What is Organization Learning?

Currently, most organizations are segments be either private or public sector and they use the scorecard to check their performance and note the key areas to improve on. A scorecard is a representation of how an entity is progressing in various areas over some time. The representation may be done in the form of a graph or a table showing the organizations feedback on how they have achieved various specified goals and objectives. This paper will explain the scorecard of Southwest Airlines on different vital elements and give a thorough assessment of the meaning of the various indicated scores to the company. 

Part 1 

Scorecard 

Part 2 

A supportive learning environment 

This segment, in a supportive learning environment, is divided into four parts. The organization's performance on the scorecard shows that the organization did not have to fear anything when raising questions and concerns about various issues in the firm (Alexander Newman, Ross Donohue, Nathan Eva, 2017). The problems may range from owning up when one has done a mistake, presenting the views of the minority, openly disagreeing with someone or asking questions that others think are naïve. 

Appreciation of differences is another way of a supportive learning environment. This segment performed reasonably on the scoreboard meaning that the way the Southwest Airline is run, it always ensures that the opposing ideas get recognized and valued as well. Also, another way of supporting an environment of learning is by being open to new ideas. On this part according to the scorecard, the performance was lower than that of the overall baseline group of organizations. The Southwest Airlines organization was not ready to explore the unknown and take some risks (Alexander Newman, Ross Donohue, Nathan Eva, 2017). Lastly on the environment that is supportive, there is time for reflection. This segment according to the scorecard is within the baseline as per other organizations meaning that the organization valued its progress and hence takes some time to review the various processes within the firm and reflecting on them. 

Concrete learning process 

An actual learning process is a segment that is divided into five parts. On the experimentation part, the performance was within the quartile according to the scoreboard. The organization makes sure that information is generated, collected, interpreted and disseminated in line with the company's policy. Another learning process is through collecting of information (Vajiheh Saadat, Zeynab Saadat, 2016). On this part, the organization performed dismally on conducting experiments on new offerings. There was some laxity in collecting information on social trends, the customers as well as the competitors. 

An analysis is also another important segment in which the organization performed within the quartile. The performance means that the company always makes sure intelligence on social trends and competitors is well analyzed. Also educating and training is another way of concrete learning process where the firm performed well according to the scorecard (Vajiheh Saadat, Zeynab Saadat, 2016). The performance shows that Southwest Airlines does a thorough job recognizing a problem and solving it. Lastly, on the concrete learning process, the way the organization transferred information was commendable. Southwest Airlines through transferring information, they ensure that they develop and equip the employee with relevant skills necessary during the process. 

Leadership that reinforces learning 

How leaders behave in any given company will have a huge impact the how the organization will learn. From the scorecard above we can see the performance if the leadership and how it reinforces learning to be within the scores obtained from the overall baseline group of organizations. This impressive performance from the Southwest Airlines leadership is due to the prompt debate and dialogue within the organization (Dr. Ed Hoffman, Dr. Jon Boyle, 2015). The leaders from this organization are more than willing to engage, listen and question its employees through their leaders on different issues within the company something that acts as an encouragement to the employees and they can learn quickly. The flourishing performance is further contributed because our leaders are aware of how important it is to identify where a problem is and also transfer their knowledge to the employees. Also, the employees feel emboldened because their leaders always entertain alternative views through the way they demonstrate their willingness. 

References 

Alexander Newman, Ross Donohue, Nathan Eva. (2017). Psychology Safety: A Systematic Review of the Literature. Human Resource Management Review, 521-535. 

Dr. Ed Hoffman, Dr. Jon Boyle. (2015). R.E.A.L Knowledge at NASA. Pennsylvania: Project Management Institute. 

Vajiheh Saadat, Zeynab Saadat. (2016). Organizational Learning as a Key Role of Organizational Success. Procedia - Social and Behavioral Sciences, 219-225.