Introduction to Learning Organization
Since
1920 the concept of learning organization was evolving as scholars were studying
learning systems (Coulson-Thomas, 1996, cited in Ngozi et al., 2017).
Over the period of time corporate culture has been changed drastically to cope
up with present globalized science era. Therefore “change” and “learning”
has become most important words for an organization today. Prominent
factor for organizations in today’s business era is change and to achieve the
goals and objectives, it has to learn and implement those changes (Farrukh and
Waheed, 2015). As a result, the concept of learning organization has been
developed in corporate cultures to achieve success. The following video clearly describe what is a learning organization and outcome of a learning organization.
Video 1 : What is a learning organization
Source : Child and Youth Mental Health (2014)
According to the above video, learning organization eventually leads to better service, better outcomes and better communications. This has clearly explained by scholars. For example, as per Farrukh and Waheed (2015) learning organization
concept has been originated to achieve competitiveness. Innovation, flexibility and improvement are assured in learning organization
as it is well organized both culturally and structurally (Huysman, 2000).
According to Yadav and Agarwal (2016), employees of learning organization
considered to be fully inspired as they work collectively to reach individual
and team goals. Sudharatna and Li (2004) mentioned that for decades
concept of learning organization has been closely bound to business
environment. They further states that becoming a learning organization will
pave the way to gain competitive advantage while keeping ahead of changing
business environment.
Definition of a Learning Organization
Concept
of learning organization was developed by Senge in 1990 and he defined it as
“Organization where people continually develop their capacity to achieve
results they desire, whereby new patterns of thinking are natured, collective
aspirations are freed and people learn to learn together” (Dawoood et al.,2015,
p.94). As per Senge, to form a learning organization five disciplines such as
"personal mastery, mental models, a shared vision, team learning and
systems thinking" are necessary (Ngozi et al., 2017, p.68).
Farrukh and Waheed (2015) defined learning organization as an organization
which is continuously changing while assisting its employees to learn.
Reference
Reference
Child
and Youth Mental Health (2014)What is a learning organization[Online].
Available at <https://www.youtube.com/watch?v=izkXtw1tDeg>. [Accessed on 4th November 2019].
Dawoood,
S., Memoona, S., Fahmeeda, and Ahmed A. (2015) Learning organization-
conceptual and theoretical overview. International Journal of Humanities
Social Sciences and Education, 2(4), p. 94 [Online]. Available at
<https://www.arcjournals.org/pdfs/ijhsse/v2-i4/12.pdf>. [Accessed on 18th
November 2018].
Farrukh,
M and Waheed, A. (2015) Learning organization and competitive advantage- an
integrated approach. Journal of Asian Business Strategy, 5(4), pp.73-79
[Online]. Available at <www.aessweb.com/journals/5006.>. [Accessed on 14th
November 2018].
Huysman,
M. (2000) An organizational learning approach to the learning organization. European
Journal of Work and Organizational Psychology, 9(2), pp.133-145 [Online].
Available at < www.informaworld.com/smpp/title~content=t713684945.>.
[Accessed on 15th November 2018].
Ngozi,
N., Oluseye, O.O., Faith, A and Ogunbowale, B. (2017) Learning organization in
business research: a review on literature. An Open Access Journal Available
Online, 1(2), pp.68-77 [Online]. Available at
<journals.covenantuniversity.edu.ng>. [Accessed on 19th
November 2018].
Sudharatna,
Y and Li, L. (2004) Learning Organization characteristics contributed to its
readiness to change: a study of Thai mobile phone service industry. Managing
Global Transitions, 2(2), pp.163-178.
Yadav,
S and Agarwal, V. (2016) Benefits and barriers of learning organization and its
five disciplines. Journal of Business and Management, 18(12), pp.18-24
[Online]. Available at < www.iosrjournals.org.>. [Accessed on 14th
November 2018].
ReplyDeleteHi Chathurika, further to what you mentioned above, below explanations brought by some other authors on learning organization philosophy.
In the current competitive environment, 70:20:10 learning frame work has become the most popular organizational learning strategy which involves producing phenomenal outcome to their own clients since most of the learning occurs as part of the workflow rather than away from work. It extends the focus on learning beyond the classroom. Further it is stated that learning occurs in the workplace through practice, experience, conversations and through networking. Basically, learning can happen through structured development activities, as a part of the daily workflow or through working with the experts (Jennings and Wargnier, 2015). Organizations that encounter higher levels of organizational learning have a supportive organizational culture which help improves individual learning through acquiring, improving, and transferring knowledge. Hence, the organizational culture which has essential attributes such as open communication, team work, providing challenging work, innovation and trust create positive and strong support to implement a learning organization. Accordingly, learning organization philosophy will increase work motivation amongst the employees (Pool, 2005).
Learning organization concept is well-established and has received considerable attention as it’s associated with the improved financial performance of the company. Generally, learning organizations are market-oriented while promoting flexible and leadership facilitative culture. They also identified that the organizations which support a culture that empower people toward a collective vision, encourage collaboration and team learning, use leaders who model and support learning at the individual, team, and organizational levels, promote inquiry and dialogue and connect, create continuous learning opportunities that would direct their journey towards the concept of learning organization (Howton et al.,2002).
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ReplyDeleteThank you for your valuable contribution to my blog Nilmini. As you have rightly investigated, the 70:20:10 concept is known to be a powerful change and motivating concept. Scott(2016) states that 70:20:10 learning concept assure the employees of acquiring range of skills and knowledge which is necessary to perform their roles through on the job learning rather than classroom based learning. He further mentioned that this learning concept is known to be a change agent and powerful motivator which can use to review the existing learning and development activities. Learning organization's main out come is to achieve competitive advantage through innovation. Hussain et al. (2013) state that innovation and increase organizational performance are the strongest pillars in a learning organization.
ReplyDeletelearning organization influence continuous learning and development which results adaptability to change. There have been many positive impacts recognized through learning organization such as to improve quality, performance, innovation and competitive advantage, to increase adaptability to change, expansion of boundaries, improving corporate image and employee engagement, satisfaction ,motivation (Yadav and Agarwal, 2016).
Hi Chathurika , Adding some more insights to what the article has elaborated a learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights. Gravian .D A(1993).Further Organizational learning can usually be traced through three overlapping stages. The first step is cognitive. Members of the organization are exposed to new ideas, expand their knowledge, and begin to think differently. The second step is behavioral. Employees begin to internalize new insights and alter their behavior. And the third step is performance improvement, with changes in behavior leading to measurable improvements in results: superior quality, better delivery, increased market share, or other tangible aspects.
ReplyDeleteThank you Amali for your valuable comment. Yes, a learning organization change and enhance the employees thinking pattern and knowledge for it to achieve competitive advantage through innovation. According to Sachan et al. (2016), learning organization needs expansion of duties, responsibilities and require individuals to work as a team with common vision. Further effective knowledge management helps a learning organization to achieve its vision and mission (Anna, 1997). However, Amali, lerarning organization and organizational learning are two different concepts. According to Anders(2001),learning organization and organizational learning are two different concepts. Through 70:20:10 learning concept, 70% of on the job experience & 20% from learning from others will change behavior and knowledge of an employee. Further 10% will change employee and organizational performance through formal or innovative learning methods.
DeleteDear Chathurika , learning organization is an organization which learns through its members individually and collectively to create competitive advantages by developing a facilitative system through the process of self-development and information sharing by empowering the employees. It is the relationship among; empowerment, self-development, information sharing, facilitative leadership and innovation with learning organizations. According to researchers empowerment is considered to be an important attribute of learning organizations and empowerment is the opinion that acts as an essential feature for an organization to increase its learning ability of an organization. Personal mastery or self development is described as one of the core disciplines need to build a learning organization. Information sharing is also very important for an organization to be LO. Information sharing is vital to the success of any organization. Leadership is essential to organizational learning and leaders of learning organizations are facilitators and mentors(Muhammad and Abdul,2015).Further learning organizations are
ReplyDeletebetter able to go through change quickly; change is inevitable for most business today as external environment have become continuously unstable. It is also discovered that though collaborative learning encourages synergy and it is valued over individual learning; both forms of learning are beneficial to the company( Dupe ,2011)
Nadeesha, as you correctly stated adaptability of change is the most important component of a learning organization. According to Crowford and Strohkirch (2002), learning organization is able to address to the rapid changes both internally and externally. A positive relationship with change is one of the strong characteristic of learning organization(Hengfu,2014). Characteristics of learning organization can be categorized into the areas of employee empowerment, information flow, open communication, knowledge transfer and cultural values (Sudharatna and Li, 2004). According to Senge (1996) the main characteristics of learning organization are personal mastery, mental model, shared vision, team learning and system thinking. Information flow is also necessary for an learning organization as it will encourage internal communication with connectivity. Fast,clear, focused, free and open communication network among members is essential in supporting learning in learning organization (Sachan et al., 2016).
DeleteUnlike other organizations effectiveness of learning organization is heavily dependent on the leadership factor in the organization. Through interpersonal communication and support given to the employees, leaders communicate vision clearly throughout the organization (Odor,2018).
Dear Chathurika, the five disciplines that you have mentioned in your blog are surely the learning organizational practices. In the year of 1990, Peter Senge’s book states that the most important discipline of the five is systems thinking. It’s a specific form of thinking which is based in theory, supported with research and systems thinking generates sustainable transformation in organizations.Senge believes the fifth discipline (systems thinking) is important because it underlies the other four disciplines as well. Also, the other four disciplines are combined in the idea and use of systems thinking (Marilyn and Henry, 2003).
ReplyDeleteThank you Nipuni for your valuable contribution to my blog. Yes, lot of scholars have been explaining characteristics of learning organization according to the Senge five disciplines. Yaslioglu et al.(2014) state that widely accepted features of a learning organization are the five disciplines introduced by Senge such as personal mastery, mental models, shared vision, team learning and system thinking. System thinking discipline focus on interrelationships and patterns of change (Amidon, 2005). Desta (2009) state that through system thinking, current organizational environment and its impacts can be understood. Farrukh and Waheed (2015) state that system thinking provides the real picture on how the company works. Therefore system thinking looks at the big picture and the practical application of theories.
ReplyDeleteWhen most of the learning organization concepts present features that are characteristic to it, Senge’s (1990) approach is somewhat different as in his view learning involves a fundamental shift or movement of mind and not just the management or leaders, but all members should develop certain disciplines in moving towards learning organization. Those disciplines are: systems thinking, personal mastery, mental models, building a shared vision and team learning. According to Senge (1990) system thinking is the cornerstone of learning organization as it integrates all disciplines into a coherent body. In the framework of an organization people should learn to realize how their company works as a whole and how their actions are contributing/blocking its developments. Personal mastery is achieved when people become committed to their own lifelong learning, learn to focus their energies on their personal visions and see reality objectively. The latter is closely connected to understanding our mental models or assumptions and beliefs that influence our behavior. Building a shared vision is about forming a plan and a strategy everyone can understand and agree with. Team learning is a collective process that enables to put the shared vision into action.
ReplyDeleteJancy, In building a learning organization Senge has emphasized on five principles such as personal mastery, mental models, shared vision, system thinking, team learning (Ngozi et al., 2017). System thinking has been introduced as fifth discipline because it underlies all five disciplines (Coto, 2012). He further state that through system thinking encourage to see employees as active partners which act in present to create future. In personal mastery explains that only organizational learning happening with individual learning (Senge, 1990). Coto (2012) further explain mental model as where people start thinking new ways and set a side of old thinking (Farrukh and Waheed, 2015). They further explain that shared vision discipline is where a plan was drawn which agree by all. Senge (1990) explains team learning as achieving the vision collectively. Through these disciplines he assumes that learning organization can be built.
ReplyDelete