LEARNING ORGANIZATIONS

“Learning is at the heart of a company’s ability to adapt to rapidly changing environment.”
-John Browne, CEO of British Petroleum

CONTENTS

WHAT IS LEARNING ORGANIZATION? MAIN ACTIVITIES AT LEARNING ORGANIZATION MANAGING A LEARNING ORGANIZATION WHY DO SO MANY ORGANIZATIONS FAIL TO LEARN THE NEEDS AND OUTCOME OF A LEARNING ORGANIZATION SUMMARY AND CONCLUSION

WHAT IS A LEARNING ORGANIZATION?

Learning organizations are those that have in place systems, mechanisms and processes, that are used to continually enhance their capabilities and those who work with it or for it, to achieve sustainable objectives - for themselves and the communities in which they participate. The important points to note about this definition are that learning organizations:  Are adaptive to their external environment  Continually enhance their capability to change/adapt  Develop collective as well as individual learning  Use the results of learning to achieve better results

MAIN ACTIVITIES AT LEARNING ORGANIZATIONS
 Learning

organizations have to accomplish five main activities:
 Systematic Problem Solving  Experimentation With New Approaches  Learning From Their Own Experience And

Past History  Learning From The Experiences And Best Practices Of Others  Transferring Knowledge Quickly And Efficiently Throughout The Organization

MANAGING A LEARNING ORGANIZATION
Learning Process -Identification/Creation - Diffusion - Integration - Action System Levels - Individual - Group - Organization - Inter-organizational Learning Models - Cognitive Learning - Cultural Learning - Action Learning Learning Types - Type I: Single-loop - Type II: Double-loop - Type III : Deutero

Conceptual Framework for Organizational Learning

WHY DO SO MANY ORGANIZATIONS FAIL TO LEARN?

According to Edward H. Schein, organizational learning failures may be caused, not by resistance to change, human nature, or poor leadership, but by the lack of communication among three “cultures”.
  

Culture of Operators Engineering Culture Executive Culture

 

Defensive Routines The Complexity Of Systems

THE NEEDS AND OUTCOME OF A LEARNING ORGANIZATION
  

 

The overall advantage for a business is the possibility to discover what it is, where it wants to go, and to define the quality of life it wishes to pursue. Organizational learning helps to avoid a decline because mistakes are recognized in the early stage and avoided in the future Improved quality, innovations, a better understanding of the business itself, and the increased ability to manage changes are further important outcomes of a learning structure It values the scientific method of hypothesis development, testing, and validation, as well as the personal development Learning helps to find a different way of viewing the process of conducting activity in a business environment and of achieving change within that environment. The working conditions and the work environment will be improved through the concept of organizational learning

SUMMARY AND CONCLUSION
 Organizational learning comprises five complex activities

which have to be managed effectively  Still, many organizations fail to implement this management structure even though it has been proven to be a very successful tool to keep up with the changing, competitive environment.  Learning organizations are not built overnight.  Training in brainstorming, problem solving, evaluating experiments, open environment, sharing ideas, open up boundaries, creating learning forums and so on, are just a few learning skills which are essential.

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