The following video describes the advantages and disadvantages of a learning organization.
Video 1 : Advantages and disadvantages of a learning organization
Source: Reciprocity Team (2018)
According to the several scholars advantages and disadvantages of a learning organization has mentioned below.
Advantages of Learning
Organization
- Open communication and information sharing – By encouraging internal exchange of ideas, free flow of information throughout all level happens very easily (Ratna et al., 2014). Further they mentioned that in learning organization information is accessible by all its employees. Rather than traditional organizations where information used for control purposes, in a learning organization information flow is very open to all levels (Odor, 2018). Ngozi et al. (2017) states that learning organizations have flexible organizational structure rather than hierarchical structure for information sharing.
- Innovativeness – Odor (2018) states that a culture in a learning organization promotes and encourages innovation. In addition to that he mentioned that it has granted freedom to try new things to its employees. Risk taking and new idea promotion is another strong pillar of a learning organization (Kontoghiorghes et al., 2005). Innovation and organizational performance are the strongest links to a learning organization (Hussein et al.,2013). According to Crowford and Strohkirch (2002), learning organization encourage innovative development in both employee and organization in three areas such as commercially, technologically and socially.
- Adapt to rapid change – According to the research done by Kontoghiorghes et al. (2005) it is found out that adaptability to a rapid change is one of the strongest predictors in learning organization. Learning organization has the capacity to address the rapid changes in both internal and external environments (Crowford and Strohkirch, 2002). A strong characteristic of a good learning organization is that it has positive relationship with change (Hengfu, 2014).
- Organizational performance – Strong relationship between learning organization and organizational performance have been confirmed by various researches (Hussein et al., 2013). Mahapatro (2010) states that organizational performance as a capability of an organization to achieve its mission through management and commitment. Concept of learning organization is valuable strategy to improve organizational performance (Ratna et al., 2014).
- To achieve competitive advantage – As learning organizations are outperforming in the market, they can recognize as better options for investments. Therefore learning organizations have positive connection to competitive advantage (Sachan, 2016). Workforce leaning capacity and increase adaptability to change creates a higher competitive advantage for an organization (Yadav, 2016).
Disadvantages of Learning
Organization
- Power difference is ignored – The main criticism about the learning organization is that it ignores the power levels in an organization (Whitebeck, 2014). Beddoe (2009) mentioned that self-imposed controls and peer controls within an organization will be disturbed if power is granted to employees. According to Fenwick (1998) encouragement of the personal growth and engagement in learning organization will imbalance the traditions of workplace doctrine.
- Process of implementing will be complicated and take long time - According to Lewis et al. (2001) it is complicated process to change an organizational setting to a leaning organization. Whitebeck (2014) stated that it will be difficult and be time consume to convert a normal organization. Generally a service organization employees are burden with tasks and deadlines therefore it will not easy to cope up with another set of tasks in the process of converting to a learning organization (Baldwin, 2008).
- Fear of employees participation in organizational decision making – Higher authorities in organizations will hesitate to encourage employees to involve in decision making process as they fear that they will unable to control employees (Senge, 1990 cited in Whitebeck, 2014). Austin and Hopkins (2004) mentioned that superiors fear of losing authority by divulging power to their employees will be a drawback of converting an organization to a learning organization.
- Breaking of existing organizational rules – Another issue that the innovative ideas in the team learning process will interrupt the current organizational rules and regulations (Davidson and McMahon,1999 cited in Whitebeck,2014).
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Chathurika , as you have stated Innovation, flexibility and improvement are assured in learning organization as it is well organized both culturally and structurally; In a learning organization creative learning that leads to innovation as a defining characteristic of the learning organization (Gardiner and Whiting, 1997; McGill et al, 1993; Senge, 1990), Furthermore innovation is an important outcome and benefit of the learning organization (Porth et al, 1999). Learning Organizational is a process of discovering and correcting mistakes (Malek and Sefdi, 2006). Moreover learning organization is where development of productivity is obtained through commitment, which as a result leads to continuous development in the organization (Marquardt,2002).In addition, altering the structure of the organization often demands cultural changes as well therefore learning organization transformation process could be facilitated further if attention is given to cultural characteristics as trust, experimentation, flexibility, employee participation, and teamwork (Kontoghiorghes et al, 2005).
ReplyDeleteYes Rochana, innovation and change are the main driving factors in learning organization in achieving competitive advantage. Learning organization achieves competitive advantage while keep ahead of rapid change in an unstable business environment (Hedgetts et al.,1994; Hitt,1995). According to Allouzi et al. (2018) critical capability of a learning organization is innovation. However Rochana, different scholars have defined characteristics of learning organization differently. Sudharatna and Li (2004)states that characteristics of learning organization can be given as leadership commitment and empowerment, knowledge transfer, communication, upgrading of performance, cultural values. Yaslioglu et al. (2014) explains the characteristics according to the Senge five features such as personal mastery, mental model, shared vision, team learning and system thinking. Senge (1990) states that learning organization achieves competitive advantage by managing change which create internally and externally and continuously learn through its members.
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