Learning organization

What is learning organisation

1. ORGANIZ A TIONAL BEHAVIOUR “LEARNING ORGANIZATION”

2. LEARNING ORGANIZ A TION A learning organization is the term given to a company that facilitates the learning of its members and continuously transforms itself. This concept was coined through the work and research of Peter Senge and his colleagues. “A place where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspirations are set free, where people are continually learning to learn together.” – Peter Senge

3. NATURE OF LEARNING ORGANIZATION A learning organization is one that: Seeks to create its own future. Assu m es lea r n ing is an ongoing a n d crea t i v e proc e ss f or its members. Develops, adapts and transforms itself in response to the needs and aspirations of people, both inside and outside itself. Allows pe o ple a t all l e vel s , in d i v i d ually and col l e c tiv e l y , to continually increasing their capacity to produce results.

4. CHARACTERISTICS New ideas and information. Strive to reduce structural, process and interpersonal barriers to the sharing of information, ideas and knowledge. Encourage e m ploye e s and e n cour a ge an en v iron m ent t o use information, ideas and knowledge to achieve corporate goals.

5. CORE AREAS OF LEARNING ORGANIZATION Senge discussed five core areas that need to be emphasized by any organization that seeks to evolve into a learning organization. They are: Personal mastery Mental models Working in teams Shared visions Systems thinking

6. LEVELS OF LEARNING ORGANIZATION In order to create a learning organization, managers need to encourage learning at 4 levels:- INDIVIDUAL G R O U P O R G A N I Z A TIONA L INTER- O R G A N I Z A TIONA L

7. CREATING A LEARNING ORGANIZATION for an T o cre a t e a learni n g o r ga n ization t he foll o wing is a m ust organization: All employees from top management to the rank and file workers must establish a commitment to change for bringing about changes for improvements of the organizations. To accept change more readily formal boundaries between people are to be eliminated. To adapt effectively, organizations should develop a culture of openness and growth by fully incorporating employees into challenges faced by the organization.

8. CONCLU S ION “Without learning the wise become foolish; by learning, the foolish become wise.”