LEARNING ORGANIZATION

LEARNING ORGANIZATION
It uses the concepts of action research, organizational culture, continuous problem solving, self-managed work team, participative leadership and interpersonal relationship. It is a system wide change program. It emphasises on reduction of organizational layers It supports involvement and participation in self learning.

ATTRIBUTES OF LEARNING ORGANIZATION

Learning how to disperse power in an order non-chaotic basis:- power should be granted with certain self- discipline, replacing imposed discipline. It focuses on culture, replacing the bureaucracy with aspiration, values and mission. The second attribute is systemic understanding:- we tend to be good at problems which are scientific and dont concentrate on systems and their interrelationships. Third attribute is conversation:- we are good at smart talk, but when it comes to complicated issues which conflicts each other, we are absolutely terrible at that. Last is voluntary followership:- leaders have to to think of getting voluntary followers in terms of control.

APPROACHES TO LO
Knowledge Creating Company- it talks about the Japanese innovation techniques in terms of new product development. Companies can create new knowledge disseminate within the organization and embody it in various parts. It runs on three principles:1. 2. 3. No one department or group has exclusive responsibility for creating new knowledge. Senior managers articulate the ideas and employees struggle to give it a real shape. The members of the organization constructs a vision presented in the form of strategy and thorough knowledge

 Boundary less organization- example of GE. The organizations should emphasize on the importance of communication. Town meetings, work-outs and cross boundary teams are the key. The power of teams comes out of their drive to achieve. The process they foster the continuing permeability of the organizational boundaries. They take very tough line on the question of creating balance between short term and long term results and refuse to sacrifice present performance.

It aims at building capacities for future of the organization.

IMPACT OF LO ON EMPLOYEES
Top leaders serve as learning models by sharing their learning goals and encouraging other to learn. Individuals should accept the responsibility about their careers and learning. Learning and personal growth should be actively encouraged and rewarded. Employees should be held accountable for their performance Procedures and policies should be in place to reevaluate the changing job skills and requirements.

LEARNING AS ADAPTATION TO CHANGE

Learning helps the system to adapt to environmental changes. Corporate learning gives organizations the ability to detect early and faint signals of environments. The common mechanisms are the use of market intelligence, technological trends and governmental policies. Learning can act as a continuous improvement tool. It can act as a corporate transformation- when organizations enhance their knowledge base and make conscious attempt to alter mental models across levels and hierarchies It can happen not only through through structural changes, portfolios and investments, but also changes in the mindsets of people like how they perceive , interpret , think and feel.

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