Organization Learning and Development Essay

organizational performance depends upon human resources, association and skills of employees. Organization knowledge and growth determine overall success of organisational performance and merchandise position of a company or firm. Changes occurred in technology, marketing, and numerous anxiety techniques, some of which are concerned with human problems. well-nigh of the interpolates are make in a rather disjointed or piecemeal manner. spare-time activity Revans (1980) articulatement in an boldness must be greater than or crack upake to the rate of change in the environment.The approach emerging like a shot is to use the growing body of ideas and systematic thought to consider innovatory ideas on organization and to adopt a much systematic comprehensive look at problems, so that we look at the whole instead of looking at separate parts. In modern environment, individuals have a lot of freedom, isolated from certain laws of society, but when they join an organization their freedom is restricted and their exertion must be joined with those of others to achieve organizational goals through teaching and teaching practices.Change spate non occur if employees do not have equal knowledge and skills necessary for in the altogether organizational environment. followers Argyris (1977) organizational asking as the operation of detection and correction of errors In his view organizations learn through individuals acting as agents for them (cited Malhotra 1996). In this gaucherie, organizational breeding becomes a change agent for the organization. Following Polanyi, Nonaka and Takeuchi (1995) identify two types of knowledge, tacit knowledge and explicit knowledge, which influence organizational schooling and development.Employees need to require tacit knowledge and explicit knowledge in order to welcome individual and business goals. Some administrative apparatus is needed through which managerial authority is exercised. Therefore a hierarch y is formed which issues policy statements to witness any discretion that individuals may have in their blend in is exercised in the spirit or attitude of the organization. Without tacit and explicit knowledge, an organization is not adequate to meet rapidly changing environment. This requirement is somewhat, although not exclusively, parasitic upon the first.The level of involvement of employees in the acquisition process will be necessarily substantial. For the innovation of new ideas to be thriving a spunky degree of integration is needed surrounded by all concerned (e. g. engineering, outturn management and marketing). Organizations that are too rigidly structured may mystify integration of all necessary activities very difficult (Armstrong 2001). Nick Bontis et al (2002) states that stock and flow of knowledge affect three level in organizations ain, team and organizational.Direct business needs, which have been identified from the study of the organizational situati on top executive best be met in part by some form of training which cascades down the organization. Selection in such cases is likely to be on a broad basis, because the idea has already been made that most raft need this training. Although there might be discussion with line managers, particularly on who should attend first, plectron ultimately should be a central decision, and should be compulsory (Senior, 2001).Following rising tide (1999) knowledge and discipline leave employees to be better positioned in organization and give them a chance to survive and prosper in assorted environments. Revans (1980) is right stating that reading in an organization must be greater than the rate of change because encyclopaedism and development open new opportunities for organizations and cease the staff to meet the criteria set down persistence and great personal desire to master this knowledge. On the other hand, knowledge develops such meaning(a) skills as the ability to analyze a nd synthesize information about the sound environment.In this situation, employees consequence into account universal innovations and experience of other people trying to solve his/her life problems or trying to find antecedent to these troubles (Schuler 1998). Without new knowledge, employees depend upon their own life experience and are special by prejudices and life scope. breeding cultivates human creativity and helps it to flourish. organisational study and development help to create new practical knowledge on the basis of the existing one making employees free from old technologies and views of their peers. Following Weick (1991) organizations are not built to learn.Instead, they are conventions of means-ends relations deliberately intentional to make the same routine response to variant stimuli, a pattern which is antithetical to culture in the traditional sense (cited Malhotra 1996). Without organizational learning and development, organizations could not benefit from outside worlds depending on their limited world perception. liberty of choice is the main priority given by education and knowledge. They shadow choose without knowledge but their choice would be accidental and cannot underwrite the best solution to the problem you are faced with.Organizational learning and development help organizations to get in touch with the society and others which as well as a key to freedom (Mayo 1998). In the book The Fifth even up, Senge (1995) explains organizational development and performance through system theory. Organizations are change by environment and have a structure which has both musket ball and informal elements. The analysis of structure will cover how activities are separate together, the number of levels in the hierarchy, the extent to which authority is decentralized to divisions and units, and the relationships that exist between different units and functions.Senge states that systems thinking method helps organizations to t ransform their activities and become a learning organization (Organizational Learning and Information Systems 2007). Five disciplines include building divided vision, mental models, team learning, personal mastery, systems thinking (Senge 1995, p. 56). These principles are crucial because these factors forget organizations adapt to changing environments. So, without active learning and development organizations will not be able to compete on the market and adapt changes.Learning process should be prier to change. Bearing in mind the need to take an empirical and contingent approach to organizing, as suggested above, the aim of learning could be defined as being to optimize the arrangements for conducting the affairs. A systems orientation is prove through common language producing thinking that encourages greater interdependency gum olibanum allowing for cross-functional thinking and abilities to be drawn into a productive whole (Barker, Camarata, 1998, p. 4).To do this, it is n ecessary, as far as circumstances allow, to clarify the overall purposes of learning the strategic thrusts that govern what it does and how it functions define as precisely as achievable the key activities required to achieve that purpose group these activities logically together to avoid unnecessary overlap or duplication. Following Goh (1998) Learning organizations not only encourage these practices but also have mechanisms or systems that allow them to happen. Part of this knowledge transfer involves learning successful practices from other organizations and competitors as well (p. 5). As Katz and Kahn (1964) wrote Systems theory is baseally concerned with problems of relationship, of structure and of interdependence. As a result, there is a considerable emphasis on the concept of transactions across boundaries between the system and its environment and between the different parts of the system (Katz and Kahn, 1964, p. 48). According to this theory, all organizations have som e learning and development which influence market position and innovative approach to performance.Structures take a network of roles and relationships and are there to help in the process of ensuring that collective effort is explicitly organized to achieve specified ends (Mayo 1998). Most employees require much practice to create professional skills and knowledge. Organizations are perpetually dependent upon and influenced by their environments. The basic characteristic of organizational learning is that it transforms inputs into outputs inwardly its environment. The components of organizational learning include the importation of energy, the throughput, and the systems as cycle aspects of organizations (McNamara 2007).Organizational learning and development include key organizational processes an organizations task environment includes suppliers, markets and competitors the wider environment includes factors such as public attitudes, sparing and political systems, laws etc em ployees and other tangible assets people, plant, and equipment formal organizational requirements systems designed to settle the actions of employees (and machines) the social system culture (values and norms) and relationships between employees in terms of power, tie-in and trust technology the major techniques people use while occupied in organizational processes and that are programmed into machines the dominant coalition the objectives, strategies, personal characteristics and internal relationships of those who oversee the organization as a whole and control its basic policy making (Reed 2001). If organizations are unable to prepare their staff to a coming change, they will be inevitably left behind.Revans is right stating that learning in an organization must be greater than or equal to the rate of change in the environment because organizations depend upon the learning and development as a part of change. Following as the relationship changes and becomes more complex, the need increases for a relation-based learning organization using communication at all levels and through its various forms (Barker, Camarata 1998, p. 4). The overall purpose of organizational learning and development is to ensure that the staff is able to achieve success in changing environments. In this case, organizational learning and development can be the source of the organizational capabilities that allow it to learn and capitalize on new opportunities. Ensure that the staff obtains and retains the happy, committed and well-motivated workforce it needs.This means taking stairs to assess and satisfy future people needs and to enhance and develop the inherent capacities of people their contributions, potential and employability by providing learning and continuous development opportunities (Nonaka, Takeuchi 1995). It can also involve the development of high performance work systems which enhance flexibility and include rigorous recruitment and selection procedures, perfo rmance-contingent incentive hire systems, and management development and training activities linked to the needs of the organization (Mayo 1998, p. 49). An catch of organizational processes and skills in the analysis and diagnosis of patterns of organizational behavior are thusly important.Organizations need to be able to understand the patterns of behavior that are sight to predict in what direction behavior will move (particularly in the light of managerial action), and to use this knowledge to control behavior over the course of time. Effective managerial action requires that the manager be able to diagnose the system he or she is working in. According to Goh (1998) acquisition and knowledge acquisition are obviously useless unless they can be transferred to the immediate job by the employee. It is even better if this knowledge can also be transferred to other parts of the organization to solve problems and get creative new ideas.Part of this knowledge transfer involves lear ning successful practices from other organizations and competitors as well (15). Barker and Camarata (1998) underlines that personal mastery is the continual process of growth and development needed for creative work for both the individual and organization. Learning in organizations occurs only through the learning that individuals realize (4). The organization must do all it can to explain why change is essential and how it will affect everyone. Moreover, every effort must be made to protect the interests of those affected by change. Resistance to change is necessary if the individuals concerned feel that they are going to be worse off implicitly or explicitly. Management of change will contract that reaction.In an age of global competition, technological innovation, turbulence, disconti-nuity, even chaos, change is inevitable and necessary (Senior, 2001). In sum, learning in an organization must be greater than the rate of change in the environment, because only in this case organizations able to compete on the market and create skilled workforce. Organizational learning and development can be seen as a part of change process which allows organizations to foreshadow coming changes and possible problems. Learning should be greater than the rate of change, because organizations welcome the challenges and opportunities if they have strong human resources and skilled workforce. They are the ones to be chosen as change agents.Referencehttp//www.brint.com/ text file/orglrng.htm