Learning Organisaion

LEARNING ORGANISAION -a group of people continually

enhancing their capacity to create what they want to create.
• Organizations that have developed the capacity to continuously learn, adapt and change.

• Part of manager’s responsibility is to create learning capabilities

throughout the organization. Important step being understanding value of knowledge and
knowledge management.

• KNOWLEDGE MANAGEMENT : Cultivating a learning culture

where organizational members systematically gather knowledge,
share it with others and are willing to apply that knowledge in making decisions, so as to
achieve better performance and sustainable competitive advantage.

• Information ( a precious resource ) is power and those who have it have power. Learning
organization do not advocate hoarding information but to share it with other members in
an organization.

• Employees not only go on to share information but also collaborate

in doing the organizations work in the best way they can and learn from each other.
 TRADITIONAL LEARNING.
ORG. ORG.

• Attitude towards change If it’s working, IF you aren’t changing

Don’t change It won’t be working for long

• Attitude towards If not invented here If invented or reinvented

new ideas Reject it here; reject it.

• Who is responsible R&D Everyone in organisation

• Main Fear Making mistakes Not learning/Adapting
• Competitive advantage Product & services Ability to learn & apply
knowledge & expertise
• Manager’s Job Control others Enable others
 LEARNING ORGANISAION

ORGANISATIONAL DESIGN

• BOUNDRYLESS
•TEAMS
• EMPOWERMENT
ORGANISATION
CULTURE INFORMATION SHARING
LEARNING
•STRONGMUTUALTRUST ORGANISATION • OPEN
& RELATIONSHIPS • TIMELY
•CARING & COOPERATING • ACCURATE
ATTITUDE LEADERSHIP
• OCTAPACE CULTURE
•STRATEGIC LEADERSHIP
•SHARED VISION
•COLLABORATION
 ORGANISATION LEARNING-detection and correction of errors. An entity
learns if, through its processing of information, the range of its
potential behaviors is changed.

• CONCEPT OF LEARNING EXTENDED FROM INDIVIDUALS / ANIMALS TO ORGANISATIONS.

• DEF: IT IS A PROCESS BY WHICH AN ORGANISATION ACQUIRES,RETAINS AND USES INPUTS FOR

DEVELOPMENT AND THE PROCESS RESULTS IN AN ENHANCED CAPACITY FOR CONTINUED SELF
LEARNING & SELF RENEWAL.

• OL IS THUS A PROCESS WITH A CONTINUOUS SERIES OF INTERLINKED ACTIVITIES PRODUCING SEVERAL

CHANGES.

• OL RESULTS IN INCREASED CAPACITY OF AN ORGANISATION TO LEARN MORE ON ITS OWN.

• ORGANISATION SHOULD DEVELOP MECHANISMS OF EXAMINING ITS EXPERIENCES – RETAINING

FUNCTIONAL WAYS AND DISCONTINUING DISFUNCTIONAL WAYS.

• NORMATIVE CONCEPT OF OL IS ON CONTINUUM

NO LEARNING ------------------------------------------------- FULL LEARNING
( Insensitive or closed to experiences or realities) (Effective use of experiences of action)
 PROCESS OF OL

INNOVATION IMPLEMENTATION STABILISATION

ACQUIRING-REFLECTING RETAINING-INTEGRATING USING-ADAPTING

• EACH SUBSYSTEM HAS RELEVANT LEA NING PHASE, INVOLVES SOME

LEARNING PROCESSES AND REQUIRES SPECIFIC CLIMATE WITH RELATED VALUES
& NORMS
 MECHANISMS OF OL

1 EXPERIMENTATION & FLEXIBILITY

Positive attitude & trying out new ways to deal with issues & problems.

2 MUTUALITY & TEAMWORK

OL requires mutual respect. Trust, &n Support to learn from each other
and is based on Team Work & Collaboration.

3 CONTIGENCY & INCREMENTAL PLANNING

Contingency planning is based on certitude & rigidity; whereas incremental planning is based on
tentativeness & flexibility.

4 USE OF TEMPORARY SYSTEMS

These being effective mechanisms to generate ideas & take quick action.
Ex : Task Groups, Task Forces, Project Teams, Special committees & Cross Functional Teams ( Inter
functional / Inter departmental )
( Work gets done faster because of their time bound nature, Diverse point of view, Innovation &
creativity, synergy & no vested interests )

5 COMPETENCY BUILDING
( Building of needed resources enhances OL. And competency being primary resource, Thorough
training facilities- Both Internal & External programs.)