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LEARNING ORGANIZATIONS

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CONTENTS

WHAT IS LEARNING ORGANIZATION?

MAIN ACTIVITIES AT LEARNINGORGANIZATION

NEED OR IMPORTANCE OF LEARNINGORGANIZATION

CHARACTERISTICS OF A LEARNINGORGANIZATION

BARRIERS TO LEARNING

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WHAT IS A LEARNINGORGANIZATION? 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 inwhich they participate.

The important points to note about this definition are that learning

organizations: Are adaptive to their external environment

Continually enhance their capability to change/adapt

Develop collective as well as individual learning

Use the results of learning to achieve better results

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MAIN ACTIVITIES ATLEARNING ORGANIZATIONS Learning organizations have to accomplish five main

activities:

Systematic Problem Solving

Experimentation With New Approaches

Learning From Their Own Experience And Past History

Learning From The Experiences And Best Practices OfOthers

Transferring Knowledge Quickly And Efficiently

Throughout The Organization

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Need Or Importance of Learningorganizations

Maintaining levels of innovation and remainingcompetitive

Improving quality of outputs at all levels Having the knowledge to better link resources to

customer needs

Being better placed to respond to externalpressures

Improving corporate image by becoming morepeople orientated .

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Characteristics of a LearningOrganization

Systematic thinking:

The idea of the Learning Organization originallydeveloped from a body of work called systemsthinking. This is a conceptual framework that allows

people to study businesses as bounded objects.

Personal mastery:

Personal mastery is the commitment by an individual

to the process of learning There is a competitiveadvantage for an organization whose workforce canlearn quicker than the workforce of otherorganizations

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Team learning:

Team learning is the accumulation of individuallearning. The benefit of sharing individual learning isthat employees grow more quickly and the problemsolving capacity of the organization is improved

through better access to knowledge and expertise. Shared vision:

The development of a shared vision is important inincentivizing the workforce to learn as it creates a

common identity that can provide focus and energyfor learning

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Barriers to Learning

Organisational barriers to learning:Some organizations can find it hard toembrace personal mastery because as aconcept it is intangible and the benefitscannot be quantified. Additionally, personalmastery can be seen as a threat to the

organization. This threat can be real, as Singepoints out, that to empower people in anunaligned organization can becounterproductive

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Individual barriers to learning:Resistance to learning can occur within aLearning Organization if there is notsufficient buy in at an individual level. Thisis often encountered by people who feelthreatened by change or believe that theyhave the most to lose. The same people whofeel threatened by change are likely to haveclosed mind sets are not willing to embrace

engagement with mental models

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THANK YOU!

Raghav Mittal: 1011007Sonal Sachdev: 1011017

Akash Gaonkar: 1011027Laksh Gupta: 1011038Shreyans Sipani: 1011049Merita Elizabeth: 1011059

Rahul Ayyar: 1011071

BY,