Organizational learning: framework and theories of learning
“A learning organization is such that helps its employees in continuous learning so that the organization can transform itself continuously. The aim is to investigate the factors that make an organization, learning organization. It is said that leaders think that providing a clear vision, assisting the employees with more incentives and providing lots of training makes a learning organization (Gould, 2016). However, according to me various other factors help the employees to learning various new concepts. It includes team building, timely changes in the organization, and assisting employees in learning various new methods. Authors through this article have presented the three factors that are important for organization. The first factor in learning organization is supporting environment in the organization. A supportive environment facilitates the employees to freely express their ideas. Concrete learning practices are the second aspect that makes the organization a learning organisation. It is stated that a learning organization is not cultured easily (Klinge, 2015). It is required by the learning organization to involve certain steps to learn the various processes. In my idea, knowledge is necessary in the organization to share among different staff. It is not necessary that it is shared from the top-level management (Fillion, Koffi & Ekionea, 2015). Sometimes, it is essential to take the ideas from lower level management so that they can learn deviation in their ideas and improve themselves. The third factor in the organization learning is leadership that reinforces learning. The author stated that when leaders actively involve the employees, they feel encouraged to learn something. This factor underlines some limitation because there are some other things in the organization that helps employees to initiate something such as involvement in decision-making (Garvin, Edmondson & Gino, 2008).
From the findings, it is concluded that there are various changes that occurs in organization. Therefore, organizations are required to keep the employees updated regarding those changes so that they can learn something from those changes and apply them in the organization. These organizations are more likely to adapt challenges that are coming on the way.
The article presents the conceptual framework of organization learning and organizational change. The main aim of this paper is to provide the relationship between organizational change and organizational learning. Organisational learning starts when from the individual in the organization. Therefore, learning in the organization starts from starts from individual. It is not necessary that individual learning will always lead to organizational learning. It depends on the organization to assimilate individual learning into the organizational learning (Alvesson & Sveningsso, 2015). Hence, organizational learning is a change process that depends on the organization capability to acquire and retain the knowledge that helps it in bring competitive. According to me, various factors indicate individual learning in the organization. This can be explained by certain theories. Behavioural theory believes that learning is a process of through that an activity is invented and changes by responding to an encountered situation (Olson, 2015). However, this theory has some limitations because it is a temporary state of a human being. On the other hand, cognitive theory states that there are various other factors other than behaviour in the organization (Anderson, 2016). This theory recognises the learning through association with the expectancy and environmental clues. It is seen that there are various programmes are designed to strengthen the relationship between cognitive clues such as job and organizational procedures, supervisory and expectations of workers such as incentives for good performance (Bandura, 2014). As per my opinion, this theory plays an important role in the organization to bring successful changes in the organization.
Practices of learning organization
According to different theories of management, there are certain practices in organizational learning. The first and foremost practice is the reward and punishment. A rewards is something that facilities learning in an individual in an organization. I have seen that reward is most important tool that motivates an individual to learn more in the organization. Different organizations have several programs to provide rewards to its employees. These programs are designed to provide the linkage between performance and rewards in the organization. Promotion and monetary incentives directly link with the individual performance. In my understanding, some people are not able to grab the information quickly than others (Park, Song, Yoon & Kim, 2014). For these persons, Rewards play a major role in understanding in depth the information and use it is the organization learning. It is obvious that person will forget the knowledge that is acquired through learning. Three processes drive the organization learning- creation of knowledge, retention, and transfer. Knowledge creation depends on the experience of a person. We have seen that organization gain knowledge when implicit and explicit knowledge is strengthened (Serrat, 2017). Knowledge transfer is a mechanism through which experience spreads in the organization. In every organization, when a person gains experience and spends too much time will be able to gain more experience. Knowledge management system can help the employee in facilitating transfer of information. At last, Knowledge retention can drive the organization learning. Learning of the organization depends on the organizational memory. It is counted by certain measures such as rate of deterioration over time and cumulative knowledge. This is directly linked to the behaviour of persons because some persons cannot retain their knowledge over time while some are expert in retaining until long time. This made a positive impact on me to give extra output so that reward can be linked to my performance.
In today’s business environment, teamwork plays an important role in improving the learning skills. Taking the example of my own, teamwork helps in improving the communication skills and provides various ideas regarding one topic (Alfonso & Flanagan, 2018). Therefore, it is important for every organization to start group activities so that people can learn the importance of working in team. Peter Senge in his book stated that most organizations learn poorly. In my opinion, various ways can overcome the learning disabilities of any organization. Organization can address the whole disabilities and examine their interrelationships between parts (Georgalis, Samaratunge, Kimberley & Lu, 2015). Besides this, sharing vision of each other in organizations can help in removing the learning disabilities. Above these all strategies, team learning plays an important role. It has helped me in removing my learning disabilities. Working in group has helped me in learning the different aspects to retain the knowledge. However sometimes, ideas of various people are provoking that put a negative impact in working in team. Ideas of various people put a hindrance also in my learning capability (Katzenbach & Smith, 2015). Besides all these, learning disabilities can be removed when people from all the levels in the organization interact with each. I have seen most of the organization is so successful by involving every level of person in decision-making. However, sometimes manager do not take the ideas of lower level in concern that provoked by idea of meeting with senior manager. From the findings, it is concluded that teamwork provides the more understanding by merging the ideas of various person. It can help us in knowing the importance of working in group.
Role of teamwork and strategies to overcome learning disabilities
Organizational culture is a structure of shared expectations; values as well as beliefs that govern the people behave in an organization (Alvesson, 2016). Various changes occur in the outside environment that requires the organization change in some form. Organization can take several measures to overcome the resistance to change. By underlining, the benefits of those changes help an employee to accept those changes. Employees are required to know the importance of those changes in order to overcome the resistance of those changes (Hon, Bloom & Crant, 2014).Organization should understand the reason of employees why they are resisting the change. Sometimes employees resist from the fear of burden. It is obvious that if any changes occur in the organization, it must increase the workload on employees. By understanding this concept, it puts positive as well as negative impact on me. There are various set of policies made by various organization to resist change (Cummings & Worley, 2014). These policies help the employee’s to understand the concept of change. It helps me in understanding the importance of changes that can occur in the organization. I have seen most of the employees resist the idea because they are not aware about the possible outcomes from that change. Therefore, the idea is first required to discuss with the employees. As a student, we also have to go through various changes in life that we have to go through. This aspect has helped me to know the positive outcomes of change. It is being concluded that change is the most essential thing in life that is must to undertake.
References
Alfonso, V. C., & Flanagan, D. P. (2018). Essentials of specific learning disability identification. United States: John Wiley & Sons.
Alvesson, M. (Ed.). (2016). Organizational culture. London: Sage.
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. United Kingdom: Routledge.
Anderson, T. (2016). Theories for learning with emerging technologies. Emergence and innovation in digital learning: Foundations and applications, 35-50.
Bandura, A. (2014). Social cognitive theory of moral thought and action. In Handbook of moral behavior and development(pp. 69-128). United Kingdom: Routledge.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Boston: Cengage learning.
Fillion, G., Koffi, V., & Ekionea, J. B. (2015). Peter Senge’s learning organization: A critical view and the addition of some new concepts to actualize theory and practice. Journal of Organizational Culture, Communications and Conflict, 19(3), 73-102
Garvin, D. A., Edmondson, A. C., & Gino, F. (2008). Is Yours a Learning Organization? Harvard Business Review, 86(3), 109-116
Georgalis, J., Samaratunge, R., Kimberley, N., & Lu, Y. (2015). Change process characteristics and resistance to organisational change: The role of employee perceptions of justice. Australian Journal of Management, 40(1), 89-113.
Gould, N. (2016). Introduction: the learning organization and reflective practice–the emergence of a concept. In Social work, critical reflection and the learning organization (pp. 11-20). United Kingdom: Routledge.
Hon, A. H., Bloom, M., & Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance. Journal of Management, 40(3), 919-941.
Katzenbach, J. R., & Smith, D. K. (2015). The wisdom of teams: Creating the high-performance organization. Brighton : Harvard Business Review Press.
Klinge, C. M. (2015). A conceptual framework for mentoring in a learning organization. Adult learning, 26(4), 160-166.
Olson, M. H. (2015). Introduction to theories of learning. United Kingdom: Routledge.
Park, Y. K., Song, J. H., Yoon, S. W., & Kim, J. (2014). Learning organization and innovative behavior: The mediating effect of work engagement. European Journal of Training and Development, 38(1/2), 75-94.
Serrat, O. (2017). Building a learning organization. In Knowledge solutions (pp. 57-67). Springer, Singapore.
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