Difference between Organizational Learning and Learning Organization

This report critically evaluates the difference between organizational learning and a learning organization, including their definitions, focus, responsibilities, and types. It also discusses various theories and models related to organizational learning and its role in enhancing workplace performance.

BSc (Hons) Business Management Top up
BMP6004
Learning & Development
Critical evaluation of the difference
between organisational learning and a
learning organization
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Contents
Introduction 2
An Explanation of organisational learning 2
An Explanation of learning organisation 3
Difference between organisational learning and a learning
organization 5
Conclusion 6
References 7
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Introduction
The concept of development and learning includes a range of aspect which directly
contributes to the success of an individual. The aspects can be enhancing the abilities, skills
and other capabilities which will directly contribute to the process of development. The
process of learning and development is a systematic form of process which helps in
increasing the level of competency of the employees (Kraiger and Ford, 2021) . The
employees can increase their performance by using the development process. This report
revolves around the various aspects that are related with the learning and development
process. It covers the description of organisational learning and learning organisation which
is further differentiated in this report. The process followed in both of these aspects are also
differentiated along with application of relevant theories which will help in role of analysing
the organisational learning in terms of improving the performance of the organisation.
An Explanation of organisational learning
Organisational learning refers to the knowledge that is acquired and gained during the
phase of learning and development. The development phase is concerned with the objective
of delivering the result by applying a range of learning tools. The managers that are
responsible for the process of development and learning within the organisation must
consider the goal by aligning it with the performance of the individual (Sullivan and et. al.,
2021). The managers must come up with ways through which the skills gap can be filled and
effective learning and training sessions. The knowledge is created with this process within
the organisation which helps in effective learning stages. The concept of organisational
learning is highly crucial in the business which a range of values are helpful in deriving the
objective in the organisation. The concept of organisational learning generates values of
retention, creation and transferring of knowledge which helps in strengthening the operations
of organisation. There are three aspects that are concerned with organisational learning and
these elements ranges from art, conceive and reflect. When the organisation conceives an
idea they create that particular idea on their own and further reflect on it. It is essential for the
organization that they ensure the knowledge gained in the process is retained within the
organization and further it is also transferable. The knowledge retained by the employees and
individuals cannot be retained in the organisation properly as when they leave they take their
knowledge with them. The embedded knowledge should be kept well within the organisation
and it can further be promoted to the individuals. According to this theory the organisation
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should develop a culture that helps in prizing the knowledge sharing, taking enough time to
learn lessons that failure can teach the individual. Organizational learning is important as it
drives several benefits in the organisation that further develops learning culture.
Organizational learning is helpful in increasing the employee job satisfaction as it further
lowers the turnover ratio and increased set of profits, productivity and efficiency. The
organisational learning is helpful in developing the leaders at all the levels of the
organization, which helps in increasing the level at which organisation operates (McCoubrey
and et. al., 2021). This increases the growth prospects which helps in increasing the overall
business growth prospect.
When organization dedicate resources and time, they develop a learning culture and
implement the learning with a competitive approach. The ability that increases the
productivity of the organization with the help of implying knowledge in the different areas.
Through this the organisation gains an insight on fast changing market conditions which
helps the organisation in developing the learning culture. There are range of organisational
learning types which are acquired in the organisation, few of them are discussed below: Double loop learning- Organisational learning leads to change in the theory which is
use in the till date (Mayhew, and Rockenbach, 2021). Through this the organisation
can detect and further correct error and changes in the strategies, assumptions and
values that govern the actions that create productive environment and better. Single loop learning- Single loop learning refers to the single feedback loop in which
an undesired and unexpected result lead to modification in the strategy. At these times
the organisation is trying to find the causes and further change the approach
accordingly. Detection of error and further correcting it does not have any type of
impact that organizational activities have on the nature. Deuterolearning- These organisation helps in dealing with process of learning system
which helps in improving the system itself. This learning includes a range of
structural and behavioural components that further emphasize the way learning
happens (Lizier, and Reich, 2021).
The models and theories of organisational leaning is concentrated on the creation of
knowledge along with proper utilisation of information that is there within the organisation.
The main aspect of this learning phase and theory is that the process of learning occurs in
which the individuals interact at the time of identification as well as solving the issues faced
by the organisation. The theories of organisational learning states in terms of significance of
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evolving culture within the learning aspects of the workplace (Karademir, and et. al., 2021).
This theory of organisational learning further states the significance of evolving through a
culture of learning that is there within the workplace. It helps in further encouraging and
empowering the levels for continuing the education on a same basis. This theory is highly
helpful for organisation in the human resources in terms of dealing with the challenges. These
set of various theories are helpful in terms of organizational learning and some of these
theories are further discussed below: Experimental Learning Theory- This theory was initially proposed by Kolb’s in
1984 and this is based on the philosophy as well as physiology. This type of theory is
further critically impacted the leadership styles along with organisational
development and also contributing to the principles of learning organisation from the
introduction. This theory states that experiential learning that process of learning
happens with the combination of grasping the transforming experience (Mockler,
2022). It includes a range of stages of learning process cycle within the concrete
experience and conceptualisation abstract consist grasping of element with reflective
observation from the transforming experience elements. Adaptive and Generative learning theory- This model of experiential learning theory
got influenced by the scholar Peter Senge which was developed by another type of
cognitive theory of organizational learning. With the help of prominently recognised
the mental model which are deeply presumptions, pictures or generalisations as well
as the images that further impacts the process and taking actions within the model.
This theory includes a development and improvement in the explicate order which
further contributes to the process of self-organising. This is associated with adapting
to changes that environment has faced in the organization for achieving objectives and
goals in reactive way (Lo and et. al., 2021).
An Explanation of learning organisation
Learning organization refers to the organization that helps in encouraging the
generative and adaptive learning which further helps in encouraging the employees to think
outside the box and deliver the best set of results in the organisation. Learning organization
has a particular structure which helps in team attributes and learning like crossing of
boundaries as well as openness. When the management of companies dedicate time as well as
allocate the resources in order to evolve a culture of learning and executing the organisational
learning, then it becomes more competitive. It increases the ability in reacting in a fast way to
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the rapid dynamic market conditions. The team learning includes needs of the people in terms
of dialogue and discussions. The team members must evolve to share meaning, business
communication along with a shared understanding (Udayani, Wibawa and Rati, 2021). The
business management profile requires a learning organisation provide assistance in terms of
learning of the members and further constantly transforming itself. Through this process the
employee engagement increases to a great extent which helps in retaining the customers in
the organisation. This permits the team in adapting the changes in an easier way in
developing the outgoing the improvement in mind-set ad further sharing the responsibilities
for the outcome of this particular project. The most significant attribute of the learning
organisation in managing the reinforcing learning is that it plays an essential role in
empowering the human resources. Human resources of the organisation constantly extend
their capacity and abilities in order to generate the outcomes that are truly desired by them in
which new and expensive sequences are nurtured and collective objectives are set free along
with people are regularly learning the process of learning together. Learning organisations
make use of double-loop learning against single-loop learning (Kucker, 2021). This explicit
information will help the individual in gaining a strong influence on the facilitating the
workplace in terms of gaining competitive edge rather than a strategic information. All the
employees of the workplace must actively participate within the organisation as it helps in
recognising the issues that are related to work. There are five set of elements of learning
organisation and it involves collaborative learning culture, room for innovation, lifelong
learning mind-set, forward thinking leadership and knowledge sharing. This competitive
world requires organisation need to learn whether they consciously choose according to
requirement of the sustained existence. Human resources within the organisation constantly
extend the abilities and capacity in order to generate outcome that truly desired in terms of
expensive and new sequences which are nurtured and collective objectives which are set for
free along with the learning process. The learning organisation should make usage of the
double loop leaning against the single loop learning. In the process of double loop learning, at
time of detection of error further making changes in the objectives according to the
requirement of correction (Obi, Eze, and Chibuzo, 2022). The businesses which requires
single loop learning frames the target, further monitor the performance and taking corrective
initiations and finish the loops. In double loop learning called generative concentrates and
learning on redefining the objective through which the changes got adopted to the
environment. One of the greatest example of learning organization is General Electric as its
Cortonville centre of learning which helps in gaining constant learning by leaders and
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managers of the business as they come back to Crotonville for teaching and learning at the
typical transition within career.
Difference between organisational learning and a learning
organization
The main differentiation exist between the organizational learning and learning
organization in which the process concentrates on the learning with the help of experience and
knowledge that is further collected from the day to day activities. One of the process is focused on
learning for increasing the competencies of level as well as the capabilities of human resource
within the organization (Yamazumi, 2021). The concept of organizational learning is focused on
the process where the learning organization concept which is considered as a structure. The
organizational learning process, the knowledge and experience that is accumulated is based on the
act of manpower and knowledge. The various business situations are handled well in the day to
day life which are considered on the basis of different aspects. Contrary to the side the structure is
based on the learning organization as it is already in inbuilt within the organization structure
which constantly evolves for improving the capacity. The organizational learning is dependent on
the way in which organization manage their operations and come up with strategies to bring more
and more attainment of objectives.
Organizational learning is based on the achievements and results that exist within the learning
organization which further concentrates on the process and purpose of the organization. The goal
setting is based on the objective through which the organization further promotes the services. The
key differences which exist in the learning organization and organizational learning are further
given in the table and are critically discussed:
Basis of differentiations Organizational learning Leaning organizational
Definition In this particular process, the main
focus of the organization which acts
on basis of knowledge in which the
experiences that are gained from
daily activities which are conducted
on the basis of day to day
circumstances (Nørgård, 2021).
The structure is inbuilt within the
organization where the manpower
constantly evolves through
improving the capabilities as well
as capacities which includes
circumstances of different
organizations.
Learning Human resources within the
organization is to learn with the
business situations
Employees within the business
organization to further train the
assistance of approach within the
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workplace.
Type This is a type of process It is a structure based model.
Responsibility of the
managers
These managers do not have much
responsibilities.
Developing of responsibilities with
the subordinates.
Focus This process is focused on the
achievements as well as future
complications that exist within the
workplace.
This structure is focused on the
process in which it is purpose
driven (Darling-Hammond and
Oakes, 2021).
Conclusion
From the above report it can be concluded that the process of learning and
development is essential and is based on elements within the organisation. This type of
process includes facilitating the human resource within the organisation and further
enhancing the increased efficiency and productivity. This is considered a general method in
which the accruing of value within the employees in which the process is evaluated with the
workforce for the potential skill gaps. This report is based on different aspects in which the
development and learning process involves a range of including the organisational learning
along with learning organisation. It also includes a range of differences within two aspects
which exist within the organisation. Further the different set of theories and models have
been taken in consideration which helps in analysing the role within organisational learning
in enhancing the performance of workplace.
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References
Darling-Hammond, L. and Oakes, J., 2021. Preparing teachers for deeper learning. Harvard
Education Press.
Karademir, T and et. al., 2021. The development and evaluation of self-directed digital
learning material development platform for foreign language education. Interactive
Learning Environments, 29(4), pp.600-617.
Kraiger, K. and Ford, J.K., 2021. The science of workplace instruction: Learning and
development applied to work. Annual Review of Organizational Psychology and
Organizational Behavior, 8, pp.45-72.
Kucker, S.C., 2021. Processes and pathways in development via digital media: Examples
from word learning. Infant Behavior and Development, 63, p.101559.
Lizier, A.L. and Reich, A., 2021. Learning through work and structured learning and
development systems in complex adaptive organisations: ongoing
disconnections. Studies in Continuing Education, 43(2), pp.261-276.
Lo, S.K and et. al., 2021. A systematic literature review on federated machine learning: From
a software engineering perspective. ACM Computing Surveys (CSUR), 54(5), pp.1-39.
Mayhew, M.J. and Rockenbach, A.N., 2021. Interfaith learning and development. Journal of
College and Character, 22(1), pp.1-12.
McCoubrey, L.E and et. al., 2021. Harnessing machine learning for development of
microbiome therapeutics. Gut Microbes, 13(1), p.1872323.
Mockler, N., 2022. Teacher professional learning under audit: Reconfiguring practice in an
age of standards. Professional Development in Education, 48(1), pp.166-180.
Nørgård, R.T., 2021. Theorising hybrid lifelong learning. British Journal of Educational
Technology, 52(4), pp.1709-1723.
Obi, B.I.N., Eze, T.I. and Chibuzo, N.F., 2022. Experiential learning activities in business
education for developing 21st century competencies. Journal of Education for
business, 97(1), pp.36-42.
Sullivan, M.O and et. al., 2021. Towards a contemporary player learning in development
framework for sports practitioners. International Journal of Sports Science &
Coaching, 16(5), pp.1214-1222.
Udayani, N.K.R.T.K., Wibawa, I.M.C. and Rati, N.W., 2021. Development Of E-Comic
Learning Media On The Topic Of The Human Digestive System. Journal of
Education Technology, 5(3), pp.472-481.
Yamazumi, K., 2021. Activity theory and collaborative intervention in education: Expanding
learning in Japanese schools and communities. Routledge.
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