Systems thinking and its importance in organizational learning
Leadership refers to ability of management of the company for the setting and achieving of the challenging goals. An effective leader can take decisive action, outperform competition and inspire the other people so that they perform well in the organization. Learning organization refers to a company that facilitates learning of the members that arises owing to the pressures that the modern organizations face within the competitive environment (Gagnon et al. 2015). This essay discusses about the concept of systems thinking and how an effective leader can help in the transmission of the right ideas in the organization. It elaborates on the knowledge management perspective in relation to an organization and pedagogical issues that revolve around the concept of learning within an organization.
According to me, the primary focus of systems theory is in regard to the aspect of interaction. I think that learning can act as a feedback process and the decisions can help in altering the world. Concept of learning can be said to be the primary focus of the smart system that can help in the wise managing of assets along with goals. It can be said that a system is comprised of various parts. I think that all the systems are related to supra-system along with sub-system. According to me, contact can help in creating participation that can help in the absorbing of supra-system along with sub-system (Ngah, Tai and Bontis 2016). I think that information exchange between system and that of external environment can help in the maintenance of state of equilibrium over a passage of time. The firm can be conceived to be a cognitive system that creates information and activates the skills that can help in producing knowledge by taking recourse to the process of continuous learning. Knowledge occupies the central position pertaining to the process of that of resource generation. I think that the systems think can help in enabling the firm to evolve as a learning organisation. I think that the leader in an organization should be able to build a shared vision and develop personal mastery that can help in the proper functioning of an organization (Kim, Egan and Tolson 2015). I think that the thinking of a leader can act like a blueprint for the entire organisation. I think that it is important that the leader should be capable of tackling core issues the underpin performance that can help in the aspect of long term sustainability of an organization.
According to me, stories can act as a powerful mean that can help in the communication of values along with ideas in an organization. Stories can act as a more powerful means as compared to that of statistics. I think that the stories can help in developing the management and hey can evoke emotions and trigger the visual memory of the employees in an organization. The stories would be able to take the form of common knowledge within the organizational unit. The transformational leaders can revitalize an organization and they recognize the need of changing (Merzenich 2017). The leader in the learning organization has an idealized influence on the other employees of an organization. I think that a leader in a learning organization should inspie motivation in the employees that can help in the proper functioning of an organization. An effective leader places individualized consideration on the employees that can help in encouraging the employees of the organization.
The role of a leader in building a learning organization
I think that the leader in a learning organization should act as designers who can design social architecture and create an environment within which learning can flourish. The leader in the learning organization should play the role of an instructor and a mentor that can help in guiding employees of an organization. The goals in a learning organization can be said to be flexible along with being dynamic. The employees in a learning organization collaborate and they engage themselves in the process of continuous learning (Smith 2016). According to me, the leader in a learning organization should be sensitive pertaining to the learning need of other people and encouragement should be provided to the members so that they can adapt well to the changes taking place in the environment. The leaders in a learning organization gather the data and make use of statistical data that can help in the aspect of organizing data within the organization (Mele, Pels and Polese 2010).
The leaders in a learning organization has to have essential knowledge that can help in the effective management of the employees in an organization. I think that it is important that the leader should act on the basis of his learning that can help in the aspect of developing of the organization (Morgan and Dennehy 1997). An ideal leader should be able to transmit the knowledge to the other members of the organization that can pave the path for proper functioning of the organization. According to me, it is important that the leader should be able to build skills of work within the network that can help in connecting the followers that are physically separated. An effective leader in the learning organization can turn to best person whenever he needs that can help in encouraging members of the network.
The experiential learning theory of Kolb helps in combining experience, perception, cognition along with behaviour. According to me, experiential learning can be effective for an organization and knowledge can be created by the help of transformation pertaining to experience. The leader in a learning organization undertakes an activity and later on he reflects back on the particular experience. The leader tries to conceptualize the model on the basis of his observation (Buckingham 2005). The leader has to plan to test a theory in relation to forthcoming experience. According to me, the leader in a learning organization should possess diverging learning style and should have broad cultural interest that can help him in managing the employees in an organization. The leader having a diverging style will have an open mind that can help him in the aspect of adjusting to the environment. According to me, the leaders in a learning organization has a logical approach that can help them in the understanding of wide-ranging information (Pruzan et al. 2017). The leaders in a learning organization should have converging learning style and they tend to be more attracted to the technical tasks. I think that the leader should make use of the analysis of other people and the adoption of experiential approach can help the leader in the solving of problems (Boyd, Richerson and Henrich 2011).
The power of storytelling in communication of ideas and values in an organization
The individuals within a learning organization depends on interaction along with brainstorming that helps in solving a problem. I think that the theory-in-use can be utilised by an organization that helps the employees in solving the problems of the employees in a manner that is social. The leader in a learning organization learns with the help of actual events and it tries to induce what it has learnt from the event in the functioning of an organization. I think that an important practice of a leader in a learning organization should be to enquire into causes that can help in bringing an organization in the right track (Boje 1991). Values along with strategies of double loop learning should be able to govern the action within an organization that can help in the creation of an efficient environment. In the event of the sales being down, a marketing manager can make enquiries that can help him in increasing the sales of an organization. I think that rethinking of the process of sales can help in the prevention of fluctuation in future. The leader within the ambit of a learning organization makes use of new technology that can help in the aspect of recognizing lifetime value pertaining to the customers. According to me, the six-sigma approach can be utilised in an organisation for improving quality of the products along with services (Barton, Johns and Magee 2017). A learning organization can perceive the unrecognized marketplace need and create products that are new. According to me, it is important that the leader exposes the team to different kinds of learning resources like online videos and social media. An effective leader in a learning organization involves the people within the change initiatives so that the employees can learn regarding how to work with different set of the people.
The systems theory in a learning organization lays emphasis on the aspect of interaction. Learning should be used as feedback process and vital decisions made can help in changing the world. Smart system lays stress on learning which can help in managing the assets of the employees in an organization. Story can be successfully utilized in an organization which helps in communicating idea within an organization. Stories can prove to be more useful than statistics in managing employees in a company. Stories can help in evoking of emotions and it can prove to be great advantageous in triggering visual memory of employees of a company. Leader can act as an instructor that can help in providing proper guidance to employees within an organization. The learning organization has goals that are dynamic. The leader should be capable of building skill of work in network which aids in connection of followers in a company.
References:
Barton, A., Johns, N. and Magee, S., 2017. Looking beyond tasks to develop flexible leadership. British Journal of Healthcare Management, 23(2), pp.56-61.
Boje, D.M., 1991. The storytelling organization: A study of story performance in an office-supply firm. Administrative science quarterly, pp.106-126.
Boyd, R., Richerson, P.J. and Henrich, J., 2011. The cultural niche: Why social learning is essential for human adaptation. Proceedings of the National Academy of Sciences, 108(Supplement 2), pp.10918-10925.
Buckingham, M., 2005. What great managers do. IEEE Engineering Management Review, 33(2), pp.3-10.
Gagnon, M.P., Payne-Gagnon, J., Fortin, J.P., Paré, G., Côté, J. and Courcy, F., 2015. A learning organization in the service of knowledge management among nurses: A case study. International Journal of Information Management, 35(5), pp.636-642.
Kim, J., Egan, T. and Tolson, H., 2015. Examining the dimensions of the learning organization questionnaire: A review and critique of research utilizing the DLOQ. Human Resource Development Review, 14(1), pp.91-112.
Mele, C., Pels, J. and Polese, F., 2010. A brief review of systems theories and their managerial applications. Service Science, 2(1-2), pp.126-135.
Merzenich, M., 2017. Plasticity-based training: building the ultimate learning organization. Development and Learning in Organizations: An International Journal, 31(6), pp.4-6.
Morgan, S. and Dennehy, R.F., 1997. The power of organizational storytelling: a management development perspective. Journal of Management Development, 16(7), pp.494-501.
Ngah, R., Tai, T. and Bontis, N., 2016. Knowledge management capabilities and organizational performance in roads and transport authority of Dubai: The mediating role of learning organization. Knowledge and Process Management, 23(3), pp.184-193.
Pruzan, P., Pruzan-Mikkelsen, K., Miller, D. and Miller, W., 2017. Leading with wisdom: Spiritual-based leadership in business. Routledge.
Smith, R., 2016. Organisational Learning: An integrated HR and knowledge management perspective. Routledge.
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