1. A learning organization is defined as an organization that assumes learning as an ongoing and creative process for its members. Such an organization fashions its own future by developing itself to adapt, respond and transform according to the needs and circumstances of the people within and outside it. The members of a learning institution create the results they desire by taking lessons for the whole reality of the organization. A learning organization is an ideal working environment because all activities are in tune with the goals of the organization as well as the reality of the people within the organization (Silva, 2011). Moreover, there is the nurturing of new, adaptive and expansive thinking. The core tenets of a learning organization include; building shared visions, mental mastery, team learning, and systems thinking. The bottom-line concept behind a learning organization is that; all members of the organization tap into their potential so as to build the ideal community that they desire.
2. Organizational learning is often confused with a learning organization. Organizational learning refers to a learning process within an organization that entails the interaction of both individual and collective agencies of an organization in the pursuit of the organization’s goals (Saadat & Saadat, 2016). Herein, information is created, retained and transferred within the organization. It is commonly described as the bridge between innovation and working since it is based on the application of knowledge to an action and learning from the outcome of the action. When looking at organizational learning, it is important to focus not only on the information held by the member but also on the integration of new knowledge into the organization. Emphasis is placed on how the organization incorporates new knowledge to inform collective actions. As a result of the interaction of new and existent information, the organization can formulate actions which in turn generate experience. The organization is then able to create a new body of knowledge from the gained experience.
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3. Organizations learn through experience in addition to the multiplication of individual learning efforts. Individual actions contribute towards the overall experience of the organization hence the development of new bodies of knowledge. The organization learning cycle represents the process that is undertaken for learning to be experienced within the organization (Ammann, 2012). The first step of the four-step organizational learning cycle is the widespread generation of information. Information within the organization is collected continuously and from many sources. Data collection within the organization is used to define actions. All data is analyzed for self-correction and mistakes. The next step is the integration of new information into the existent content of the organization. New information is then collectively interpreted before it is used to inform new actions in the organization.
4. Despite organizational learning having a myriad of benefits for an organization, there are several barriers that impede an organization from learning or adopting a learning environment. Firstly, some of the members of the organization are resistant to change. Resistance comes about when individuals do not want to step away from the familiarity of systems and process. The problem is most common among long-tenured employees. Second, ignoring the purple elephants within the organization could present a bigger problem. The elephant refers to the critical issues in an organization that are common, however, nobody wishes to discuss them (Yadav & Agarwal, 2016). Regardless of the unpleasant reactions or the uncomfortable nature of such issues, an organization should find means to tackle them head-on. Lastly, the lack of leadership training may impede the learning process in an organization. When leaders in an organization and nurtured and grown, learning shall inevitably follow.
References
Ammann, E. (2012). Organisational Learning Cycle by means of Knowledge Dynamics. IMECS, I. Retrieved from https://pdfs.semanticscholar.org/ea3a/d1653cbbf103668b19f0d7a3ad8e22448d85.pdf
Discipline. IOSR Journal of Business and Management 18(12): 18-24.
Saadat, V. & Saadat, Z. (2016). Organizational Learning as a Key Role of Organizational Success. Procedia Social and Behavioral Sciences 230; 219-225.
Silva, A. (2011). Learning Organization Concept and Proposal of a New Approach . Retrieved from https://www.researchgate.net/publication/269036175_LEARNING_ORGANIZATION_Concept_and_Proposal_of_a_New_Approach
Yadav, S. & Agarwal, V. (2016). Benefits and Barriers of Learning Organization and its five
