LEARNING ORGANIZATION CHANGE AND CULTURE

Learning Organization Change And Culture



Learning Organization Change and Culture

Introduction

The notion of organizational learning has a long lineage in the management literature. Although some authors sustain the idea was presented in the 1960s (Cangelosi and Dill 1965; Cyert and March 1963), other theorists recognise the sources of learning in Frederick Taylors' introduction of repetitive jobs to advance productivity in the early 1900s. Nevertheless, the require for organizations to discover as holistic entities became more spoke in the 1990s with up to date supports proposing organizational learning as a entails of conceiving comparable benefit in today's turbulent enterprise environment. The emergence of expanding doubt with globalization and harder financial times has glimpsed a development in enterprise taking up organizaional learning as a scheme to sustain and advance competitiveness (Dunphy and Griffiths 1998; Lei, Slocum and Pitts 1999).

In spite of this concern, very little study has been attempted to discover the functions human asset practitioners should take up in formulating and applying organizational learning. So far, investigations have analyzed organizational learning in periods of antecedent components and outcomes. While this information is significant, functional schemes for human asset practitioners to change or inculcate a learning heritage that boosts experimentation are often lacking. Therefore, this paper hunts for to discover some of the modes HR practitioners could effectively apply learning in organizations. Research proposes thriving implementation of learning schemes needs managers to play an hardworking function in conceiving learning methods and diffusing new learning, jobs well matched to the HR practitioner. Inherent in such an set about is the require to enlist employees and by so managing form a learning heritage that permits the organization to sustain and at the identical time evolve its purposes while contending with ongoing change. Prior to considering exact schemes HR practitioners could take up, this paper presents an interpretation of the notion of organizational learning. This is pursued by an investigation of the significant matters and trials as well as several schemes that HR practitioners require to address in applying organizational learning.

 

What is organizational learning?

Despite the increasing significance of organizational learning and the plethora of publications on the theme, the period is subject to a kind of conceptualisations that conceive disarray throughout implementation. On the one hand, organizational learning is examined as a method even though interpretations of what the method should be differ. On the other hand, organizational learning can be advised an conclusion, evidenced in behavioral change. These dissimilarities in the delineation occasionally outcome in the periods 'organizational learning' and 'learning organization' being utilised inter-changeably, supplementing to the confusion.

In an effort to clarify the distinction between the two notions, Finger and Woolis (1994) note that organizational learning comprises the methods by which organizations can be and are altered, while the learning organization comprises the hardworking advancement and organization of learning activities. Another distinction is the learning organization focuses on activity and the creation of a perfect organization, while organizational learning is control and esteem founded and analytic (Easterby-Smith ...