What it takes for companies to become effective learning organization?

What it takes for companies to become effective learning organization?

What is your philosophy of a learning organization?

In line with the establishment of a learning organization, the focus and the concentration is largely kept upon learning, adopting it as a constant process and on the basis of it, nurturing further opportunities of learning and development for all employees working in the organization. According to Gavin (1993), “"learning will only occur in a receptive environment”; this clearly shows traits of flexibility and experiences that aid the process of learning. In addition to this, the founding culture in the organization is such that learning and knowledge dissemination is a prominent factor, paving its way to become a competitive advantage for the organization.

What should it look like, what are its characteristics?

For an effective learning organization, there is a certain investment of skills, traits and characteristics that are vested upon, developed and practiced by leaders of the organization. One needs to understand and comprehend the changes and the challenges that not only does a company and organization tend to make way for laying the guidelines and blueprints for subordinates and the employees to follow, but also for them to call for bringing in change to the organization for further improvement and stronger presence.

Not only does a learning organization invest into open experiences, but also promotes knowledge sharing, directly proportional and positively related to the realm of innovation, investing and developing processes that would promote learning and implement them for organizational development (Gavin, 1993).

How can you determine and assess that it is a learning organization?

A learning organization shows a great understanding and comprehension of the changes and the challenges that have been intended altogether in the long-run. In the world that we live in today, companies and organizations that are unable to change their old, contemporary ways become obsolete or close to non-existent.

These days, as companies move ahead working and performing their operation on the model of collaboration and coordination, not only does it become immensely challenging for organization to continue rendering their efforts and skills into effective organizational development, but also would be providing constructive and productive outcomes, which would transcend onto the entire organization, bringing all members of the organization into the influx of learning and knowledge.

Senge provided a detailed analysis and comprehension of all those factors and constituents that combine to develop and establish effective learning organizations, but also call for analyzing and comprehending how these learning organizations tend to improve and further streamline with their goals, targets and the reason of existence.

Hence, to summarize and conclude all findings in a holistic context, not only would a learning organization invest its efforts and skills into developing and establishing a better outcome, but also would be able to make way to bring about long-term, concrete and profound changes onto their employees.

These employees would not only align their personalities and their goals with those of the organization, but also would be able ...