Learning organizations



Concept of learning organizations came to light in early 1980’s but the basic ideas about the concept is developed after world war II (Garratt, 1995)

Learning organization can be defined as” an organization which facilitates the learning of all its members and continuously transforms itself” (Pedler, et al., 1997)
Source:http://knowledgenirvaanaa.blogspot.com/2015/11/getting-it-right-top-5-list-describing.html


There are three dimensions in organizational learning

Individual Dimension- Learning at individual level, here employee’s pursuer learning, managers encourage learning and organizations support managers in encouraging learning of employees (Canada Public Service Agency , 2017)

Group Dimension- At group level organizations try to create fluid movement of knowledge and experience across the organization. (Canada Public Service Agency , 2017)  Team discussions emphasize the organizations respect towards diversity of opinions and ideas are viewed as opportunities to develops and mistakes as opportunity to learn (Canada Public Service Agency , 2017).  

Organizational Dimension -At organizational level connect learning to transform the organization. Learning organization can be described as an instrument of change they see learning as a driver of productivity (Canada Public Service Agency , 2017). 

Transformational Roles


Executive Leadership-  Most influential leadership of an organization. Senior executives who encourage people to question, to reflect, to debate, and to learn are the back born of learning organizations (Canada Public Service Agency , 2017)

HR Professionals – Key agents in building a learning organization, create vision, mission based on existing situation and where it need to be make planes and structures to execute the planes and achieve the goal of creating a learning organization (Canada Public Service Agency , 2017).  

Learning Organizations have advantages in   

1.       Innovation

2.       Knowledge sharing

3.       Problem Solving

4.       Efficiency and productivity (Alexander, 2019)

Studies shown that learning organizations has a positive impact on knowledge and financial performance of an organization (Kyoungshin , et al., 2016) so moving towards a learning organization is beneficial to both employees and to organization.


References


Alexander, R., 2019. Bloomfire.com. [Online]
Available at: https://bloomfire.com/blog/benefits-learning-organization-culture/
[Accessed 30 04 2019].
Canada Public Service Agency , 2017. A Primer on the Learning Organization , s.l.: https://www.tbs-sct.gc.ca/dev/dwnld/lapn-eng.pdf.
Garratt, B., 1995. An old idea that has came of age. People Management, 1(19), pp. 9-25.
Kyoungshin , K., Karen , W. E. & Zhenqiu, L., 2016. The impact of a learning organization on performance: Focusing on knowledge performance and financial performance. European Journal of Training and Development, 41(2), pp. 177-193.
Pedler, M., Burgoyne, J. & Boydell, T., 1997. The Learning Company : A Stratergy for Sustainable Development. 2nd ed. Berkshire: McGraw-Hill publishing company.

Comments

  1. Nismi RaufMay 6, 2019 at 3:02 AM

    Knowledgeable article

    ReplyDelete
  2. Naz Journals May 11, 2019 at 5:35 AM

    The concept of decision support systems (DSS) is used by corporate executives to help them make decisions for the future. The advantages of DSS is that it makes implicit knowledge explicit. This makes additional knowledge available to the organization and allows the organization to learn better because explicit knowledge tends to spread faster through an organization.

    ReplyDelete

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