Is Yours a Learning Organization

A Learning Organization

A learning organization is a notion in which businesses embrace knowledge creation, acquisition, and transfer. The companies are tolerant and think in a comprehensive manner. Their ability to quickly adjust to the unexpected guarantees that they endure fierce competition (Garvin, Edmondson & Gino, 2008).

Types of Actions and Attitudes

There are three types of actions and attitudes that define a learning organization. The organizational environment encourages continual learning, the presence of well-defined learning processes and practices, and leadership that encourages teaching (Garvin et al., 2008).

Contrast with Conventional Businesses

Conventional businesses view and approach learning as a function of upper management. In a typical company, top management makes decisions, however in a learning organization, everyone contributes ideas. Traditional organization staff focuses on their jobs only without understanding what others do. It limits the understanding of the goal of the organization.

Building a Learning Organization

Building a learning organization entails recognizing that learning is on the job and is not the responsibility of human resource. The learning is formalized to ensure development in careers. Empower experts to share information with the rest and reward expertise to have people motivated. Lastly, these companies allow people to make mistakes from which great lessons are derived (Bersin, 2012).

Enhancement of Learning

Enhancement of learning needs an appreciation of behavioral change which includes open-mindedness and listening are critical. Different departments will have different requirements and thus learning pace will vary. Learning matters when outcomes are compared to how competitors are doing and thus being able to achieve a competitive advantage. Well designed learning aids a company in enhancing dialogue and not critique of activities (Garvin et al., 2008).

Inquiry as the Basis of Learning

Inquiry is the basis of learning in the organizations. It helps enhance dialogue. Inquiry is based on ownership-oriented, motivating and specific questions. It avoids focusing on fault finding or derailment questions (Reason, 2010).

References

Bersin, J. (2012). 5 Keys to Building a Learning Organization. Forbes.com. Retrieved 16 October 2017, from https://www.forbes.com/forbes/welcome/?toURL=https://www.forbes.com/sites/joshbersin/2012/01/18/5-keys-to-building-a-learning-organization/&refURL=https://www.google.com/&referrer=https://www.google.com/

Garvin, D., Edmondson, A., & Gino, F. (2008). Is Yours a Learning Organization?. Harvard Business Review. Retrieved 16 October 2017, from https://hbr.org/2008/03/is-yours-a-learning-organization

Reason, C. (2010). Leading a learning organization (pp. 87-134). Bloomington, IN: Solution Tree Press.