The Benefits of a Learning Organization Culture
The Benefits of a Learning Organization Culture
1. What is a Learning Organization Culture
A
learning organization culture is a corporate framework in which employees are
not only allowed to continue expanding their knowledge, skills, and
opportunities to innovate, but encouraged to do so.
According to the Peter Senege learning organization culture includes five dimensions. They are:
- Systems thinking
- Personal mastery
- Mental models
- Building a shared vision
- Team learning
2. How Does a Learning Organization
Work?
Both the parties need to focus on learning to learn: a process
that involves pairing different individuals, departments, and management styles
together. And while the first two will always have their idiosyncrasies,
consolidating management styles catalyzes the transition from traditional
corporation to pioneer.
Rather than restricting learning organizations cultivate an
atmosphere of open communication and evaluation. Your employees are your most
valuable resource. And helping them realize it leads to a whole new realm of
benefits.
3.
What are the Benefits of Creating a Learning Organisation
Culture?
There are five benefits companies can enjoy
when they make the transition to a learning organization. They are:
1. Facilitate
Innovation
2. Share
Knowledge
3. Focus
on Problem Solving
4. Encourage
Disagreement
5. Engage Employees
It can only
be achieved if all employees are willing to learn and have the same objectives. They
must use their full potential and work together as a group. Teamwork is
essential in a Learning Organisation because
it improves communication across departments.
References:
Austin, M. J and Hopkins, K. M. (2004) Supervision as collaboration in the human services: Building a learning culture. California, Sage.
Baldwin, M. (2008) Promoting and managing innovation: critical reflection, organizational learning and the development of innovative practice in a national children’s voluntary organization. Qualitative Social Work, 7(3), pp. 330-348.
Beddoe, L. (2009). Creating a continuous conversation: Social workers and learning organizations. Social Work Education, 28(7), pp.722-736.
Crowford, C.B and Strohkirch, C.S. (2002) Leadership education for knowledge organization: a primer. Journal of Leadership Education, 1(2), pp. 18-33.
Organization learning is crucial in 2021. There are many ways to approach organizational learning from a cultural perspective.
ReplyDeleteThis is one of the expert's ideas. Lisandro Morón works as a Learning and Organizational Consultant at "Implement Consulting Group" in Denmark. He says that the key to facilitating organizational learning is to really appreciate the fact that 70% of learning happens at work. The most overlooked aspect of this is time, according to 75–80% of respondents in a survey of retail clients. 'The cultural perspective means activating people and creating a situation where they look for learning moments in their work,' he says. (https://www.howspace.com/resources/3-great-examples-organizational-learning-in-2021)
For learning to be effective in an organization, the knowledge that is encouraged must be related to the business. More so, individuals in an organization should be working together rather than learning individually. Shared learning enables companies to increase their staff quicker and solve problems more efficiently.
ReplyDeleteAbove comment is form Isuru Wijayalath.
DeleteLearning organization culture supports and encourages organization and individuals both.Increasing knowledge, performance and competence promotes achieving business goals.There are more benefits like efficiency gains, increase profits, increase productivity, decrease turnover, develop leadership, and create a culture of inquiry.
ReplyDeleteMost of the employees and organizations only think about the advantages of learning culture within the organization but there may be disadvantages too on this. organizations need to consider both sides before move in to this cultural changes.
ReplyDeleteDisadvantages of Learning Organization are as below.
1.Power difference is ignored – The main criticism about the learning organization is that it ignores the power levels in an organization (Whitebeck, 2014). Beddoe (2009) mentioned that self-imposed controls and peer controls within an organization will be disturbed if power is granted to employees. According to Fenwick (1998) encouragement of the personal growth and engagement in learning organization will imbalance the traditions of workplace doctrine.
2.Process of implementing will be complicated and take long time - According to Lewis et al. (2001) it is complicated process to change an organizational setting to a leaning organization. Whitebeck (2014) stated that it will be difficult and be time consume to convert a normal organization. Generally a service organization employees are burden with tasks and deadlines therefore it will not easy to cope up with another set of tasks in the process of converting to a learning organization (Baldwin, 2008).
3.Fear of employees participation in organizational decision making – Higher authorities in organizations will hesitate to encourage employees to involve in decision making process as they fear that they will unable to control employees (Senge, 1990 cited in Whitebeck, 2014). Austin and Hopkins (2004) mentioned that superiors fear of losing authority by divulging power to their employees will be a drawback of converting an organization to a learning organization.
4.Breaking of existing organizational rules – Another issue that the innovative ideas in the team learning process will interrupt the current organizational rules and regulations (Davidson and McMahon,1999 cited in Whitebeck,2014).
A learning culture is a collection of organizational conventions, values, practices and processes. These conventions encourage employees and organizations to develop knowledge and competence. An organization with a learning culture encourages continuous learning and believes that systems influence each other
ReplyDeleteIt improves employee morale and motivation. Employees respond well and are better engaged when they feel that their organization is investing in them. Building a learning culture shows employees that they are valued.
ReplyDeleteEmployees need to understand that an ongoing desire to learn is highly valued and that a capacity to engage in learning long-term is an essential part of their continued improved performance at work. Integrating learning into daily operations is the key—this ensures that learning isn’t just a one-off event but rather a core part of the culture.
ReplyDelete