Analysis of 'Learning Organization' Article and Personal Opinions

This report analyzes the article "Demonstrating the Value of an Organization’s Learning Culture: The Dimensions of the Learning Organization Questionnaire." It begins with an introduction to human resource management and the importance of a learning organization. The main body of the report delves into the article's purpose, which is to explore how organizations can capitalize on their working abilities through learning opportunities. The literature review emphasizes the role of knowledge sharing, learning tools, and the impact of individual and organizational learning. The report then presents the conclusions of the article, highlighting the dimensions of a learning organization questionnaire and its correlation with financial performance and knowledge capital. Finally, it provides personal opinions on the value of a learning culture, its impact on employee morale, productivity, and the importance of training programs. The report concludes that human resource development is crucial for continuous improvement and that learning is a continuous process that enhances organizational performance.

Human resource
management project 2

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Purpose of the article..............................................................................................................1
The literature..........................................................................................................................1
CONCLUSION................................................................................................................................4
Opinions related to the topic...................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Human resource management is a basic function of an organisation with this strategic
formulation about to advance effectiveness of workers is processed with adequateness. In this
ability of a business to attain suitable profit from aggressive market competition is developed in
progressive manner (Stewart and Brown, 2019). The learning organisation facilitate the working
consequences through which skills, abilities, experience, knowledge, working attribute and
attitude both improvised with regularity. The report below is a demonstration of article related to
value of an organisation’s learning culture: The Dimensions of the Learning Organization
Questionnaire along with own option related to specific topic.
MAIN BODY
Purpose of the article
The article provides adequate information about to seek various learning opportunities
that is required by an organisation to capitalise its working abilities (Demonstrating the Value of
an Organization's Learning Culture: The Dimensions of the Learning Organization
Questionnaire, 2021). The purpose of article is to found different solution about to embrace
leaning organisation with this current status is changes as per adequate guidance through which
performance also get advanced in balanced mode. The article is dependent on the premise of
human resource development that cultivates strong interrelation and conversations in between
employees which directly influence of cultivate suitable learning as with improvised
performance (Jang and Ardichvili, 2020). It also develop adequate pathway of opportunity
development under which learning gaps get indentified and fulfilled with support of provision of
suitable training and development.
The literature
The workplace is comprised of different functions that are performed by working
employees with this learning get advanced in faster manner. The organisation more often accept
creation of knowledge and learning if each individual get shared their ideas, views and thinking
with others so that collective growth and development is processed with adequateness. The
learning organisation is basically served with the prominent diagnosis of different learning tools
that grew working possibility. In a primarily stage the intervention of change is not only a basic
purpose behind learning it also stimulate various pathway towards success which is based on
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generation of dynamic outcome. To attain better output from the different intervention it is
required that organisation must imply several instruments in better manner or by applying all the
suitable recommended practices with perfection. The human resource developers usually used to
promote continuous learning but it is not sufficient to influence change with financial and
knowledge performance. The learning get captured as per embedded towards ongoing process,
structure and practices that improvise employee working tendency on regular basis. The
workplace learning promote sustained opportunity for the people with this working capacity and
sustained building is developed in successful manner. It also get begin with mutual observations
as well as significant learning that is also be processed transformative learning which is
structured in clear mode (Al-Jawad and et. al., 2019). The structured training is basically
importance and valued with this working competency is developed valuable performance
learning that assist to build learning culture and climate.
The learning at individual level is related to informal and incidental learning as it take
place as per challenges, disjunctures, discrepancies or surprises. As people get select different
strategies on the basis of their actions and affective understanding and it is developed to maintain
suitable action planning about to make profitable change. To filter accurate learning it is required
that individual must design few actions as per constrained of its capacity that assist to act
authoritative, power, skills and resources. In individual make change that they might not able to
perceived better result of their actions as external forces induce undesirable consequence. The
cognitive reconstruction enlarge the learning experience as in this individual selects a meaningful
aspect through which possible improvisation in learning and its development is processed.
The learning at organisational level induces significant impact over collective learning
and its experience as it is direct result of interactive and interdependent process. For this
environmental factor also act as direct impact over the several surprises as like working
regulations, market turndown, market competitors, new vision and objective trigger status quo.
In this business and its management assure to process active scanning in terms of both internal
and external basis that enable to proactively respond (Lin, Huang and Zhang, 2019). The culture
of the business has direct impact over the cohesiveness of and with this both individual and
organisation make sustained focus towards their actions. The considerable learning is requires
the attention of the entire employee through which working capacity and its attentiveness get
controlled systematically. In this learning culture of an organisation facilitate new learning that
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widespread dissemination of both current and future workforce. From individual to group
learning working practice and its ability both get emphasised as in regard of working
performance.
The Dimensions of the Learning Organization Questionnaire is dependent on different basis that
reflects suitable correlation in between learning organisation, financial performance and
knowledge. It is also being used to measure change within organisational performance through
which certain agreement in developed in between knowledge capital and employee attentiveness.
In support of knowledge capital working value is advance with this probability of employee to
attain potential customer buying prospect in suitable mode (Xie, 2019). The knowledge and
information both added more value towards advancement of strategic value that is in form of
technological improvisation, operational working that reflect steady increment in operating
economy of business. It having certain limitations as well such as in term of performance
measure as it is found that most of the people themselves take DLOQ by their own and more
often it is also be used by middle and higher level managers as in comfortable way. In this the
higher and low are able to recognise at all the level that is basically a perception of individual.
The learning organisation is basically a long term process that correlated with improvisation of
both knowledge and finance under which future stability and its sustainability is developed in
progressive manner (Macke and Genari, 2019). It is also be a long term process through which
possibility of employee to advance their current skills and efficiency both developed in
progressive manner as with this possibility to perceive higher competitive advancement also
resulted towards attainment of standardised outcome over regular period of instance.
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CONCLUSION
It has been concluded from the above that human resource development is basically
processed to make continuous level of advancement and improvisation within skills, abilities,
attribute, attitude, value and working consequences of employee that make direct impact over
progression. In this learning development and its enhancement plays vital role as learning is a
continuous process and get process if all the working employee get performed their task and
other activities on regular basis. It has different dimensions as employee get advance its learning
by individual improvisation or at organisation level both. It collectively advance working
performance and productivity of an organisation in progressive manner
Opinions related to the topic
The value of learning culture induce significant impact over working performance and its
productiveness as basically advance organisational values, practice and processes which
encourage employee working on continuous manner. The change in culture induces benefits as it
improvises morale and motivation of employee that aid to build better working culture. It also
promote new hiring and provide a growth mindset with this working values and its efficiency
both get developed in favoured mode. It has positive impact over productivity enhancement as
well employee continuous seeks to gain new skills and knowledge and it is a hallmark of higher
and productive performance. In regard of this it is essential that business must implement
different training programme or design certain culture within which people get shared their
views or perform collective work. It is also be an essential prospect among retention and
attraction of potential and skilled workforce through which possibilities to grab higher market
attentiveness is processed in favourable manner.
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REFERENCES
Books and Journals
Al-Jawad, J.Y and et. al., 2019. A comprehensive optimum integrated water resources
management approach for multidisciplinary water resources management
problems. Journal of environmental management, 239, pp.211-224.
Huo, A and et. al., 2020. Integrated numerical model for irrigated area water resources
management. Journal of Water and Climate Change, 11(4), pp.980-991.
Jang, S. and Ardichvili, A., 2020. Examining the link between corporate social responsibility and
human resources: Implications for HRD research and practice. Human Resource
Development Review, 19(2), pp.183-211.
Jordan, S.L and et. al., 2019. The roles of grit in human resources theory and research.
In Research in personnel and human resources management. Emerald Publishing Limited
Lin, C.Y., Huang, C.K. and Zhang, H., 2019. Enhancing employee job satisfaction via E-
learning: the mediating role of an organizational learning culture. International Journal
of Human–Computer Interaction, 35(7), pp.584-595.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Xie, L., 2019. Leadership and organizational learning culture: a systematic literature
review. European journal of training and development.
ONLINE
Demonstrating the Value of an Organization's Learning Culture: The Dimensions of the
Learning Organization Questionnaire, 2021. [Online] Available through:
<https://journals.sagepub.com/doi/abs/10.1177/1523422303005002002?
journalCode=adha>.
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