Importance of Organisational Learning and Development: Critical Evaluation of Learning Models, Theories and Practices

This essay discusses the importance of organisational learning and development, and evaluates learning models, theories and practices. The case study of Barclays is used to illustrate the concepts. The essay covers topics such as explaining organisational learning, learning organisation, analysing organisational performance, and critical evaluation of learning models, theories and practices.

Learning and
development

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
EXPLAINING ORGNISATIONAL LEARNING..........................................................................1
EXPLAINING LEARNING ORGANISATION.............................................................................2
ANALYSATION OF ORGANISATIONAL PERFORMANCE....................................................3
CRITICAL EVALUATION OF LEARNING, MODELS, DEVELOPMENT THEORIES AND
PRACTICES....................................................................................................................................3
4MAT Learning model................................................................................................................3
Learning Theories........................................................................................................................4
Learning practices........................................................................................................................6
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................7

INTRODUCTION
Learning and development refers to a function in the organisation that is accountable for
boosting up the subordinates personality development, skills, growth as well as ability of
operating better business performance. The purpose of leaning and development is to change the
perception of an individual for improving work in order to attain organisational goals
(Allameh and Khalilakbar, 2018). For the development of the personnel in the organisation,
managers provide proper training sessions in order to improve their skills. It involves all the
activities that is accepted by the managers in a company with a objective of increasing
employee's knowledge as well as performance.
For better understanding of the given topic Barclays is the company taken into consideration. It
is a British universal bank, headquartered in London, founded on 17th Nov. 1690, which provides
retail banking, commercial banking, investment banking and many more.
The essay highlights the assessment of the importance of organisational development and
learning. Also, critical evaluation of learning development models, theories as well as practices.
MAIN BODY
EXPLAINING ORGNISATIONAL LEARNING
It is a process of retaining, creating and transferring knowledge in the company and helps
in improving organisation over time by gaining or increasing experience and to create knowledge
by using that experience (Zhang, Chen and Zhang, 2022). There are different kind of learning
like group or team, inter organisational levels, individual and organisational learning. In
Barclays, each and every person working in it shares knowledge and it helps them in performing
their given task effectively and properly with more confidence. The relationship between all the
employees and company itself is a symbiotic one, so when workforce gain knowledge and
complete task on time it is also beneficial for the enterprise itself as its goal is achieved.
Managers of Barclays use Argyris theory in their business which helps them in correcting and
detecting the errors and improves the action of every individual through proper understanding
and knowledge. There are some types of organisational learning described by Argyris which is in
context to Barclay is described below:
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 Single loop learning: If managers of Barclays use this type of organisational learning,
then they can add firm specific or knowledge base or way without disturbing the
companies activities fundamental nature.
 Double loop learning: If the managers of Barclays use this type of organisational
learning, then it is going to help them in modifying the existing procedures, norms,
objectives and policies.
 De-utero learning: If Barclays managers uses this style, then the can easily identify and
analyse the gap between the actual performance of the employees and their targeted result
or outcome.
Managers of Barclays should apply De-utero learning in their business so that they can
determine the learning structure, styles and processes. This is going to help them in gaining and
providing knowledge within the company and hence can achieve success, profitability and goal
of the organisation.
EXPLAINING LEARNING ORGANISATION
Learning organisation refers to the company itself which is skilled at acquiring, creating
and transferring the knowledge and according to that changes the behaviour to learn new insights
and knowledge (Vihari, Rao and Doliya, 2019). It reflects that the new ideas are very essential in
the organisation if learning takes place. Barclays company actively mobilise, create, transfer and
capture knowledge to easily adapt the continuous changing environment. It helps their each and
every members of Barclays in learning new things and continuously transforms itself. There are
five important traits which is shared by all the learning organisation that is room for innovation,
collaborative learning culture, knowledge sharing, lifelong learning mindset and forward
thinking learning. Some of them are applied in the Barclays which helps each and every
individual working in the company in learning various things and gaining knowledge which
directly leads to organisational success, profitability and goal. The employees of Barclays
continuously increase their capability to create the outcome they truly desire. And all the
members of the company learn and gain knowledge on day to day basis to complete the common
goal of organisation effectively and efficiently. Learning organisation provides the power to
solve issues autonomously to their workforce and helps them in learning from their experience of
their peers. Employees have opportunity to gain knowledge and share their insights and ideas
without any fear of being judged by others in the organisation. It aids every people working in
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the company in achieving common organisational goal by increasing and expanding their skills
and knowledge with each others.
ANALYSATION OF ORGANISATIONAL PERFORMANCE
Organisational performance is the ability of the company to reach and attain its optimized
or desired outcome and goal (Oh and Han, 2020). The performance is comprises by comparing
the actual outcome or result with the intended outputs. Performance of the company is the
fulfilment or success of the business at the end of completing the given task as it is intended. The
managers of Barclays control and measure the firms performance so that they can manage asset
properly, increase ability to give consumer value and increase measures of companies
knowledge. The performance of the organisation also impacts the reputation of Barclays. The
steps used by the managers of Barclays to measure its performance includes, first one is to be
clear on the direction. Second one is to set SMART goals, third one is to analyse what is
important to measure. Fourth one is to implement of measure and changes results or outcome.
The fifth and the final one is to ensure each and every thing that is measured ties back to
overarching enterprise goals. There are some important objective of business performance which
includes speed, dependability, cost, flexibility and quality. The managers of Barclays want to
achieve its goal and success with the help of the performance of the employees and organisation
itself. They manufacture the products at the lower prices, flexible environment within the
workplace and by providing quality goods and products to their customers. The organisational
performance helps the managers of Barclays in comparing the actual result against its intended
outcomes.
CRITICAL EVALUATION OF LEARNING, MODELS, DEVELOPMENT
THEORIES AND PRACTICES
4MAT Learning model
The learning model is founded by Dr. Bernice McCarthy, tell about the leaning styles as
well as behaviour in a concrete way. It take the advantage of the leaning styles for attainment of
better leaning results (Babaeinesami and Ghasemi, 2018). The purpose of the concerned model is
to engage the people in the organisation so that group goals can be achieved. The programmes
are properly designed so that workforce can get proper details about the workings of the firm in
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order to improve its performance. The four learning styles of 4MAT model in context to
Barclays are mentioned below:
Why: The first stage of the model where it is very essential for an individual to know the
reason behind doing that particular work (Bucata and Rizescu, 2018). The managers of Barclays,
provide their employees with proper details about the work which has to be done in order to
attain the goals in the near future. Employees are assigned the task according to their potential
and make them understand it properly so that they can work for the achievement of
organisational goals.
What: At this stage of the model, question arises what, when the managers of Barclays
visualize mentally the new information which is being presented. Barclays managers, tell the
employees about the work which needs to be done for its growth. The subordinates got to know
about the reason of performing any specific task, with proper knowledge, skills for achieving
individual s well as organisational goals. In this stage they prepare themselves in learning new
concepts, skills, experience as well as growth while working in the firm.
How: At this stage, an individual is told about how the concepts should to be applied in
the near future for its growth (Lyman, Smith and George, 2022). The managers of Barclays, give
the details to the personnel that how to work with the new idea that is accepted by them. The
skills, abilities and knowledge which have being gained from the training, seminars as well as
activities are executed here. From there leanings they apply those strategies in the company in
order to attain the set targets in the near future. It is essential to know the way of executing the
planned techniques so that they do not face any problems while working.
What if: This is the last stage of the model where the planned strategies or techniques
taken into consideration that they will give positive or negative response. Here the people
working in the firm doubt on their working that what if it dose not give any good result. So the
manager of Barclays, motivates the workforce to work hard and focus on the improvement they
can do for future.
Learning Theories
Learning is the study or knowledge which is being give to the personnel working in an
organisation in order to attain the set targets (Canbaloğlu and Treur, 2021). It benefits the firms
in retaining as well as gaining top talents, better productivity, also the process of leaning and
development aids enterprise in earning more profits. In Barclays, managers provides the
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employees with proper knowledge, skills and information so that they do not face any issues and
grow themselves to achieve individual goals. For better performance of the organisation, leaning
and development is very essential part where personal as well as individual goals can be
achieved. The various leaning theories with respect to Barclays are discussed below:
Behaviourism theory: This theory is based on the idea that is adopted by the people by
interacting with each other in the organisational surroundings (Field, 2020). It is seen that
behaviour of an individual is changed because of the people around them who influence them in
both the ways positively or negatively. Managers of Barclays use this learning model in order to
boost up the motivation of the workforce by giving them positive reinforcement. The employees
performance depends on the behaviour of the manager so to make them dedicated towards the
work, managers work with them and correct them if needed. Barclays managers, provide their
personnel with positive feedback to keep their morale high with maximum the organisational
performance. This theory of Behaviourism plays very essential role in context to any company as
it enhances the productivity of the subordinates and the set goals can be achieved soon.
Humanism learning theory: The theory of humanism mainly aims on the abilities of a
human which includes creativity, innovation, personal growth as well as choices (Gibbs and
Wood, 2021). It is flexible for the people in the company, they can find their own goals of
working. For example, Barclays, managers mainly provide the employees with training and
development programmes in the areas they are interested in. the word Humanism is also known
as self-actualization or self-esteem, which mainly consider the potential, freedom and dignity of
an individual. This benefits the firm in engaging the people in learning new things in the
enterprise in order to attain the group goals or organisational goals. By this approach a person
can do self-evaluation by calculating the performance of day one till the current date. Through
this theory, a manager makes sure that all the employees are getting proper development and
growth while working or not.
Cognitive learning theory: In this theory of cognitive, while doing learning they act like
active agents who showcase their skills, knowledge, memory and interest in order to attain the
set targets. The managers of Barclays, guide their employee for their assigned work and expect
from them to complete it on time and also effectively. They organise activities so that people
working together can interact with each other and work together for one common goal. Through
the organisational learning, personal can also improve the performance of the firm. Because of
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the hard work of the workforce, company easily achieve its profits and success. Learning is must
in every enterprise so that the personnel can grow and develop themselves in every field, or do
specialisation in only one. People working in Barclays have the ability to exist in any situation,
as the managers have prepare them for the worst as well in the training sessions.
Learning practices
Effective learning practices are prof-based teaching techniques executed with loyalty and
informed by data for producing sustained as well as positive outcomes in every individual
(Knowles, 2021). The learning practices mainly focus on the personal as well as group learnings
with the purpose of achieving organisational goals. The leaning practices in context to Barclays
are as follows:
Individual learning: It is one of the learning practice which mainly aims at the
development of individual needs and desire to work in an organisation. The managers of
Barclays provides with training and development sessions to their workforce in order to fulfil the
needs and wants of them. Proper or clear idea of the work is being provided to them so that they
can work hard in order to attain the personal as well as organisational goals. Employees skills
and knowledge is the main requirement in the entity, for earning more profits and success. The
feedbacks is being taken from them and make them work on their weak points where they lack
which helps them to increase their productivity while working.
Group learning: This is another practice of learning which focus on the people in the
group as a whole in an organisation (Kontinen, 2018). The mangers of Barclays, provide the
employees with the group task so that they can achieve the group goals as well. It creates
problem to work together in a group because everyone cannot adjust according to other. So some
decisions are not taken mutually which demotivate the other people working and makes them to
put less efforts while working. The managers of Barclays, conduct regular training programmes
to increase their intellectual skills, knowledge of the work they are assigned to do. It helps them
in improving their technical skills when any new software or technology is brought in the
organisation. For earning more profits, success of the company regular sessions are necessary
which will make them give effective work.
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CONCLUSION
From the above essay it is concluded that learning and development play very crucial role
in context to all the enterprise. As it provides with proper learnings, training sessions to the
employees in order to attain the organisational as well as individual goals. For better
understanding of the learning models 4MAT learning model is applied which includes the
questions of why, what, how and what if. Learning theories includes behaviourism theory,
humanism theory and cognitive learning theory. Learning practices includes individual and
group learning. Organisational learning is the process of transferring, creating and retaining the
knowledge within the organisation. Argyris theory is used for better knowledge of organisational
learning which includes single loop learning, double loop learning and de-utero learning.
REFERENCES
Books and Journals:
Allameh, S. M. and Khalilakbar, R., 2018. Exploring the antecedents of innovation performance:
the roles of entrepreneurial orientation, learning orientation and organisational
learning. International Journal of Business Excellence, 14(4), pp.470-485.
Babaeinesami, A. and Ghasemi, P., 2018. The relationship between emotional intelligence and
organisational learning. International Journal of Knowledge and Learning, 12(2),
pp.99-118.
Bucata, G. and Rizescu, M. A., 2018, June. Organisational Learning Improvement by Using
Knowledge Management System. In International conference Knowledge-Based
Organization (Vol. 24, No. 1, pp. 267-272).
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Canbaloğlu, G. and Treur, J., 2021, November. Computational Analysis and Simulation of
Organisational Learning. In Proc. of the Fifth International Conference on Social
Science, Public Health and Education, SSPHE'22. EDP Sciences.
Field, L., 2020. Organisational learning: Basic concepts. In Understanding adult education and
training (pp. 159-173). Routledge.
Gibbs, B. and Wood, G. C., 2021. How can student partnerships stimulate organisational
learning in higher education institutions?. Teaching in Higher Education, pp.1-14.
Knowles, S., 2021. Coaching for Organisational Learning. In Positive Psychology Coaching (pp.
279-287). Springer, Cham.
Kontinen, T., 2018. Learning and forgetting in development NGOs: insights from organisational
theory. Routledge.
Lyman, B., Smith, E. L. and George, K. C., 2022. Mechanisms of organisational learning in
hospitals: An instrument development study. Journal of Nursing Management.
Oh, S. Y. and Han, H. S., 2020. Facilitating organisational learning activities: Types of
organisational culture and their influence on organisational learning and
performance. Knowledge Management Research & Practice, 18(1), pp.1-15.
Vihari, N. S., Rao, M. K. and Doliya, P., 2019. Organisational learning as an innovative
determinant of Organisational Sustainability: An evidence based
approach. International Journal of Innovation Management, 23(03), p.1950019.
Zhang, H., Chen, Z. and Zhang, Q., 2022. Predictors of Social Workers Attitudes Towards
Evidence-based Practice: Self-determination and the Moderating Role of Organisational
Learning. The British Journal of Social Work.
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