The Role of Organisational Learning in Improving Performance

This essay explores the significance of organisational learning in enhancing performance and achieving goals. It discusses various theories and models of organisational learning, including experiential theory, generative learning, and adaptive learning. The essay also highlights the importance of creating, retaining, and transferring knowledge within an organisation.

Assessment The role of
organisational
learning in improving
organisational
performance
Contents

INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisational learning can be defined as the process opted by companies so as to enhance itself
by acquiring experience along with utilisation of that experience in order to creates knowledge
(Martínez-Costa, Jiménez-Jiménez and Dine Rabeh, 2019). There are various benefits of this
knowledge that organisation can get into for purpose of attainment of goals. This generated
knowledge is then transferred to organisation. Organisational learning plays an important role in
enhancing productivity of company and makes it easier to accomplish goals within prescribed
time. It is significant for all companies either public or private in terms of generation, retention
along with transfer of knowledge so as to make stronger base of an organisation. It facilitates in
enhancing sales and in generation of higher profit. Along with this, company can eliminate
unnecessary cost that may negatively impact on company’s performance. This essay is depicted
on organisational learning and various theories are depicted so as to understand better. At last, it
will cover models of organisational learning.
TASK
Organisational learning is a significant concept that may positively or negatively impact on
various aspects such as sociology, business management and philosophy. It is a complex
working mechanism that facilitates in motivating change operation by developing different
behaviour inique from prior one. Organisational learning plays an important role in achieving
success for organisation (Gijbels and Spaenhoven, 2021). Company can opt various learning
theories so as to create, retain and transfer knowledge within organisation. With high knowledge,
work can be done more effectively and efficiently. A company may negatively impact if
workforce lacks in knowledge and do not wish to transfer. There are various types of
organisational learning that company may opt in order to enhance efficiency and productivity. It
not only impacts on organisational performance but on employee’s performance too. Deutero
learning, single loop learning are some types of learning that company can adopt. In double loop
learning, it makes sense to theory which was in use till date. In this type of learning, company
tends to identify errors and based on that frames strategies so as to rectify those errors.
Management of company changes whole process so as to eliminate risk associated with process.
Company forecast uncertainties on the basis of assumptions or on previous data so that alteration
can be done to enhance productivity. By eliminating risk, it becomes easier for company to attain

its objectives within given time. In addition to that, its functioning becomes smoother by altering
strategies. Company can enjoy higher profit by changing process which does not contribute in
enhancing organisational performance. Employees can work with peak potential where they get
foster environment as well as growth opportunities. By changing whole process, company can be
more productive and efficient in terms of scaling and profitability. This type of learning relates to
rectification of errors by changing whole process. In initial stage of this learning, company
identifies errors and with proper analysation, frames strategies so as to eliminate those errors. It
is imperative for company to focus on eliminating errors or they may negatively impact on
company’s performance. In single loop learning, it consists of one feedback loop in which
undesired result or outcomes leads to change in strategy. When a company had setup
effectiveness criteria and measures with actual results, if outcomes indicates negative then it is
needed to take corrective measures immediately and if not, no course of action is required. In this
instance, organisation identifies root cause and modifies approach as per requirement in order to
rectify error or mistake. Along with this, it also helps company in achieving success by
maximising profit along with minimising overall cost. If company do not try to analyse cause,
then it will negatively impact on company’s performance and its profitability. This approach
ensures that all activities are contributing in accomplishment of goals or not or what course of
action is required to attain objectives. By taking effective decisions, company can mitigate risk
and enjoy higher profit in unfavourable environment. Deuterolearnimng relates to that learning
system process that contributes in enhancement of system itself. It encompasses of two elements
which are behavioural and structural element. Which is used to express learning.
Various communities facilitate organisation in gaining knowledge in order to enhance
organisational performance. Those communities are group, individual and organisational
learning. In individual learning, a single individual and employee acquire new set of skills and
knowledge by various sources that helps in elevating performance. This makes employee more
productive and gains potential to capture various available opportunities. It is said that
employee’s performance is directly linked to organisational performance and it is needed to
focus on enhancing employee’s performance so that they can effectively contribute in
accomplishment of objectives. In order to enhance individual performance, companies provide
training and development sessions so its employees so that they can polish existing skills and
acquire new skills. Company encourages employees to showcase their skills so as to inspire other

and makes process easier to accomplish. Sharing of knowledge and skills is also important as
when an employee quits job without sharing possessed knowledge and skill, then it will be loss
for company. So it is needed for employee to share their skills so that advantage can be taken
after leaving job. It may be beneficial for company and makes it easier to attain organisational
goals. Advantage of one’s knowledge can be taken by sharing skills. In group learning, a group
of individuals or team members are encourage to acquire new skills which makes them more
proficient towards work. If groups or team members are highly skilled and possess knowledge,
then they can accomplish critical task by using various applications of their knowledge. In this
type of learning, all the team members are highly active in making decisions, formulation of
strategies and in taking feedbacks so as to make company successful. This type of learning also
happens in which one team member have relevant knowledge in a particular field and passes to
other members in order to make them proficient too (Lin and Sanders, 2017). The another way of
group learning is by analysing root cause of problem and collaboratively takes decision so as to
eliminate error. In many companies there are high professional employees who are good at
analysation of errors and based on interpretation suggest course of action to be taken for
elimination of error. All team members are highly active in group when they work n project and
gives their opinion regarding issues in order to accomplish task. This creates a sense of value
among them and they feel values part of organisation. Each member is considered as an
important member of company and action of one member can impact on whole group. In
organisational learning, it relates to collection of information along with acquiring knowledge
which relates to operations and using that information to frame strategies so that adjustment can
be made in accordance to dynamic business environment. It also helps in elevating efficiency
level of company and it can attain objectives within time frame period. Apart from it, company
an enjoy higher profit even in unfavourable working environment.
There are various significant processes by which organisational learning can be enhanced
and promoted. It makes it easier for manager of company to promote organisational learning by
creation of knowledge. In addition to that, managers always seek to unfold new knowledge about
market, customers, segment, trends and its competitors (Field, 2020). With help of this, it
becomes easy for them to frame strategies so that competitive advantage can be taken. For
purpose of creation of knowledge, managers can take help of market networking, investigating as
well as scrutiny in order to understand market challenges (Kafetzopoulos and Psomas, 2016).

Once challenges are being identified, they can frame strategies so to mitigate risk associated with
it. With this, company can analyse strengths and weakness of its competitors and on that basis
formulates strategy so as to gain competitive advantage in dynamic business environment. It is
imperative for company to frame effective strategies or it becomes difficult to attain
organisational goals. Knowledge can be created by straightforward exposure of specific subject
in which there are various process. In this process, tactic and explicit knowledge is reinforced
again. In second stage of knowledge, it is needed to retain knowledge that an individual has
created till date. There should be an effectual way to record and store knowledge that confines of
establishment. The last step in this process is transfer of knowledge from organisation to
individual or group community. There are various metrics by which its effectiveness can be
evaluated such as learning curve.
Different organisational learning theories facilitates in improving performance of
company by which organisational goals can be attained effectively and efficiently. Experiential
theory emphasises on thought and best ways to acquire learning by different experiences.
Experiences sticks to individual’s mind and helps in holding information. In an organisation,
employees acquire knowledge based on past experience and can take effective decision on basis
of learning. By providing positive culture within organisation, employees can work with peak
potential and contributes valuable efforts in making company successful. This learning theory is
based on four stages in which first two stages involve understanding of cognitive content and
other focus on transforming content. It has been analysed that employee goes through this cycle
and may get into anytime. In concrete learning, employee gets fresh experience and not have
any past experience or knowledge regarding that topic (Khan and Khan, 2019). In reflective
observation, employee reflects his own learning experience that what he had observed. Kolb’s
reflection cycle can be used to demonstrate self- learning experience. In active experimentation,
employees tend to apply creative and innovative ideas so as to solve problems. Employers invite
ideas from its employees so that problem can be solved in a better way (Vuković and et
al.,2018). This theory states that each employee in company have different perception relates to
learning and are paramount in different stages of experiential learning. In experiential learning,
there are four stages and in first stage, branching style that is full of employees who perceives
things in a specific linear perspective. This type of employees tends to solve problem in more
innovative manner and thinks out of the box. In second phase of learning, employees get clear

information and explores situation by opting analytical model. In converging phase, employees
tend to solve issue by having relevant knowledge and skill. It is based on abstract
conceptualisation and active experimentation. It becomes easier to achieve success for an
organisation, if it eliminates barriers which came in way of success. Organisation can attain
objectives if it has employees who have potential to solve problems in an innovative and creative
manner. By applying this theory, company may enhance its performance and makes process
smoother.
Generative learning focus on continuous experimentation along with on feedback in an ongoing
scrutiny so as to solve organisational problems. It is all about creation of systematic thinking,
shared vision as well as team mastery. Whereas adaptive learning emphasises on solving
complexities in present but without examine appropriateness of various learning behaviours.
Organisation that follows this theory focus on additive betterment which are supported on
foregone record paths. So as to maintain adaptability, organisation need to operate as
experimenting and self-designing. It focuses on present knowledge as well as in learning of new
skills so that company can generate higher profits. By understanding various gaps of organisation
such as sales, costa and profit, it becomes easier to fix those gaps and that leads to
accomplishment of higher profit.
Assimilation may be defined as capability of employees to rapidly carry new employee in
order to swift up which relates to society of organisation along with knowing how employees
communicates with each other. This theory states that employees learn from performance and
this approach is rational, quantifiable and observable. This theory consists of three stages and in
first stage relates to skills and knowledge that an individual possess. Each employee has different
set of skills and knowledge by applying those skills, they can contribute in attainment of goals.
Organisation can enhance its performance by inviting knowledge and to share among employees.
It facilitates in creation of new set of skills and knowledge as well as in building team spirit
among employees.
All the above discussed theories facilitates in enhancing overall performance of company
and makes it easier to accomplish organisational goals effectively and efficiently. Formulation of
strategies helps company in mitigating risk associated with dynamic business environment. By
forecasting risk, effective strategies can be frame by which competitive advantage can be taken.
These learning theories are applied by various organisation in order to boost productivity and to

make employees more proficient towards work. Organisational learning focus on solving
problems by analysing root cause of problems and solving it in a creative and innovative manner.
Employers who applies this theory invites innovative and creative ideas so as to solve problem
effectively. In order to enhance performance, many companies change entire process rather than
rectifying error. Sometimes it becomes costly and difficult to implement change (Rezaei,
Allameh and Ansari, 2018). It facilitates in boosting sales volume of company and make achieve
higher success. It is needed to eliminate obstacles that came in way of success for an
organisation. There are various challenges that organisation may face and this issue can be
addressed by implementing these learning theories. Performance of employees have direct
linkage to organisational performance. It is needed to conduct training and development sessions
so as to make employees more productive at work. Organisation should encourage its employees
to share knowledge so that it can be beneficial for both company and employees. These theories
also help in reducing overall cost as well as in maximisation of profit. It is important for learner
to learn from mistakes and effective decision can be made, when encountered with similar
problem

CONCLUSION
From the above essay, it was concluded that organisational learning is imperative when it comes
to enhancement of organisation. It facilitates in enhancing performance of company and makes it
easier to attain short term and long term goals effectively and efficiently. There are various
theories depicted in this essay which contributes in improving performance of company.
Individual, group and organisational learning along with its applications within organisation are
depicted. Creation, retention and transfer of knowledge facilitates in improving organisational
performance. By applying organisational learning theories, company can be benefitted in terms
of higher sales and higher profit. Apart from profit making, these theories create a learning
culture in which all employees feel integral part of company.

REFERENCES
Books and Journals
Dyson, T., 2019. Organisational learning and the modern army: a new model for lessons-
learned processes. Routledge.
Field, L., 2020. Organisational learning: Basic concepts. In Understanding adult education and
training (pp. 159-173). Routledge.
Gijbels, D. and Spaenhoven, R., 2021. On organisational learning: C. Argyris. In Theories of
Workplace Learning in Changing Times (pp. 199-208). Routledge.
Kafetzopoulos, D. and Psomas, E., 2016. Organisational learning, non-technical innovation and
customer satisfaction of SMEs. International Journal of Innovation Management, 20(03),
p.1650041.
Khan, N.A. and Khan, A.N., 2019. What followers are saying about transformational leaders
fostering employee innovation via organisational learning, knowledge sharing and social media
use in public organisations?. Government Information Quarterly, 36(4), p.101391.
Lin, C.H. and Sanders, K., 2017. HRM and innovation: a multi‐level organisational learning
perspective. Human Resource Management Journal, 27(2), pp.300-317.
Martínez-Costa, M., Jiménez-Jiménez, D. and Dine Rabeh, H.A., 2019. The effect of
organisational learning on interorganisational collaborations in innovation: an empirical study in
SMEs. Knowledge Management Research & Practice, 17(2), pp.137-150.
Rezaei, A., Allameh, S.M. and Ansari, R., 2018. Effect of organisational culture and
organisational learning on organisational innovation: an empirical investigation. International
Journal of Productivity and Quality Management, 23(3), pp.307-327.
Vuković and et al., 2018. The Impact of Organisational Learning on Innovation. Journal of East
European Management Studies, 23(4), pp.673-692.