Organizational Learning and Change

Running Head: Organizational Learning and Change
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Organizational Learning and Change
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Essay on organizational learning and change 1
Organizational learning and change is an approach which is based on the values to
the system change in organizations, individuals and communities. Organizational learning
refers as a process to acquire, create and share knowledge within the organization.
Organizational change refers as changes in the structure and culture of the organization to
respond to the environmental changes in the organization (Smith & Smith, 2012). It helps in
examining how changes within an organization inform the effective leadership, improving
abilities of the organization related to further learning in order to the achievement of their
goals and objectives and also helps in understanding the relationship among individual,
society, organization, small group and community. Organizational learning and change focus
on how organization can promote various practices related to effective leadership, socially
approaches related to business and how to maintain effective environment within an
organization, so it will help the organization in supporting and implementing changes in
individuals for the benefits to the organization, community and country (Argote & Miron,
2011).
There are various barriers to the organization learning in the organization as
resistance to change, no motivation for enhancing the growth of organization, lack of direct
leadership within the organization, focus on the individual success rather than the success of
team, short term focus related to any problems in the organization and too much control of
the manager on their employees. Employee resistance to change is a common barrier to the
organizational learning and change. Members of the organization as employees and other
stakeholder’s resist adopting the change or new technologies in the organization because they
don’t want to learn new technology or new process which is necessary for increasing the
performance and productivity of the organization (Anlesinya, 2018). Every organization faces
the above challenge in their organization as in Tata Consultancy Services, there are also
many barriers to the organizational learning and change as company transform its business
and such transformation is called Business 4.0TM. Tata Consultancy Services is an IT services,
outsourcing organization and business solution with high level of certainty and which helps
in delivering actual results to the global business. TCS is a part of the Tata group which is the
largest company in India. The company has more than 3, 00,000 employees in more than 42
countries in the world (About US, 2019). So, due the changes in the structure and culture of
the TCS as rise of the digital technologies, change in the supply chain management and
collaboration of ecosystem, so minority employees ready to implement the above changes
and other members of the company resist in adopting such change (Business 4.0TM: The

Essay on organizational learning and change 2
behaviors of digital transformation, 2019). Lack of direct leadership in the organization is
also barriers to organizational learning. Effective leadership is an essential part in
implementing the organizational changes because it helps in guiding, leading and supporting
to the employees of the organization related to any changes for the benefit of the organization
and the achievement of their goals and objectives. It includes involvement of leaders with
their team members while performing of their tasks and to motivate them in increasing their
performance. But there is lack of leadership in the organization, so it results in decreasing the
performance of the employees as well as organization.
Third barrier to organizational learning is to focus of the organization only for short
term period. Many organizations do not focus on any changes in the organization for the long
term benefits of the organization. They only focus on the short term problems related to the
organization and they do not focus on the learning skills for the long term benefits of the
employees as well as organization. Forth barrier to the organizational learning is to focus of
the organization on individual rather than success of team in their organization. Teamwork is
an essential element for the effective organizational learning related to any changes in the
culture and structure of the organization. For the successful of organizational learning, team
unity and success must be in the organization. So, if organizations only focus on the
achievement of their goals and only focus on the individuals then it is barriers to their
learning (Smith A. , 2012). Lack of value for the learning is also key barriers to
organizational learning in the organization. If the members of the organization do not value
for the new learning and knowledge for their growth, so this results difficulties in
implementing changes and organization learning within the organization. In Tata
Consultancy Service, embracing risk organizational behaviour is difficult to implement in the
organization because business leaders do not want to adopt such behaviour as they are
familiar with the existing approach or structure of the organization. The company does not
have effective consulting team and lack of direct leadership, so it results in decreasing the
performance of the organization (Kholkar, 2018).
There are various ways or strategies which can be adopt by the organization to
improve their organizational learning. First strategy of the organization should be champion
learning of the both heads of the organization as well as managers of different departments.
Every employee needs effective leader who can lead as how to adopt changes within an
organization and how to increase performance of the organization. So, champion learning not
only encourage to the employees to utilize learning in the organization but also it will create