Organizational Learning vs. Learning in an Organization

Organizational Learning vs . Learning in an Organization

Introduction

The learning organization is a popular in contemporary management discussions as managers throughout the world seek effective ways to integrate knowledge in their work in to spearhead success of their companies . The success of companies that have taken organisational learning to a new level and implemented learning organization features in their corporate environments , such as GE or Deere and Company , have become models for emulation for many business leaders on the globe Organizational learning is closely interrelated to the overall strategy of

the organization and provides a framework for its effective realization . In this , we will define both Organizational learning and Learning organization , explore the relationship between the two , and their impact on the organization 's success . We will also investigate the boundaryless environment required for the Learning Organization

What Is Organizational Learning

The concept of organisational learning is rather often connected to the learning organization . The two concepts are different in that organizational learning is used to describe the process through which knowledge is accumulated , where the learning organization is an entity that employs such processes . Malhotra (1996 ) defines the process of organizational learning as "detection and correction of errors " This is a broad definition that incorporates members of the organization acting as its agents , a process in which they learn knowledge , later communicating it to the broader organization

The process of organizational learning is complex and multi-faceted . It can be divided into four basic parts : knowledge acquisition information distribution , information interpretation , and organizational memory (Malhotra , 1996 . The process of learning need not be obligatory for the members of a particular entity , it can bypass consciousness and occur at the subconscious level . Organizational learning undergoes transformations in time , taking on new and new features and getting rid of the old ones

The Learning Organization

Organizational learning takes on a new dimension in a learning organization . Peter Senge in his book The Fifth Discipline ' outlined the basic principles of the learning organisation . Senge (1990 ) defines learning organisations as those where people continually expand their capacity to create the results they truly desire , where new and expansive patterns of thinking are nurtured , where collective aspiration is set free , and where people are continually learning how to learn together . The name of his book is derived from the idea that a learning organisation is underpinned by five basic disciplines

The list of these disciplines includes systems thinking , personal mastery , mental models , shared vision and team learning . Systems thinking implies the ability to put knowledge into a framework of patterns (archetypes , the ability to conceptualise issues in the form of interrelationships as opposed to linear chains , and identification of recurrent structures and patterns . Personal mastery refers to the personal ability to develop and communicate an innovative and effective vision to others , personal self-development , and ability to concentrate efforts on the achievement of the result . Mental models embrace generalizations or notions that exist in a person 's memory and serve to underpin human...