Learning Organization
Learning Organization
Introduction
Organization learning is defined by Pedler et al (1997) as “facilitates the learning of all its members a continuous transforms itself” (Armstrong, 2014). Organization learning and learning organization are two conceptual metaphors where organization learning is a purposeful process inspired by leadership for individual or group of employees and learning organization is a place that transforming knowledge and creation of employees by aiming competitive advantage of the organization (Bratlanu, 2015). A learning organization is an organization which offers their employees for continuous deploy their capabilities to achieve their actual targets with new thinking patterns, common hopes so they learn how to learn together as well (Senge, 2011 cited in Lune, 2016, p.3). As Ortenblad (2001) explains, learning organization is a type of processes or activities of learning of an organization.
Characteristics of Learning Organization
Unger (2002)
explained, continues self- transformation of an organization as a learning
organization must have potential of,
- Anticipation
and face changes of the company in a proactive methodology
- Flexibility
of individual contribution must be kept up and proved
Learning organizations are collection of relative opened
system due to mutual relationships with surrounding, relative dynamic
system due to continuous changes of learning process, relative
underdetermined system due to rules and structure of learning process is
not to hinder but to increase effectiveness and are self-organized and
structure determined due to align to soak a possible freeze with suitable
self-organized processes (Liebsch,2011 cited in Lune, 2016, p.4). according to
Armstrong (2014), learning organizations are performance well for five things.
- Systematic problem solving
- Experimentation
- Learning from experience
- Learning form others
- Transferring knowledge effectively
and efficiently
Garvin (1993) also explains there are five building blocks
that learning organizations have to be skilled with and this systematic problem solving includes with
“Plan-Do-Check-Act” cycle and “fact-base management”.
According to
Garvin (2008), A
supportive learning environment has four characteristics,
- Psychological safety
- Appreciation of differences
- Openness to new ideas
- Time for reflection
Experience in learning organization
-
Toyota
kata
The best example of effective performance with continuous
improvement of organization learning process is the “Toyota kata” which is a
systematic problem-solving method penetrated in Toyota’s management and it
implements successful management which is based on continuous improvement (Bratianu,
2018). According to Rother (2010), Plan-Do-Check-Act (PDCA) are the four stages
(Table -1) of the process cycle of Toyota operation process which fulfill the
symbolic formula “No Problem” = “A Problem”.
Table – 1:
PDCA cycle of Toyota kata
|
Plan |
what to do defined with experience which define target
condition and working hypotheses |
|
Do |
try to implement and test hypotheses |
|
Check |
compare outcome with expected outcome |
|
Act |
standardize & stabilize the work or do PDCA again |
Source: Bratianu, 2018
Toyota is the only company that actually manage by means,
not results which means, it drives from without regard how the action of the
people effect to process to achieve financial target (Rother, 2010). However,
starbuck & Hedberg (2003) argued that continuous improvement is not a
sufficient force to drive the learning organization towards strategic
achievement of the organization.
-
Organizational
learning and Apple’s success
Five disciplines introduced by Senge (2010) specifically,
system thinking, personal mastery, mental model, shared vision, team learning
have been practiced by Apply company via streamline their operations. They
exhibit organization learning through knowledge base products and services by
developing knowledge of employees and mental model application generating etc.
(Lashinsky, 2012).
-
Other
organizations
Organizations that make continuous improvement through
learning organization are mainly identified as, Ray Stata of Analog Devices,
Gordon Forward of Chaparral Steel, Paul Allaire of Xerox also rapidly changing
businesses like electronic consumers, telecommunication items also absorb fast
taking of this idea (Garvin, 2008).
The organization I have worked is a telecommunication-based service organization which practices learning organization culture from the beginning of the company. Since it is under rapidly changing technology-based company, continuous improvement of employee skills and knowledge and innovation, work though experience are essential in the field of telecommunication. Repeating of old practices and opportunities for new ideas and processes take place. Subject expertise and experienced employees are welcome to the training centres to share their knowledge with the team, gather ideas before purchasing extended processes or products makes significant sense of improvement of performance of the business for a long lasting period of time.
References
1. Armstrong, M. and
Taylor, S. (2014) Armstrong’s
Handbook of Human Resource Management. 13th ed. New Delhi, Kogan Page
Limited.
2. Bratianu, C. (2018). Organizational Knowledge Dynamics:
Managing Knowledge Creation, Acquisition, Sharing, and Transformation.
Hershey: IGI Global.
3. Garvin, D. A. (1993) Building a Learning Organization, Performance
Measurement, Harvard Business Review, [Online], March 2008,
available from: < https://hbr.org/1993/07/is-yours-a-learning-organization>
[accessed on 16th August 2021].
4. Garvin, D. A. (2008) Building a Learning Organization, Performance
Measurement, Harvard Business Review, [Online], March 2008,
available from: < https://hbr.org/2008/03/is-yours-a-learning-organization>
[accessed on 16th August 2021].
5. Lashinsky, A. (2012). Inside apple: how America’s most
admired and secretive company really works. Grand Central Publishing, New
York
6. Lune, A. (2016) The learning organization. Creative and
knowledge society. 6(13), p.3.
7. Mratlanu, C. (2015) Organizational knowledge dynamics:
managing knowledge creation, acquisition, sharing, and transformation.
Hershey: IGI Global. DOI: 10.4018/978-1-4666-8318-1.ch012
8. Örtenblad,
A. (2001) On differences between organizational learning and learning
organization. The Learning Organization, 8(3), 125-133.
9. Rother, M.
(2010) Toyota kata. Managing people for improvement, adaptiveness, and
superior results. New York, NY: McGraw Hill.
10. Starbuck,
W.H. & Hedberg, B. (2003) How organizations learn from success and failure.
Handbook of organizational learning & knowledge Oxford, UK.
11. Unger, H. (2002) Organisationales lernen durch teams,6th
ed. Rainer Hampp Verlag, München und Mering
Hi Thushari,
ReplyDeleteLearning is essential to organizations. Furthermore, many scholars prove that immense changes in the economy, globalization, and technology affect the organizations' culture and life. This era product and the profits are not important along. Profits and products are no longer available without continuously learning improvement (Schwandt and Marquardt, 2000).
es Amila, not only with the globalization, but with the effect of digitalization and the rapid change in the technology, certain jobs become redundant with the replacement of machines in present days. Further, education and competence becomes necessary for those in current positions and those wishing to be promoted in the future. G.P. Nunvi (2006), While offering suitable training in effective manner is not a spent of money but investing for short term as well as long term benefit of the company, while continuous training and development programs is an instrument to increase productivity of the workplace (Maimuna & Nda, 2013)
DeleteWith tougher competition, technology advances, and shifting customer preferences, it's more
ReplyDeletecrucial than ever that companies become learning organizations. In a learning organization,
employees continually create, acquire, and transfer knowledge—helping their company (DA Garvin, AC Edmondson, F Gino - Harvard business review, 2008)
Yes, Chandana. Learning organization are differ from traditional organizations since it covers creativity, knowledge transferring and motivation of employees though training and development (Luhn, 2016). Unger(2002) mentioned that organization learning has to occur collective learning process to cater employees. Also he described that learning organization is the place people can learn how to learn together. As you also mentioned, self-transformation of whole company resulting with proper learning style provided by learning organization(Liebch, 2011).
DeleteAgreed Thushari, profits are not necessarily a good guide to organizational maturity. There are many reasons why some firms can make extraordinary profits that have little to do with learning and development. Being able to spot whole system thinking and the subtle, tell-tale signs of the learning organization are the only ways to predict that an organization will continue to gain a competitive advantage from the way it, and its people, learn how to create more value together. (Paul, 2015)
ReplyDeleteYes as mentioned Toyota kara is the best example to show competitive advance for an organization which shows continuous improvement of systematic problem solving(Bratianu, 2018). Even most of the employees also recognized that learning organization is able to increase their professions (Feldman, 2000) and ultimately increase salary of them(Dillich, 2000). The competitive advantage in changing business environment is high for learning organizations(Cunniff, 2000).
DeleteAgreed with what you mentioned. Learning and development, often called training and development, forms part of an organization’s talent management strategy and is designed to align group and individual goals and performance with the organization’s overall vision and goals( HRzone, 2021). Therefore this is highly important factor in modern day management as it leads organizations to increase its overall performance and effectiveness through skilled employees. To become skilled employees learning organization concept pays a vital role which finally leads skilled employees with best attitudes to achieve organizational goals.
ReplyDeleteYes Roshini, it is identified that learning organization is a widespread philosophy in the new normal via contemporary business society(Karim & Rahman,2019). Senge(1990) emphasize that while building learning organization it has to be used different techniques and strategies to achieve the target. Gino(2008) suggested building block of learning organization have to be vital to the whole and measure separately to get maximum outcome.
DeleteAgreed. Further, training and development are complementary parts of the same process. They are interlinked and interdependent, rather than sequential and hierarchical. Training and development is very crucial to the employees, the organization and their effectiveness (Devi & Shaik, 2012). Staff training and development can occur simultaneously or complementary, but the two do not necessarily have direct relations to each other (Comma, 2008).
ReplyDeleteTraining and development are bonded together to bring effective outcomes from the employees to them selves and to the organization, the dimensions of learning organizations are useful to measure that effectiveness as employee satisfaction and performance of them(Watkins & Marsick, 1993). The process of learning organization use different techniques to fulfill the requirements as team learning, system connection. Knowledge management, share vision etc(Karim & Rahman, 2019).
DeleteAgreed. Learning and training for work in the knowledge society, for building skill-based economies and societies has been a highly discussed topic (ILO, 2003)
ReplyDeleteYes Chathuri, skill building is also covered under training and development to face skill-based economies specially in the new normal. Organization I have worked for also plays major role of that type of training specifically cable laying, fiber splicing and all these are properly handled by training and development division of ours. Development programs enhance their capabilities, increasing critical and strategic imperative in the organization(Sheri, 2007). While considering skill development employee continuous development ]have to be done for organization success(Khawaja & Nadeem 2013).
DeleteAgree thushari , And also organizational learning and learning organization are constructs based on metaphorical thinking (Sara, 2001). “It stems from an analogy, namely, the idea that a goal-oriented social structure, such as an organization, is able to learn like an organism” (Maier, Prange & Von Rosenstiel, 2003).
ReplyDelete