Organizational Learning and Change

Organizational learning and change 0
Organizational learning and change
System04116
4/22/2019

ORGANIZATIONAL LEARNING AND CHANGE 1
Organizational learning refers to the retaining, creating and sharing knowledge within an
organization. It is needed systematic incorporation and mutual interpretation of new knowledge
which leads to group action and comprises risk taking as investigation. The purpose of this essay
is to learn organizational learning concept and to improve the analysis of organizational learning
concepts within the organization and design relevant solutions for improving it. In this learning,
the key barriers to organizational learning in organizations in India are identified. The Barriers
which will be further discussed are such as lack of direct management, obstinacy and resistance
to change, an emphasis only on person rather than achievement of team, deficiency of cost for
the situation learning, short-period emphasis and high control. The strategies are made that can
be implemented for improving an organizational learning. The strategies which be used are such
as emphasis on growth and education, modified content, continuous obligation, track program
efficiency, social learning, little sized learning (Namada, 2018).
Organizational learning is significant as it breaks-down old-style storage tower and allows all
areas to work together towards a common objective. It make sure there is constancy and
orientation of values and behavior around learning. It encourages the sharing of learning, skills
and knowledge and encourages training and mentoring within the organization. The
organizational learning share numerous characters such as cooperative learning culture, enduring
learning attitude, area for innovation, progressive leadership and knowledge sharing (Promes,
2016).
The main barriers to organizational learning in organizations in India are recognized. A Tata
consultancy service (TCS) organization is taken as an example from India to analysis the
organizational learning concept. These obstacles will now and then remain tough to reduce and
might even cause short period hindrances. It can be stated to it as letdowns are the key driver of
change or organization learning itself. There are various barriers to learning a TCS such as
obstinacy and conflict to change, an important challenge in changing organization advantage or
in TCS learning in large image, is resistance to change as of the patrons involved (Soares, 2017).
Whether doing important changes in the organization, a change in management or in a time of
shift in the daily practices that create up regular work hours, preliminary resistance is equally
common and ordinary up till now it should be reduce for a TCS to carry on to familiarize. This is
where the management of TCS should be able to connect successfully with its groups in relation

ORGANIZATIONAL LEARNING AND CHANGE 2
to enhance an understanding for necessity to change, to enhance motivation to be successful and
to show that its response is appreciated and is a significant part of process of making of decision
(Gould, 2016). The executives of TCS must worry that the variations are for the benefit of an
organization and groups. The absence of direct management for a TCS to carry on learning and
adjusting, it should have management that is betrothed in main process of learning and
performance enhancement. These comprise alertness of and involved with person and teaching
of team, software and implements which assistance persons and teams of TCS in performing
their responsibilities, the information technology help desk group that respond to absence of
knowledge retaining on in what manner to perform definite procedures, the human resource and
organizational expansion teams of TCS which check the greater image of performance appraisal
and growth of employee and the departmental manager who can provide direct response about
definite individual and team development and consequences. These managers in TCS should not
remain optimistic, but remain active and direct in perceiving and examining team and sectional
performance and to frame, design and implement the required variations towards the
enhancement of performance. In TCS, An emphasis solely on persons rather than success of
team, an attitude go under in congratulation and respect of private activities, but a logic of spirit
of team and harmony is not actually there (TATA consultancy services, 2019). Further than a
logic of zeitgeist within the business as a whole, fellowship is observed as a means to the end,
and not somewhat to be appreciated itself. For organizational learning to be worthy, then success
of team and harmony in TCS should be appreciated in the same way to if not more than
achievement of individual and wealth. The organizational learning in specific, individual
learning and achievement is only a requirement to the bigger group and organization (Lewis,
2019). The absence of value for learning itself, in some learning of environment for sake of
information, knowledge and understanding the situation is not present, that can cause neglect by
parts of the whole as for the new learning being introduced. The difficulty at this time is that
TCS to be trained as the division, few persons should learn fresh information they do not directly
required to put on. When persons do not appreciate new learning and development for their own
sake, this will create that part of TCS learning actually problematic and difficult completely.
Short period emphasis, it is frequently informal to emphasis on stop breaks to resolve short
period difficulties without seeing the large image. Inappropriately, this is a fault in TCS learning
because the large picture should always emphasis of all involved. This comprises the persons