Differences between Organisational Learning and Learning Organisation

Learning and
development

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
To critical analyse differences among organisational learning and learning organisation..........1
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Learning and development refers to a systematic process which raise competency, skill
set together with knowledge that leads to making better performance in organisational setting. It
is essential area of Human resource management. The main objective of learning and
development is to change as well as develop behaviour of people for better workings, sharing
knowledge addition to insights which enables in performing activities or cultivating attitudes. It
also aims to align goal and performances of manpower with that of company. The present
assessment is based on organisational learning along with a learning organisation. It covers
evaluation of significance of organisation learning and development and appraising learning
development theories, models together with practices. The main purpose of the assessment is to
critically analyse differences between a learning organisation to that of organisational learning.
MAIN BODY
To critical analyse differences among organisational learning and learning organisation
Definition of organisational learning along a learning organisation
As per Castellani (2018), organisation is termed to a collection of people that involves in
workings so to pursue defined goals. It is a social system that includes all formal human
relationship. In other words, an organisation is defined as cooperative system wherein people
gather together as well as formally agree for combining efforts and practices for common
purpose. An organisation establishes with objective of attaining more profit and developing
employees to achieve their career growth.
According to Yavas and Celik (2020), organisational learning refers to a process that
creates, retains as well as transfers knowledge with the institution. It assist a company to improve
itself with time by gaining experiences for developing required knowledge. It is key for all
businesses as it strengthens culture within workplace as whole. The concept of organisational
learning is based on application of knowledge for specific purpose addition to learning from
process or outcomes. It bridge among working and innovating. There are various approaches of
organisational learning. In context to first approach, it looks towards enterprise as whole and
gaining information from cognitive perspectives. At same time, second view focus at learning
from community in which professionals create knowledge within the business networks that is
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known as communities of practice. It is impacted from individual proficiency, improvements
within adopted technology and modifications in structures, routines or methods of coordination.
Learning organisation is described by Dalto (2019) as a business in which people
continuously expand their potentials or capacity with the hope of creating outcomes they truly
desire and nurture new with expansive thinking patterns and continually learn for seeing whole
together. As per Peter Senge, The fifth Discipline: The Art and Practice of Learning
Organisation, it involves learning through people, situations at workplace and hint at learning
which permits all to work for seeing whole together. Moreover, the concept of learning business
is a vision related to what can be possible. It facilitates learning of all members addition to
continuously transforming itself. It is characterised by involvement of all employees in processes
concerned with collaborative conduction, collective accountability that change directions for
shared principles as well as values. One of example of learning organisation is Apple Inc which
is large giant hat uses various methods and bets practices for overcoming difficulties and
improving knowledge in present market.
Nature and models of a learning organisation and organisational learning
The learning organization learns as well as encourages learning within its people and
promotes exchange of information by making human resources adaptable towards new ideas,
changes etc via shared vision (Mehta, 2019). The approach emphasis on results despite of
process of learning. At same time, social concept views considers learning organisation as
process or interaction. It is one of motivation source for internal business society along with
academics with publication of book of Peter Senge in which the author has pioneered his
concepts towards system thinking. As per Senge, a learning organisation is featured as group of
people that work collectively for enhancing potentials for devising outcomes that is really cared
by human capital.
There are five disciplines related to learning organisation that are propounded by Peter
Senge practically. The concept is seen as living systems wherein all people integrates and learn
as non-linear addition to complex phenomena (Chinnam, 2017). However, the author argues
about through of dividing a situation into parts as cutting an animal or thing will lead to two
animals or things. At same time, Senge also argues against such type of thought as dividing a
situation or problem results in losing connections among parts which develops synergy effect
along with integrity.
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