This is where the concept of learning organisation comes into the picture. That is, learning organisation facilitates continuous learning with the employees learning new things and perspectives, thus leading to the structured changing or transitioning of employees, departments and the organisations as a whole from a current state to a favourable future state. When this change shows positive results, organisations can extricate from tough situations and achieve success.
A learning organization values challenges, promotes flexibility, innovation and creativity, treats mistakes as stepping stones of development and encourages individuals to think. Learning is carried out by implementing various practices. Some of the key practices are help people value the effects of their learning on their organizations, link individual performance with organizational performance, tie rewards to key measures of performance and importantly create structures and procedures that support the learning process. Thus, learning organisations or organisations which indulge in learning process will try to learn newer and optimal strategies to optimize the organisational functioning.
Peter M Senge, an American scientist, is one of the profound business thinkers and author. He analyzed many organizations and its workings for many years at MIT and the resultant theories and concepts were brought out by Peter Senge in his 1990 book, The Fifth Discipline. In that book, he brought out many organizational theories particularly the ones related to leadership under the concept of ‘learning organization. According to Peter Senge (1990, p.3) learning organizations are, “Organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, ...
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“Management and Organisational Learning Essay Example | Topics and Well Written Essays - 2500 Words”, n.d. https://studentshare.net/miscellaneous/393353-management-and-organisational-learning.
Two types of knowledge are emphasized in KM practices. Tacit knowledge is ingrained in the minds of employees and is difficult to articulate1. Most knowledge is tacit in nature and is developed over time through trial and error. Tacit knowledge is often underutilized as organizations lack inbuilt systems to harness it.
In the last two decades, several organizations have come to appreciate the potential benefits of planning ahead for change and its sustainability (Guler & David 2008). In order to evaluate the advantages of change and sustainability strategies, this chapter will address the overall change process within an organization and the industry it is operating.
His findings provide a wide spectrum of implications in order to establish the frameworks of Absolute Empiricism,Absolute Rationalism and Absolute Idealism.In the realm of any ethical theory,there are some standpoints that can be taken,so an ethical system could be Deontological,Teleological,Consequentialist,Relativism/Subjectivism,and Virtue Based Theories.
Growing competitiveness in the market makes modern businesses increasingly rely on skilled and highly qualified personnel then on technologies and products. Increasing attention to human resources led to emergence of a new set of methods, principles, techniques, and practices known as Human Resource Management (HRM), Human Resource Planning (HRP) and Human Resource Development (HRD) (Beardwell, Claydon & Holden, 2003; Reid, Barrington & Brown, 2004).
The concept of learning organisation was mainly popularized by theorists such as Senge (1990) and Peddler et al (1989). Learning organisation can be defined as an organisation which facilitates the learning of all its members and continuously transforms itself (Peddler,
Besides the aforementioned two, other names for this include resource development and employee development, the latter changed due to its negative connotation of a master-slave relationship as opposed to a partnership.
Regardless of the names it is known by, said
ss operation, by openly developing and applying systems, systematic models, processes, ideas to enhance decision-making structures, acquire support and conversion of knowledge applicable to decision making. Nowadays, there are a large number of techniques and models to operate
These changes have presented organization managers with an intricate and demanding situation. Businesses are growing to become more cut throat to meet international standards. The rising focus on privatization has allowed a new shift in terms of long term goals,
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