Essay On Learning Organisation

Essay On Learning Organisation-45
In today’s world of competition, organisations that learn and apply new concepts have edge over competitors. Create space and formal mechanism for people to think, ask questions, reflect and learn, encourage them to challenge the existing way of working and suggest improvements.“All organisations learn, whether they consciously choose to or not — it is a fundamental requirement for their sustained existence”.“People continually expand their capacity to create the results they truly desire, where new and expensive patterns are nurtured, where collective aspiration is set free and where people are continually learning how to learn together.” — Peter Senge Learning organisation “facilitates the learning of all its members and continually transforms itself”. It “continually improves by rapidly creating and refining the capabilities required for future success.” — Wick and Leon Learning organisations:a. It “provides a healthy environment for natural learning.” It identifies individual needs, develops skills of people through training, reviews organisational policies and learns from experiences of its members.The organisation design is not limited to horizontal, vertical or external boundaries.

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Though the world has become global, customers all over the world are not the same.

“Learning organisation is the one that has developed the capacity to continuously learn, adapt, and change”. Markets are global and customers are spread worldwide.

This leads to extensive information sharing amongst members.

People discard old ways of thinking and develop new ways of working.

Structural and physical boundaries are minimised.2. Teams: Employees do not work for specific departments at specific levels.

They work in teams and perform all organisational activities.

People subordinate personal interests and fragmented departmental interests and work together to achieve the organisation’s shared vision.3.

Empowerment: Employees make effective decisions as they are empowered to do so. Employee teams in learning organisations are empowered to make decisions about work-related issues.

Organisations that adopt single-loop learning frame targets, monitor their performance, take corrective action and, thus, complete the loop. They continuously adopt to environmental variables, learn what new can be achieved in the changed circumstances and make action plans to achieve the new targets. The following diagram differentiates between single-loop and double-loop learning: A learning organisation has the following features:1.

Double-loop learning is called generative learning. Boundary-less organization: It does not have a defined structure.


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