Organization Learning and Development Essay

Organizational performance depends upon valet resources, noesis and skills of employees. Organization breeding and maturement determine over both mastery of organic lawal performance and marketplace lay out of a company or firm. Changes occurred in technology, marketing, and numerous management techniques, some of which argon concerned with homoe problems. Most of the changes atomic number 18 made in a rather break or piecemeal manner. hobby Revans (1980) cultivation in an physical composition must(prenominal) be greater than or equal to the rate of change in the environment.The approach emerging today is to use the growing body of ideas and imperious thought to consider innovatory ideas on make-up and to adopt a more(prenominal) arrangementatic comprehensive look at problems, so that we look at the on the whole instead of looking at separate part. In modern environment, individuals earn a lot of freedom, apart from certain laws of society, but when they join an organization their freedom is restricted and their effort must be joined with those of early(a)s to procure organisational goals by dint of education and breeding practices.Change cannot occur if employees do not begin sufficient intimacy and skills necessary for mod organisational environment. Following Argyris (1977) organisational encyclopedism as the process of detection and subject of errors In his view organizations produce through individuals acting as agents for them (cited Malhotra 1996). In this case, organizational learning becomes a change agent for the organization. Following Polanyi, Nonaka and Takeuchi (1995) account out two types of familiarity, soundless knowledge and explicit knowledge, which influence organizational learning and development.Employees need to acquire tacit knowledge and explicit knowledge in order to meet individual and business goals. Some administrative frame-up is require through which managerial chest is exercised. Therefore a power structure is formed which issues policy statements to ensure any discretion that individuals may hand in their work is exercised in the spirit or attitude of the organization. Without tacit and explicit knowledge, an organization is not capable to meet rapidly ever-changing environment. This requirement is somewhat, although not exclusively, dependent upon the first.The level of involvement of employees in the learning process testament be necessarily substantial. For the innovation of new ideas to be successful a high degree of integration is needed among all concerned (e. g. engineering, production management and marketing). Organizations that ar too stiffly structured may find integration of all necessary activities precise difficult (Armstrong 2001). Nick Bontis et al (2002) states that stock and flow of knowledge presume three level in organizations personal, team and organizational.Direct business needs, which have got been identified from the study of the org anizational situation might best be met in part by some form of training which cascade beat the organization. Selection in much(prenominal) cases is likely to be on a broad basis, because the judgment has already been made that most pack need this training. Although on that point might be discussion with line managers, specially on who should attend first, selection ultimately should be a central decision, and should be compulsory (Senior, 2001).Following Flood (1999) knowledge and learning allow employees to be better positioned in organization and give them a chance to go bad and prosper in different environments. Revans (1980) is right stating that learning in an organization must be greater than the rate of change because learning and development open new opportunities for organizations and allow the staff to meet the criteria set down persistence and great personal desire to master this knowledge. On the other hand, knowledge develops such important skills as the ability to analyze and synthesize information about the clanging environment.In this situation, employees take into account planetary concepts and experience of other volume trying to solve his/her disembodied spirit problems or trying to find solution to these troubles (Schuler 1998). Without new knowledge, employees depend upon their own life experience and are limited by prejudices and life scope. Learning cultivates human creativity and helps it to flourish. Organizational learning and development help to make new practical knowledge on the basis of the existing one reservation employees free from old technologies and views of their peers. Following Weick (1991) organizations are not built to learn.Instead, they are patterns of means-ends relations deliberately designed to make the same routine reply to different stimuli, a pattern which is antithetical to learning in the traditionalistic sense (cited Malhotra 1996). Without organizational learning and development, organizations could not benefit from outside worlds depending on their limited world perception. Freedom of resource is the main priority habituated by education and knowledge. They can choose without knowledge but their choice would be accidental and cannot guarantee the best solution to the problem you are faced with.Organizational learning and development help organizations to get in touch with the society and others which in like manner a key to freedom (Mayo 1998). In the book The Fifth Discipline, Senge (1995) explains organizational development and performance through system theory. Organizations are fall uponed by environment and have a structure which has both buckram and informal elements. The analysis of structure will cover how activities are grouped together, the number of levels in the hierarchy, the extent to which authority is decentralized to divisions and units, and the relationships that exist amidst different units and functions.Senge states that systems opinion method helps organizations to vary their activities and become a learning organization (Organizational Learning and Information Systems 2007). tail fin disciplines include building shared vision, mental models, team learning, personal mastery, systems sentiment (Senge 1995, p. 56). These principles are crucial because these factors allow organizations adapt to changing environments. So, without active learning and development organizations will not be able to compete on the market and adapt changes.Learning process should be prier to change. Bearing in mind the need to take an empirical and contingent approach to organizing, as suggested above, the aim of learning could be defined as being to optimise the arrangements for conducting the affairs. A systems orientation is evidenced through common language producing thinking that encourages greater interdependency thus allowing for cross-functional thinking and abilities to be drawn into a productive whole ( barker, Camarata, 1998, p. 4). To do this, it is necessary, as far as band allow, to clarify the boilers suit blueprints of learning the strategic thrusts that govern what it does and how it functions define as precisely as possible the key activities required to achieve that purpose group these activities logically together to avoid unnecessary overlap or duplication. Following Goh (1998) Learning organizations not still encourage these practices but also have mechanisms or systems that allow them to happen. Part of this knowledge transfer involves learning successful practices from other organizations and competitors as well (p. 5). As Katz and Kahn (1964) wrote Systems theory is essentially concerned with problems of relationship, of structure and of interdependence. As a result, there is a respectable emphasis on the concept of trans put to deaths across boundaries between the system and its environment and between the different parts of the system (Katz and Kahn, 1964, p. 48). According to this theor y, all organizations have some learning and development which influence market position and innovative approach to performance.Structures incorporate a network of roles and relationships and are there to help in the process of ensuring that collective effort is explicitly create to achieve specified ends (Mayo 1998). Most employees require much practice to create professional skills and knowledge. Organizations are continually dependent upon and influenced by their environments. The basic property of organizational learning is that it transforms inputs into outputs within its environment. The components of organizational learning include the importing of energy, the throughput, and the systems as cycle aspects of organizations (McNamara 2007).Organizational learning and development include key organizational processes an organizations task environment includes suppliers, markets and competitors the wider environment includes factors such as public attitudes, economic and politic al systems, laws etc employees and other tangible assets batch, plant, and equipment formal organizational requirements systems designed to regulate the actions of employees (and machines) the social system culture (values and norms) and relationships between employees in terms of power, affiliation and trust technology the major techniques people use while engaged in organizational processes and that are programmed into machines the supreme coalition the objectives, strategies, personal characteristics and internal relationships of those who oversee the organization as a whole and control its basic policy making (Reed 2001). If organizations are inefficient to prepare their staff to a climax change, they will be unavoidably left behind.Revans is right stating that learning in an organization must be greater than or equal to the rate of change in the environment because organizations depend upon the learning and development as a part of change. Following as the relationship changes and becomes more complex, the need increases for a relation-based learning organization using communication at all levels and through its various forms (Barker, Camarata 1998, p. 4). The overall purpose of organizational learning and development is to ensure that the staff is able to achieve success in changing environments. In this case, organizational learning and development can be the source of the organizational capabilities that allow it to learn and capitalize on new opportunities. Ensure that the staff obtains and retains the skilled, committed and well-motivated custody it needs.This means taking steps to assess and satisfy future people needs and to enhance and develop the inherent capacities of people their contributions, potential and employability by providing learning and continuous development opportunities (Nonaka, Takeuchi 1995). It can also involve the development of high performance work systems which enhance flexibility and include stringent recruitm ent and selection procedures, performance-contingent incentive compensation systems, and management development and training activities linked to the needs of the organization (Mayo 1998, p. 49). An showing of organizational processes and skills in the analysis and diagnosis of patterns of organizational conduct are therefore important.Organizations need to be able to understand the patterns of behavior that are observed to predict in what direction behavior will move (particularly in the light of managerial action), and to use this knowledge to control behavior over the course of time. Effective managerial action requires that the manager be able to diagnose the system he or she is working in. According to Goh (1998) Skill and knowledge acquisition are plain useless unless they can be transferred to the immediate job by the employee. It is unconstipated better if this knowledge can also be transferred to other parts of the organization to solve problems and energize creative new ideas.Part of this knowledge transfer involves learning successful practices from other organizations and competitors as well (15). Barker and Camarata (1998) underlines that personal mastery is the continual process of growth and development needed for creative work for both the individual and organization. Learning in organizations occurs only through the learning that individuals acquire (4). The organization must do all it can to explain why change is essential and how it will affect everyone. Moreover, every effort must be made to protect the interests of those change by change. Resistance to change is inevitable if the individuals concerned feel that they are going to be worse off implicitly or explicitly. way of change will produce that reaction.In an age of global competition, scientific innovation, turbulence, disconti-nuity, even chaos, change is inevitable and necessary (Senior, 2001). In sum, learning in an organization must be greater than the rate of change in the environment, because only in this case organizations able to compete on the market and create skilled workforce. Organizational learning and development can be seen as a part of change process which allows organizations to foreshadow coming changes and possible problems. Learning should be greater than the rate of change, because organizations welcome the challenges and opportunities if they have strong human resources and skilled workforce. They are the ones to be chosen as change agents.Referencehttp//www.brint.com/papers/orglrng.htm