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The last several decades have introduced numerous alterations to the way traditional tasks are performed. Besides, the rapid growth of technologies and their implementation in the functioning of the majority of companies preconditioned the alteration of the attitude to competencies and experienced an employee should have to become efficient and contribute to the further rise and evolution of a certain organization. For this reason, there is an increased necessity to introduce additional training for specialists for them to be able to learn and obtain new skills and knowledge. In this regard, the term organizational learning becomes extremely topical nowadays as it guarantees the constant improvement of the outcomes and the companys functioning.
Organizational learning should be defined as the process of creating, retaining, transferring, and sharing knowledge within an organization to guarantee the improvement of personal and professional skills of all its workers (Örtenblad, 2001). Any organization in its functioning obviously gains some experience and additional knowledge that is broad, topical, timely, and could obviously improve the functioning of this very organization. For this reason, this very knowledge should be shared among all members of the collective, both new and experienced ones, to guarantee their better understanding of the main companys goals, aims, and current problems. For instance, any new employee who comes to a company is explained corporative rules and basic principles in accordance with which this very organization functions. This example could be taken as one of the aspects of organizational learning.
Besides, organizational learning should not be confused with a learning organization. The first one is a process or activity in organizations which aims at the transition of knowledge while the second one is a form of an organization (Örtenblad, 2001). Moreover, learning organization demands certain efforts when organizational learning happens without any additional activities (Örtenblad, 2001). It happens spontaneously when employees communicate with each other and share their experiences and knowledge acquired in the course of a companys evolution. However, these two terms are closely connected as learning organizations could be defined as a group of people who are continuously enhancing their skills to become efficient and prosperous (Peter Senge and the learning organization, n.d.). In other words, organizational learning could become possible only in terms of a learning organization that is focused on its further rise.
Additionally, there are several basic aspects that should be minded to create the environment appropriate and beneficial for organizational learning. Employees should have a shared vision and an improved understanding of the basic goals (Cropper, n.d.). Moreover, it is also vital to introduce team learning and encourage workers to share their knowledge and experiences. For instance, there is a popular practice when a younger or less experienced worker asks his/her colleague for a piece of advice on how to act in a certain complicated situation. This act could be considered the first step of organizational learning as employees share the knowledge that is needed for their improved functioning and contribute to better outcomes. Additionally, there is the idea that organizational learning is an ideal way to improve relations within the collective and attain better mutual understanding.
Altogether, organizational learning should be considered an important part of the modern corporative culture as it contributes to the better comprehending of the main tasks that are assigned and help a new worker to integrate with a collective faster. For this reason, it should be stimulated and cultivated by the officials.
References
Cropper, B. (n.d.). Five Learning Disciplines… Web.
Örtenblad, A. (2001). On differences between organizational learning and learning organization. The Learning Organization, 8(3), 125-133.
Peter Senge and the learning organization. (n.d.). Web.
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