Introduction
There is a multitude of definitions of a learning organization
as well as their typologies
.According to Senge (1990) stated in business management, a learning organization is a Company that facilitates the learning of its
members and continuously transforms itself. The concept was coined through the
work and research. Learning organizations develop as a result of the pressures
facing modern organizations; this enables them to remain competitive in the business environment.
Source: You tube
Characteristics
of a learning Organization
Senge (1990) popularized the concept of the
learning organization through his book, he proposed the following five
characteristics:
Source: Senge, The Fifth Discipline, (1990)
Benefits
of being a learning Organization
One of the main
benefits being a learning organization offers is a competitive advantage.
Other benefits of a
learning organization are:
·
Maintaining levels of innovation and remaining competitive
·
Improved efficiency
·
Having the knowledge to better link resources to customer needs
·
Improving quality of outputs at all levels
·
Improving corporate image by becoming more people oriented
·
Increasing the pace of change within the organization
·
Strengthening sense of community in the organization
·
Improving long term decision making
·
Improving knowledge sharing
How
to develop ABC pharma as a learning Organization
Since ABC has not been a learning
organization, problems can stall the process of learning or cause it to
regress. Most of them arise from an Organization not fully embracing all the
necessary facets. To develop learning culture in ABC pharma needs to
concentrate below mentioned methods.
Developing Learning culture in ABC pharma
Source: Author
developed (2020)
Developing learning culture in ABC pharma has expected to
gain competitive advantage and innovation. Through learning employees will be
more productive and improve Organization performance. Further learning that will
prepare employees for the future and employees will be satisfied, as well as
motivated. Hence it will reduced employee’s turnover.
Conclusion
Being a
learning organization main benefit is a competitive advantage. This competitive
advantage can be founded on different strategies, which can be acquired by
organizational learning. The continuous inflow of new experience and knowledge
keeps the organization dynamic and prepared for change. Another important
aspect is innovation. Innovation and learning are closely related. While
encouraging people to learn and develop, a more innovative environment is
commonly generated.
Author:
Dulan Jayasinghe
References
Senge. P. M, (1990).
‘The art and practice of the learning organization’. The new paradigm
in business: Emerging strategies for leadership and organizational change,
pp. 126-138.
Convergence Training,
(2019). How to become a learning
Organization [Online]
https://www.convergencetraining.com/blog/how-to-become-a-learning-organization [Accessed 08th
June 2020]
https://www.youtube.com/watch?v=yN3OzfLROTQ
[Accessed
09th June 2020]
Well done... Easy to understand what you said in the article. Details are clearly mentioned in point forms. But the thing is unable to view your video clip since if you have attache link of the said is very easy.
ReplyDeleteGood explanation about learning organization.world most establsshed companies was faied because of the negleligence of learnig culture.continious learning and update the knknowledge of the employees are assential for long run.
ReplyDeleteNice article
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ReplyDeleteGood comprehensive article
ReplyDeleteBy creating an environment where all employee are teachers and students their is an equal exchanging of information that allows each person to contribute a substantial manner .
Humans, naturally are doesn't like to change. Anything that gets us out of our temperature is usually viewed as a threat or discomfort. By endeavoring to stay learning, employees have to remain on their toes.
ReplyDeleteAnother aspect is that usually a culture of learning is confused with training. Training is merely one a part of learning and therefore the two terms can not be used interchangeably.
Some key stakeholders like C-level execs, managers and employees don't buy-in to the premise of a learning culture. Few associate learning with additional time being spent that might well be wont to perform their daily tasks and achieve their goals.