Management Organizational Learning

Management
Organizational learning and change
Student’s name
9/3/2019

Organization learning and change 1
Organizational learning highlights about the process, which helps them in creating,
retaining and transferring the basic and all time knowledge within the organization. Hence, in
basic terms it mainly defines about the process of transferring knowledge within the
organization. Lastly, organizational learning is the organizational process of gaining knowledge
related to its function and using knowledge to adapt changes and efficiency. If we majorly talks
about the organizational leaning and changes, the adoption of newer technologies have changed
the way in which people doing their business along with this, applying to social media
techniques, which are developed by the organization to learn the newer skills. This all this done
to learn and adapts newer techniques for the long-term success (Namada, 2018).
This all can be gained when a manager firstly, creates the knowledge, retain the
knowledge, then transfer the knowledge. In this, manager constantly seek new knowledge about
the customers, business and environment. This is all can be done through surveys, networking
and studying more about the competitors. Then after fetching information them applying changes
to the organization relates to retention of the knowledge. Lastly, the knowledge, which was
collected, must be transferred to individual community as well as organizational community.
Other than this, the success and the failure of organization learning depends upon the
various factors such as efficiency, convenience, training mindset , manager engagement,
intractability and resistance to alteration, lack of direct management, an individual focus rather
than a team achievement, short term concentration and lastly, too much control within the
organization lowers the success opportunities.
Short-term focus aspect mainly highlights about the business goals. If the job of the
employee is not attentive on the long-term idea of the business, it is not easy to cope with the
short- term of objectives, as they will be unable to develop the knowledge skills for the long-
term advantage. Unfortunately, the faults in structural knowledge, as a big image should always
be on focus (Harrison, 2011).
Other barrier in terms of organizational learning highlights about the no motivation for
growth is considered. This aspect mainly displays about the effects of conflict to alteration as in
this, staffs that are not inspired which will not pursue the chances provided by the association. As
it is seems that not all structural knowledge packages are compulsory but it still add some value

Organization learning and change 2
to the employees. As such, personal motivation helps them in learning and growing the
individual as well as organization.
Lack of leadership training aspect of organizational learning highlights about poor
leadership growth within the organization, as communication, the change organization and the
support services, all these aspects are compulsory to guide and support the organizational
learning. As insufficient management and leaders’ control, training leads to the poor groups and
poor results. Secondly, it also affects leaders who are equipped to guide the knowledge struggles,
which will further helps in boosting morale and confidence of the entire team members.
Another barrier, which affects the association learning in long run, highlights about the
staffs struggle to modify. As resistance to amendments is one of the mutual barriers to the
administrative knowledge. As individual who is working in an organization for longer time
often, do not want to learn the newer processes. However, it is very essential for the organization
to go on with the changes. For that organization must adapts the lively marketplaces, inner
procedures, information and usage of technologies, which helps them in keeping the aim higher
for success (Panagiotakopoulos, 2011).
Complexity is also one of the barriers in the organizational learning aspect as it states
that in the hyper connected world majorly highlights about the complexity of the modern
employees. As for this, employees are taught about the webinar, which provide them the online
knowledge and much more. As such, aspects help the company to implement the newer set of
skills but still it tends to be very complex for the organization. Hence, for the same organization
needs to adopts the various simplified training programmes and material which helps the
organization to deliver the information to the employees and at the end it benefits both the
employees as well as organization (Santos-Vijande, López-Sánchez, & Trespalacios, 2012).
Moreover, it is also seen that the value preposition for learning organization also works
beyond the employees to shareholder. As shareholder often expects the better products with more
of innovation and freedom with the unrelenting focus on building the core capabilities for the
people working over there. Therefore, it is seen that being a learning organization tends to be
more aspirational as compared to the current reality (Panagiotakopoulos, 2011).