The Role of Organisational Learning in Improving Organizational Performance

This report discusses the role of organisational learning in enhancing the overall performance of the business. It covers various models and theories related to learning and development, including VARK model, Honey Mumford learning style, Kolb's learning cycle, and Hermann brain dominance instrument. The report emphasizes the importance of taking the framework of learning seriously to achieve targets and objectives effectively and efficiently.

LEARNING AND
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Learning and development is a function which enables the growth of the employee's and
develops new skills for enhancing performance. It is one of the essential areas of Human
Resource Management. It is a systematic process to enhance the skills, knowledge and
capabilities of the workers in the organisation(Ana, 2020). The development is a framework
which broadens and deepens the knowledge of the individual towards achievement of goals and
targets. This report will discuss the role of organisational learning in enhancing the overall
performance of the business. The various models and theories related to learning and
development are also covered in the report.
MAIN BODY
LEARNING AND DEVELOPMENNT
Organisational learning is the framework which helps in creation, retention and distributing
knowledge within the organisation. This broadens the range of skills and knowledge of the
employee's which helps in developing new interests. It is the process through which the business
enhances itself over the period of time. It gains experience and use it for improving knowledge
which leads to enhanced performance of the organisation. This assists in reducing the turnover
rates within the business and develops leaders at all levels of management. This brings the
feature of adaptability in the company. The role organisational learning is very wide when it
comes to improvement in the performance. This helps in increasing the job satisfaction in the
workers and reduces the turnover rates within the organisation(Bargshady and et. al., 2020). It
helps in increasing the productivity, profit margins and efficiency of the business. It adds the
element of adaptability in the entire company which is a very vital part of working. It also
develops leaders at all levels which is an essential thing in the large organisation. The companies
dedicate the time and available resources in developing a culture which helps in implementing
the organisation learning process. The overall ability of to react promptly to the fast and
changing environment. The various models which can be used by the organisation's in order to
improve the performance are discussed in the essay.
The first model is VARK MODEL which is a model which is used by the management
of the organisation to help with policies of preparing the best plan. This also promotes learning
based type on the basis of learning style of the individual. The four ways of learning which can

be used for organisational learning are as follows: VISUAL LEARNING is considered an
effective way of learning all over the world(Collins, 2019). It has been seen that the overall
performance of the business is directly related to the productivity and quality of its workers. The
organisation's can use this style for the employee's who have interest in learning things through
diagrams, graphics and sketch-notes. This will help the workers understanding more quickly and
properly. This will also develop new skills and knowledge among the workforce which will
ultimately lead to increased performance of the organisation. The managers can focus on adding
more meaning to the content which will help in making employee's more attentive and alert
while learning new things. AUDITORY LEARNING is related to the learning through the
audio mode. The employee's can focus on the tone of the speech and pay attention on the things
which are teach in the business(Dodd, 2018). The organisation can also increase more
discussions and exchange of ideas related to decision making or any project. This will help the
workforce in expressing their views and gain useful knowledge which will help in the work. This
will develop new skills in the workers which will lead to improved performance of the
organisation as a whole. The business will be able to achieve its objectives with the help of
organisational learning. READ LEARNING is another way of making the employee's learn new
things with the help of reading and writing. The organisation should develop the habit of reading
and writing in the workers which will improve their efficiency and quality of
work(ImmordinoYang, DarlingHammond and Krone, 2018). The business can make employee's
read essential points and note down the important topics in a summarised way. The organisation
will receive various benefits by making workforce learn different skills and ways of work.
KINESTHETIC LEARNING is considered the most effective way for making someone learn
new things. The employee's can learn new things by getting hands on various opportunities. This
brings activeness among the workforce for performing the work with full potential. The
organisation can give its workers a practical approach towards learning which will make them
mentally strong. This will lead to effective and efficient decision making in the
organisation(MacLeod and et. Al., 2018).
The second theory is HONEY MUMFORD LEARNING STYLE. This leadership style
was developed by Peter Honey and Alan Mumford in the year 1986. This style suggests that
individual must fulfil the requirements of questionnaire. There are mainly four activities on
which this style is based. These are as follows: The first one is ACTIVIST STYLE. The

organisation must identify which of the employee's are activist. This will help in giving new
tasks to these workers by the management since they are enthusiastic in being thrown in deep
waters. The companies can conduct sessions to help the employee's in tackling with the
problems(Ralbovsky and Lednev, 2020). The activist type of people learn things by practically
doing the tasks. These workers generally encourage the other team members to be more happy
and perform the work. The learning by these workers help in improving the performance of the
organisation overall. The group discussions is a very essential element which is present in these
activists. The next one is THEORIST STYLE. It involves workers which have command in
learning by understanding the theory behind every work. The organisation can focus on these
employee's by providing them various models, concepts and facts. The business can generate
opportunities for the these workers so that they can learn new skills and knowledge by properly
understanding the work(Supriyatno Susilawati and Hassan, 2020). This will develop rational
thinking and logic among the workforce. The organisation can provide instructions for making
the employee's learn how to work effectively and efficiently. PRAGMATIST STYLE is the
way which the organisation's follow to establish a connection between the learning and practical
approach. The business can develop this in their workers which will develop the habit of
pragmatist behaviour. The organisation needs to give new idea to the employee's so that they can
learn how to implement these ideas in the practical aspect. These workers work well when they
receive feedback from the managers which helps them in learning new skills and gaining useful
knowledge towards the work or task(Voinea, 2018). The last style of the Vark model is
REFLECTOR STYLE. If a employee is following reflector style then he or she is very
attentive and always examine all the angles before executing plans. It is a very effective style as
it allows employees to step back and learn from other's experiences. The style helps employees
to develop evaluative thinking skills and improve the performance by analysing situations. The
style helps in changing a particular perspective of a employee of doing tasks, and allows them to
think broadly and consider all possible options of a particular outcome.
The third model which can be used by the organisation for learning is KOLB'S
LEARNING CYCLE. It was developed by David Kolb in the year 1984. Kolb's focuses on
learning which is based on acquisition of various concepts that can be easily applied in a wide
range of situations. The focus of this model is on learning new concepts by new experiences.
There are four stages which are involved in this learning cycle which are as follows: Concrete

Experience is the first stage in the learning cycle of Kolb. The organisation tries to make its
employee's in engaged in some activities. The main aim of this stage is to promote involvement
among the workforce. It has been seen in the organisations that the workers generally lose
interest in learning through only reading and writing. The management should motivate the
employee's so that they actively engage in the task. This will help the employee's in learning
skills and knowledge which will directly lead to improvement in the performance of the
organisation. This stage mainly focuses on the practical aspect which is giving workers tasks and
assignments at a constant basis(Ziegler, Debatin and Stoeger, 2019). Reflective Observation is
the next phase which is based on reflection about the concrete experience. The organisations
should provide freedom to the employee's so that they can ask questions and share the experience
with the other team members. The communication and interaction plays a very crucial role in the
learning process of the individual. It allows the workers in reducing the misunderstandings and
identifying the variations between the understanding and the experience itself. This will improve
the productivity and quality of the overall organisation. This will lead to achievement of all
targets and objectives within the specified time period. Abstract Conceptualization stage tries
to make sense of the events which has happened with the individual. The organisation's should
make the employee's realise that drawing conclusions are very essential for analysing the
learning properly. The workers uses the ideas and concepts for getting better understanding of
the topics of learning. This gives them clarity which is very essential in the learning process. The
businesses can develop new concepts in employee's which will broaden the base of knowledge.
Active Experimentation is the last stage which is considered as a testing stage. The
organisation's can make the learners participate in the assignments and tasks along with applying
new experimentations in performing these tasks. This will help the employee's in analysing the
work, making predictions and making plans for acquiring the knowledge in the future. This will
help in proper retention of information in the mind of workers which fulfils the objective of the
learning process.
The fourth model is Gregorc Learning model. This model is very deep since it involves
the application of mind. There is a dominant quadrant of the mind which focuses on developing
the mental activity. It determines the learning style of the employee's. The organisation can use
this model for increasing the engagement of the workers in the tasks and assignments. The first
of the style in this model is Concrete sequential learning. The employee's learn through

practically applying the knowledge in performing the work. This improves the decision making
abilities of the employee's which leads to increased performance of the overall organisation. The
second style is Concrete random. The business can identify the workers who can memorise the
information quickly but apply the old gained knowledge in doing the tasks. The organisation
needs to make sure that it can inherit new skills and develop new knowledge in the employee's.
The next style is abstract sequential learners. The organisation must provide an positive and
healthy environment and facilitate the workers with the learning tools and equipments. This way
the business will be able to smoothen the learning process of the workforce. The organisation can
see good results in their business operations after providing effective training. The last style in
this model is abstract random learners. It is the responsibility of every company to properly
implement the learning process of its employee's. There are various workers which interpret the
information as per their personal judgement. This can create conflicts in the large organisations
regarding the work. The businesses should present organised information to the these employee's
so that the work does not get hampered. All these styles which provide benefit to the individual
employee's and the organisation as a whole. This can lead to improvement in the performance of
the business. This can result in achievement of all targets and objectives of the company within a
prescribed time period.
The last theory which can be used by the businesses for the purpose of organisational
learning is Hermann brain dominance instrument. This is a model which focus on identification
of learning preferences of the individuals. It categorises the employee's in four categories on the
basis of their preferences. The first category is theorists which prefers learning in a proper
sequence. This type of workers are good in memorising the information for a long period of time.
The organisation tries to provide learning to these employee's based on concepts and theoretical
aspects. The next category is organisers which involves workers which can gain new knowledge
which is provided to them. The business must provide information in a systematic manner so that
the process of learning can be successfully implemented. The next category is humanitarian
which focuses on interpersonal thinking which involves the feelings, emotions and expression of
ideas. The management needs to analyse the behaviour of the employee's to be able to give them
the required attention. This will help in providing proper training and inherit new learning in
their personality. The last category involves innovators which use the existing knowledge to
make creative decisions that assists in developing new things. The organisation must inculcate

problem solving and critical thinking which are very essential in improving the skills and
knowledge. The organisation can receive the benefits of enhanced performance and better
productivity.
CONCLUSION
It can be concluded from the above essay that learning and development plays a very
crucial role in the life of individuals. The organisations need to provide proper training which
helps in the learning process of the employee's. There are various models and theories which can
be used by the businesses in order to strengthen the process of learning. This essay covers
different models which are essential for the development of skills and knowledge of the workers
in the organisation. The role of organisational learning is also discussed in the above essay. It is
recommended to the companies that it should take the framework of learning seriously as it helps
in enhancing the efficiency of the workforce as well as of the whole organisation. The business
can by this way achieve its targets and objectives effectively and efficiently. The companies can
also sustain for a long period of time in the market by paying emphasis on the learning process.

REFERENCES
Books and Journals
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intensity from facial expression images. Expert Systems with Applications, 149,
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psychology for improved learning and training. Kogan Page Publishers.
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Supriyatno, T., Susilawati, S. and Hassan, A., 2020. E-learning development in improving
students' critical thinking ability. Cypriot Journal of Educational Sciences, 15(5),
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Voinea, L., 2018. Formative assessment as assessment for learning development. Revista de
Pedagogie, 66(1), pp.7-23.
Ziegler, A., Debatin, T. and Stoeger, H., 2019. Learning resources and talent development from a
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