Notwithstanding these general definitions of learning organzations, a wide array of researchers have also weighed in concerning their own perspectives concerning what constitutes a true learning organization, including the representative samplings set forth in Table 1 below.
In support of these assertions, Longworth cites the following ten characteristics of any and all types of learning organizations: In some cases, companies are simply overwhelmed to the extent that they lose whatever competitive advantage they may have possessed and will fail to grow and prosper.
Employees are able to collaborate in a timely fashion to promote innovation where it counts, both within and without the corporate setting. The solution to this profound problem, Fry and Griswold suggest, is to develop a learning organization.
As can be readily discerned from the various definitions presented in Table 1 above, some of the common themes and metaphors that typify popular constructs of learning organizations including variations on "constant," "continuous," "everyone," "knowledge," and permutations of "responsiveness.
All organizational activities are typified by mutually shared goals, visions and operationalizations of where the company wants to go and how these can be best achieved. There is a widepread recognition among all members of the organization concerning its core competencies and how these can be translated into value-added activities to help the company achieve a competitive advantage.
Although the term "empowerment" is frequently bandied about in corporate circles, the concept is rarely applied in substantive ways that are required to create and sustain a true learning organization. Learning organizations typically include a number of important dimensions and characteristics, including the following: Kilmann A learning organization describes, controls and improves the processes by which knowledge is created, acquired, distributed, interpreted, stored, retrieved, and used for the purpose of achieving long-term organizational success p.
Therefore, the relevant literature increasingly and consistently emphasizes that the effective work environment that will characterize truly successful enterprises in the 21st century will be those that are learning organizations. According to Fry and Griswold, though, while the in a growing consensus that there is a need for learning organizations, there remains a lack of consensus concerning what the term "learning organization" really means.
Longworth, though, also emphasizes that the transformation of a company into a true learning organization involves more than just ensuring that employees keep abreast of new developments and trends in their respective fields. Review and Discussion Overview of Learning Organizations In the Age of Information, the need to translate the barrage of information that floods the workplace into meaningful and value-added activities, but making sense of all of this information is akin to trying to drink from a fire hose.
To determine what is involved in developing and sustaining a learning organization that is responsive to a dynamic marketplace and promotes continuous improvement that provides enterprises with a competitivve advantage, this paper provides a review of the relevant literature, followed by a summary of the research and important findings in the conclusion.
All members of the organizations are motivated to provide top-quality products and services in a continuous process. Organizations place a high value on innovation and learning processes that benefit from tacit knowledge. Learning organizations are responsive to the dynamics of the marketplace and are capable of providing meaningful responses.
Moreover, in an increasingly globalized marketplace, developing and sustaining a competitive advantage is absolutely essential for success, and many companies are falling by the wayside because they have failed to embrace and respond to these needs.
Garvin An organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights p.
In many cases, corporate leaders, managers and employees alike are confronted with far more information than they can effectively assimilate and apply in meaningful ways to help their companies grow and remain competitive.
The corporate climate that is in place not only promotes, but also rewards and facilitates learning amongst groups as well as at the individual level. Thus there is a continuous process of learning and re-learning throughout every operation of the business"p.
As the global economic downturn continues, the need for organizations of all types and sizes to develop innovative practices that add value and eliminate waste at every opportunity by using information and knowledge has never been greater. Organizational stakeholders must be able to access the information they need when they need it in order to promote success.
Learning is most effectively achieved by organizational systems in their entirety, comparable to an ant colony wherein there is a single controlling mechanism directing corporate activity.
Indeed, many corporate leaders may believe they know what is required to become nimble and flexible in response to these challenging times, but lack the expertise needed to achieve these goals.
Leadership and Learning Organizations Developing a Learning Organization through Informed Leadership The ability to learn faster than your competitors may be the only sustainable advantage.
Likewise, an effective learning organization is described by Stevenson as being one that is "skilled at creating, acquiring, and transferring knowledge, at modifying its behavior to reflect new knowledge and insights"p. A basic requirement is the need to learn and apply this learning in meaningful ways.
Learning in a corporate setting requires ongoing, strategically applied methods that are incorporated with and applied to existing day-to-day routines. Nonaka When markets shift, technologies proliferate, competitors multiply, and products become obsolete almost overnight, successful companies are those that consistently create new knowledge, disseminate it widely throughout the organization, and quickly embody it in new technologies and products p.
In this regard, Longworth adds that, "In a fast-changing world which renders individual jobs frequently redundant, companies will often require their own people to retrain rather than employ new recruits.
According to these authorities, learning organizations are specifically developed in order to provide a nimble, agile and responsive approach to changing market conditions, particularly with respect to the flood of information that is increasingly characterizing the marketplace today.What is a learning organization?
Watkins and Marsick () define a learning organization as one that continuously learns and transforms itself.
Garvin () defines a learning organization as one that is skilled at creating, acquiring, and transferring knowledge, modifying its behavior to reflect new knowledge and insights. The Learning Organization Essay Words | 7 Pages. in (Wikipedia, ).
He was the Director of the Center for Organizational Learning at the MIT Sloan School of Management, and as of was on the faculty at MIT. He is the founding chair of the Society for Organizational Learning (SoL).
In this paper I intend to discuss change management approaches that support the learning organization philosophy. The learning organization is defined as an organization that acquires knowledge and innovates fast enough to survive and thrive in a rapidly changing environment.
Learning organization can search for other alternative strategies for the workforce to learn at their workplace and this type of learning is much more appreciated by either top management or staff and is effective and cost less for the company.
Management in 20th century has come up with various developments and practices from which learning organizations is one. Generally speaking, learning organization is an organization which gives an opportunity to its employees to learn such skills that help them develop themselves professionally.
Learning Organizations Leadership and Learning Organizations Developing a Learning Organization through Informed Leadership The ability to learn faster than your competitors may be the only sustainable advantage.Download