Learning Organization

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“The ability to learn faster than your competitor may be the only sustainable competitive advantage.” –
Peter Senge
Characteristics of Learning Organization:
Systems Thinking – It is the ability to see interrelationships than linear cause – effect i.e. to think in
context as well appreciates the consequences of the actions of one part of the system on other parts of
the system. This is to inculcate 360 degree view.
For example, people look at short term benefits and all decisions are based according to that however
this kind of thinking might lead to loss of focus on long term benefits. Systems thinking also emphasize
and reiterate the fact of looking beyond the immediate concern.
Personal Mastery – It is primarily about self awareness. This revolves around an idea of how much we
know about ourselves. It can be achieved through continuous learning and self improvement. This can
be reinforced with a very common saying, “You can lead a horse to water, but you can't make it drink”.
Three components of Personal mastery are personal vision, accept and use creative tension and finally
have a commitment to truth.
If a person is setting up a company, one should have a vision that is, person should have a clear idea
about what does he wants the company to do and where does he want to see the company in near
future. You have to figure out a way for the company to sustain and have a competitive advantage over
others. If your company has been doing well and after a few years the company’s product has reached
the decline stage and now enhancement to the product has to been done to bring back the product
back to the growth phase. This can only be done if you accepted the truth and accordingly pursue the
vision.
Mental Models – These are the assumptions, beliefs, values or mind-sets that determine how people
think. It is very essential to challenge or clarify the assumptions and adopt an open culture for creating
learning environment. It is said that for any learning process main steps are unlearn, learn and relearn.
One of the common belief among managers is that people who do not perform are lethargic and do not
have ambitious career plans so would just work because of compulsion. These are the assumptions
which does not hold good. It is important that managers come out these assumptions and understand
the reason without any pre conceived notions.
Shared Vision – It is ability of a group of individuals to have a shared vision as it creates a common
identity. This creates ability of a group to have a shared picture of mutually desirable future. Learning
Organizations have a decentralized organized structure to avoid sharing vision from the top level as this
is major hindrance in creating a shared vision.
Today Infosys is a renowned organization because Narayana Murthy had a vision and this was not only a
personal vision but also a shared vision. Every member of this organization had a shared vision and that
had made all the difference.
Team Learning – This is when people in a group start thinking together and share experience and skills
with each other about how to do things better, these require team members to engage in discussions
and have to believe that collaborative learning is more important than individual learning and this
emphasizes “the whole is greater than the sum of its parts”.
When a team enters into a dialogue and discuss on an aspect they come up with different viewpoints.
For example, a team who is deciding a marketing plan has a tendency of coming up with different ideas
as each person thinks in a different way and they finally reach a logical end. This can also be seen in six
thinking hats where every person plays a different role and come up with a collaborative decision
making.



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