Assignment

Subject: Human Resource Development

Title: Learning Organizations

Submitted by: Vakharia Hazel Rajesh

Register Number: 21MPSY57
M.Sc. Psychology, Department of Psychology
Kristu Jayanti College, Bangalore

Submitted to: Dr. Radha Krishnan Bhatt.

Adj. Professor, Department Of Psychology
Kristu Jayanti College
Bangalore

Date of submission: September 13 , 2022

A learning organization has been defined as “an organization that is skilled at

creating, acquiring, and transferring knowledge, and at modifying its behavior to

reflect new knowledge and insights” (Prasad, 2007).

A learning company places a high importance on open lines of communication

and teamwork to encourage ongoing experimentation, creativity, risk-taking, and

progress. Additionally, learning companies foster employee engagement,

empowerment, and problem-solving while maintaining open lines of communication.

Senge suggests that learning occurs when “an organization is continually expanding

its capacity to create its future.” True learning organisations have structures and

procedures that favour flexibility and adaptability over permanence and inertia.

People who work in learning organisations continually challenge the presumptions

that guide their thoughts and actions (Senge, 1990).

A learning organization is "an organization skilled at creating,acquiring, and

transferring knowledge, and at modifying its behavior to reflect new knowledge and

insights." It can further be referred to as “a company that facilitates the learning of all

of its members and that continuously transforms itself”.The important component of

the definitions above is the requirement that change occur in the way work gets done

(Garvin,2021).

In an organisation, learning refers to the ongoing evaluation of experience and

the conversion of that experience into knowledge that is both accessible to the entire

company and pertinent to its primary goal. Therefore “Learning Organizations are

those that have in place systems, mechanisms and processes, that are used to

continually enhance their capabilities and those who work with it or for it, to achieve

sustainable objectives – for themselves and the communities in which they

participate” (Garvin,2021).
Activities of a Learning Organization:

1. Systematic problem solving:

Thinking with systems theory of insisting on data rather than assumption using

statistical tools.

2. Experimentation with new approaches:

Ensure steady flow of new idea so Incentives for risk taking. Demonstration projects.

3. Learning from their own experiences and past history:

Recognition of the value of productive failure instead of unproductive success.

4. Learning from the experiences and best practices of others:

Enthusiastic borrowing.

5. Transferring knowledge quickly and efficiently throughout the organization:

Reports. Tours. Personnel rotation programs. Training programs.

Reasons to Build a Learning Organization

1. To get superior performance.

2. To improve quality.

3. For customers.

4. For competitive advantage.

5. For an energized, committed workforce.

6. To manage change.

7. The times demand it.

8. To recognize interdependence.
Attributes of a Learning Organization:

1. The first is acquiring the ability to distribute authority in a systematic, non-chaotic

manner. The keyword "empowerment" has a lot of influence. Furthermore, it's highly

risky. Without a system of discipline and order that comes from a command-and-

control bureaucracy, just giving out power leads to chaos. In order for self-discipline

to mainly replace imposed discipline, we must learn to distribute power. With goals,

ideals, and visions taking the place of bureaucracy, this immerses us in the world of

culture (Prasad, 2007).

2. Systemic understanding will be the second characteristic of successful companies.

We excel at the kinds of issues that lend themselves to scientific investigation and

reductionist reasoning. When it comes to matters that need for an understanding of

systems and linkages, we are utterly ignorant (Prasad, 2007).

3. Conversation is the third skill that businesses in the twenty-first century will

require. More significant than computers or in-depth research, this is your company's

most valuable instrument. We are great at little talk, but when it comes to sensitive

issues—like when there are disagreements over rights or when two noble ideas

conflict—we have so many defence mechanisms that they make it impossible for us

to communicate (Prasad, 2007).

4. Finally, one might lead by mandate under our previous system of government. You

could impose these modifications in qualities if you had the ability to ascend the

ladder, acquire power, and then govern that power. However, the new form of

business will need it. Uncompelled followership. Most of our leaders don't think in

terms of getting voluntary followers; they think in terms of control (Prasad, 2007).
Skill Sets Needed by Individuals in a Learning Organization:

1. Ability to understand the culture of the organization.

2. Ability to notice new patterns- language as an indicator.

3. Ability to develop a clear perspective/ open perspective.

4. Ability to learn forever.

5. Ability to see what's coming and what's leaving so you can make choices faster;

faster response time (Prasad, 2007).

Case Studies:

 Pizza Hut: It constantly invents and implements new technology and by

recognizing the lifetime value of their customers, it treats them as long-term

assets (Hassell, 2019).

 Johnson & Johnson: Driven by its famous credo, it constantly improves products

and invents new ones, always with the user at the center of its focus (Hassell,

2019).

 Toyota Motor Co.: It uses lean manufacturing and continuous improvement to

make small but never-ending improvements in products and processes (Hassell,

2019).
References:

Garvin, D. A. (2021, December 10). Building a learning organization. Harvard

Business Review. Retrieved September 11, 2022, from
https://hbr.org/1993/07/building-a-learning-organization

Hassell, B. (2019, September 18). What are learning organizations, and what do they
really do? Chief Learning Officer - CLO Media. Retrieved September 11, 2022,
from https://www.chieflearningofficer.com/2017/02/22/37471/

Prasad, V. (2007). Learning Organization. ResearchGate. Retrieved September 11,

2022, from http://www.extensionpusa.50megs.com/

Senge, P. M. (1990, October 15). The leader's new work: Building Learning
Organizations. MIT Sloan Management Review. Retrieved September 11,
2022, from https://sloanreview.mit.edu/article/the-leaders-new-work-building-
learning-organizations/