Thursday, May 26, 2011

Learning Organisations

This blogpost by would help our student learn about the basics of ‘Learning Organisation’. Learning organization can be defined as the organizations that are constantly engaged towards continuous learning to survive in this competitive environment. Learning organizations helps to create a culture that supports continuous employee development within the organization. In other words, one can say that learning organizations are the place where an employee keeps on learning making mistakes and generate new ideas through experience and experiments (Chawla & Renesch, 2006). Learning organizations further help to promote a specific workforce in the organization through effective exchange of ideas and information.

Learning in the organization is not just an individual learning instead it is learning process of whole of organization that arises through the interaction between the groups. Following are some of the characteristics of learning organizations that makes it different from other organization:

Learning culture: The learning culture is most important characteristics of a learning organization that determines the sustainability of these organizations in the market. The free flow of information and ideas is the function of these organizations (Atak & Erturgut, 2010). At the same time, these organizations also have openness and commitment of employees towards constant learning.

Process: Learning organizations also have effective internal processes to support its learning attitude. Knowledge management, competitor analysis, and performance measurement are some of the internal processes that support constant learning in the organization (Dealtry, 2008). These processes provide organization with the necessary information needed for its continuous learning.

Tools and techniques: Learning organizations also have different tools and techniques that it uses to support its learning process. In learning organization, the different tools like communication, listening, observation, challenge handling etc plays an important role determine its effectiveness to sustain in the market.

Supportive environment: The learning organizations also have supportive work environment that helps organization in constant learning. The supportive work environment will encourage the juniors to consult with the seniors consistently for constant learning (Atak & Erturgut, 2010). At the same time, the supportive work environment can provide boost to the learning process through effectively solving out the problems of the conflict between the individuals.

Skill and motivation: The learning organizations also have a feature of skills and motivation to derive learning throughout the organization. The motivational factor is an important element in the learning organization that determines the effectiveness of these organizations (Barr & Saraceno, 2009).

In addition to this, the learning attitude in these organizations also provides certain benefit to the organization. In today’s competitive world, the concept of learning organization is very popular among organizations because of following reason:

Superior performance and competitive advantage: It is important to implement the concept of learning organization because it provides organization with superior performance in compare to its competitors (London & Sessa, 2006). At the same time, it also provides competitive advantage to the organization to sustain in this competitive world.

Manage change and risk effectively: The learning attitude in the organizations also helps to manage risk and change effectively. With the changing environment and technology, there emerged a lot of change and risk in the organization. The learning attitude helps to determine these factors effectively (Chawla & Renesch, 2006).

Assist for Customer Satisfaction: Today customer wants advanced and innovated products from organizations. The learning attitude helps to provide much satisfaction to customers through innovated products and services. If you need any homework help or assignment help with regarding to learning organizations or any other subject, please do email us to


Atak, M. & Erturgut, R. (2010). An empirical analysis on the relation between learning organization and organizational commitment. Procedia - Social and Behavioral Sciences, 2 (2), 3472-3476.
Barr, J. & Saraceno, F. (2009). Organization, learning and cooperation. Journal of Economic Behavior & Organization, 70 (1), 39-53.
Chawla, S. & Renesch, J. (2006). Learning Organizations: Developing Cultures for Tomorrow's Workplace. USA: Productivity Press.
Dealtry, R. (2008). The corporate university's role in managing an epoch in learning organization innovation. UK: Intellectual Partnerships.
London, M. & Sessa, V. (2006). Continuous learning in organizations: individual, group, and organizational perspectives. USA: Routledge.