LEARNING ORGANIZATION

Learning Organization

Learning Organization

Introduction

Learning organization is a form of organization that focuses on managing the exchange of knowledge at all levels, hierarchical and functional business. This type of business organization is assumed that the knowledge accumulated in the employee only has value if it flows, from individual to individual, from group to group, from organization to organization. The basic definition is: the learning organization is one that facilitates the learning of all its members, sharing information and experiences globally in itself a continuous transformation (Garrick, 1999).

Importance

The company that learns finally changes the corporate culture, whatever their activity or structure they achieve successes. All the members of the organization achieve the milestone with a common purpose and philosophy as a tool. The premise governing this corporate culture is the need for continuous learning in all its members. All components involved in a company that develops a model of learning organization, share the view that the future is built day by day through continuous learning, and as feedback, that local learning, personal, shall become through its global sharing, enriching everyone absolutely (Boud & Miller, 1996).

The organizational members actually synergize their own knowledge management which moves the company and provides all the success. This in turn creates a sense of innovation, continuous training and a feeling of connection with the company. Secondly, it is essential in this model of knowledge sharing the use of time and resources to communicate the new working procedures based on teamwork, the cooperation, the discussion and analysis. As the communication gap decreases, the basic tools are not only distribution of information but the creation of the group.

The importance of the customer plays a central role here. The knowledge of their needs of all kinds, not only purely commercial, their demands and their views on the relationship with the company, makes it central to the process of knowledge. It actually adds the source of learning and research (Boud & Docherty, 2006).

The Learning Organization

System thinking

One of the principles of a learning organization is that its members can take time to realize what is happening in their organization. Why sales have increased? Why were they dropped? Why does this person have this attitude? Why, why, why?

Take for example the person who opened his restaurant business. At first, there is staff, it provides an excellent service. Then word of mouth works very well there in the world. Then gradually decreases its quality of service, people is a little less often. He finds himself with a surplus of staff, he made cuts. Its ability to serve is diminished, its sales are falling. It is an advertising campaign, sales increased temporarily, they drop again and then it starts again.

A learning organization is one in which its members know how to detect the origin of symptoms resulting from their actions and recognize the factors that influenced their organization. Why were there so many? Why are there any less today? From the moment we can name, explain and sometimes describe the situation, ...