Learning Organizations

Learning Organizations

Introduction

The word learning has been generally used to describe those lasting changes in behavior not attributable to the maturation of the person or the evolution of the organization. This paper deals with the organizational learning. The basic thesis statement for this paper is as follows: "the organization can become a learning organization if it facilitates the learning of all its members and itself undergoes a continuous transformation."

Learning Organization

The learning organization focuses on the exchange of knowledge management at all levels, hierarchical and functional organization. This type of business organization assumes that the knowledge accumulated in the employee only has value if it flows, from individual to individual, from group to group and from organization to organization(Argyris, & Schön, 1991). Thus, the exchange of this knowledge is seen as a new form of capital, and their effective management provides the competitive edge needed to survive in the market (Watkins, & Marsick, 1993). The learning organization is a model, a philosophy that can be implemented in all types of businesses. In each of them will be different depending on the objectives and the tools used to carry them out.

Successful companies are characterized, above all, from the fact that they adapt faster than their competitors to changes and new requirements. The companies that learn quickly, have the competitive edge (Antal, & Rosenbrock, 2001). The concept of learning organization was developed by Peter Senge. In practice, various related approaches have been successfully implemented. The learning organization is characterized by a dynamic, targeted and effective corporate culture. The aim of the learning organization is to unlock the learning potential at all levels of the organization (Daft, & Huber, 2006).

Characteristics of Learning Organizations

There are many opinions about the properties that should have an organization to be “Learning”. However, most authors agree upon 11 common characteristics of a learning organization. These 11 distinctive characteristics of learning organizations are listed below:

Orientation by Vision and Mission Statement 

Information Openness

Internal communication services

Approach to Developing a Strategy

Participatory Management Policy.

Accounting and Control of the Organization

Flexible mechanisms of remuneration

Structure that provides employees opportunities

Constant “Scan” of the Environment

Joint Projects of the Organization and Related Groups

Climate Conducive to Learning (Antal, & Rosenbrock, 2001)

Observable Behaviour and Results for the Characteristics

Orientation by Vision and Mission Statement 

Learning organizations always attach importance to the fact that their personal vision of the organization is not understood and are shared by all employees. This ensures that the employees are focused to a common goal and there performance adds value to the organization.

Information Openness

Information is used to understand and ensure that right decisions are made and not only as the basis for reward or punishment. This results in innumerable suggestions for process improvements that help enhance the organizational processes.

Internal communication services

Each division and supplies, services consumed, units, departments and sections have a real opportunity to act on their own. Internal communication makes it possible for the entire team to be connected with all the updates and work accordingly.

Approach to Developing a Strategy

Strategy and policy of the company are treated as continuously occurring ...