46.

 

Senge, P., 1990. The fifth Discipline. 1st Edition ed. Newyork: Currency doubleday.

 

Argyris, C. & Schon, A., 1996. Organizational Learning: A theory of action perspective. Reading: Addison Wesley.

 

Easterby-Smith, M., 1997. Disciplines of organizational learning: contributions and critiques. Human Relations, 50(9), pp. 1085-1113.

 

Sloman, M., 1999. Seize the day. People Management, 20 May, p. 31.

 

d, T., 2017. BBC. [Online] 
Available at: https://www.bbc.com/news/business-39132802
[Accessed 20 November 2020].