How Becoming a Learning Organization Can Benefit Your Company

Any organization that wants to survive the stormy seas of the contemporary market must constantly learn. Stagnant techniques, training and knowledge are as fast as possible antiquated as weather predictions. The desire to find ideas and behaviors continuously was the main driver of the demand for learning organisations.

Define the concept of learning organization

The idea of the “learning organization” stems from the beginning of the nineties and fits quite closely into the world of business with the emergence of the Internet. The necessity to continually learn and adapt is now standard, and the notion of a learning organization has only gotten more popular since those busy days of early technical transformation. 

So what is a learning organization? Although it may be difficult to establish a generally recognized operational definition, a learning organization is essentially focused on constant development through education, knowledge implementation and adaptability to new ideas. 

For companies it is crucial to know that learning is a continual process that must be managed and disseminated over a long time. It is a culture, a way of thinking, an entrepreneurial approach. It’s not a quick fix or a magic pill. Some of the main features of a learning organisation:

– Having a common view and a clear objective throughout an organization.

– An ecosystem which supports each other to work for a shared objective.

– A complete experience that makes learning easier from beginning to end.

– Take judgments via analysis of performance.

– A continuous sense of self-directed communal commitment.

– Comprehensive digital communication, allowing ideas and talents to be passed on throughout a corporation.

There are several primary activities that learning organizations are adept at:

– Testing innovative techniques and strategies.

– Distributing information around your business with efficiency and convenience.

– Learning from prior experience and history.

– Learning from other organizations’ best practices and experiences.

– Systematic solution of problems.

What are the advantages of being a learning company?

Establishing a learning organisation, especially for firms with inflexible hierarchy or a certain approach, could seem like an enormous effort. “A learning organisation, as Garvin said, is not easier to cultivate. It is a result of a number of specific actions and wide-ranging activities, which are not different from the workings of enterprise operations, such as logistik, accounting, order fulfillment and product creation.” Here are just a few examples:

Staffs feel happier and more satisfied staff

Although not everybody can identify as a dedicated lifelong student, the benefits of continuous knowledge building help to make both within and beyond our workplace happier and healthier. There is even proof that acquiring new abilities enhances the health of your brain! After all, your staff are your most important asset and, as they become more encouraged and committed, your firm will be both more productive and imaginative.

Further innovation

The focus on company learning and innovation might be as recent as a trend, however Ray Stata indicated back in 1989 that organizational learning is the key to innovation, especially at management level. It should be no wonder that the emphasis on the sharing of ideas and teamwork in learning companies inevitably leads to greater and better ideas.

Better cooperation

Because learning organisations have a strong feeling of community and support based on teams which interact and share knowledge. Conflict is less prevalent since everyone strives and learns from one other for a similar objective.

Continued and sustained improvements

A corporation has to evaluate and learn from its errors or failures in order to become a learning organization. The desire to do new things, the admission that something has not worked, and progress are important to improving your company’s inventions in order for it to prosper.

Suggestions for organizations of learning 

Search for applicants that suit your culture, not just your job descriptions. Do they believe what you believe?

Try to inspire your staff by offering what they ask for. Don’t assume that, as management, you know what they’re looking for. Remember, learning is a bidirectional road. 

Grow with changes and trends. Never suppose you have completed your education. Constantly search for methods to modify or enhance your company. 

Seek feedback (even criticism) and be always innovative. A leader who spurns criticism won’t last long. Constantly search for comments and criticism and then find out inventive methods to make essential information-based improvements.

To move your business toward a study organisation, start by developing a plan that describes where you are as a firm, where to go, how you are going to get there and how you are going to assess the outcomes. This is a key last step. Please remember, you cannot adequately gauge your success (or lack of it) without some type of consequence.

Once you put an educational culture into your organisation, anything from creativity and curiosity to productivity and happiness for employees may spike as you develop and adjust to a constantly changing globe together.

Talentnet, leading human resources consultant in Vietnam, utilizes its salary framework with the latest technology, with a high degree of protection, solid working legal knowledge and applicable HR solutions. Email us to find out how Talentnet can save you time, resources and highly qualified employees willing to work with you.

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