Organizational Learning Barriers and Strategies in Nepalese Context

This report investigates the barriers to organizational learning in Nepalese organizations, identifying key challenges such as lack of human resource development and training, weak managerial competency, poor management information systems (MIS), excessive control, and incentive gaps. The study emphasizes the importance of addressing these issues to enhance organizational performance and achieve strategic goals. The report provides a detailed discussion of strategies to mitigate these barriers, including improving human resource development practices, implementing competency management, utilizing effective MIS, motivating organizational members, and adopting straightforward incentive strategies. By implementing these strategies, Nepalese organizations can foster a culture of continuous learning, improve employee engagement, and achieve better outcomes. The report concludes by emphasizing the significance of these strategies for improving organizational performance and overall success in the Nepalese context.

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Introduction
The fundamental objective of the paper is to gain an understanding of the barriers related to
organizational learning in Nepalese organizations. Organizational learning is considered to be the
process of transferring, retaining and creating relevant knowledge within an organization. By
gaining experience, an organization improves its performance and an ability to create knowledge.
Organizational learning help organizations to develop beneficial investor relations or maximize
production efficiencies. However, the paper will focus towards five major barriers of
organizational learning that creates various challenges for the management within the Nepalese
organizations. It will provide relevant strategies that will help in mitigating the barriers and gain
positive outcomes.
Key barriers to organizational learning in Nepalese organizations
The five barriers to organizational learning in Nepalese organizations are as follows:
Lack of Human resource development and training
Most of the time, it becomes difficult to observe how organizational learning programs fit within
the aspects of human resource development. In Nepalese organizations, human resource
development has been given less importance as compared to other development programs.
Providing training to the employees is not determined to be an investment in human resources
(Lee, 2016). As a result, providing training for workers is given less consideration. For example,
the managers in Unilever Nepal Limited, which is a multinational company, believes that
training is not necessary for the employees as they learn by executing their work (Parmar &
Shah, 2016). Thus, the procedure of giving instructions to the employees is poor in this particular
company.
Weak managerial competency
In today's context, most of the organizations are categorized as global, matrix and distributed
along with functions that are operated autonomously without any governance. However, in
Nepalese organizations, these factors make effective and efficient implementation, utilization
and identification of competencies. As a result, the competency management within such

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organizations in Nepal are not at all effective. For example, the management of Alpha Dragon
Enterprises faces difficulty in recognizing the critical competencies (Tabrizinia, 2016). The
organization has not implemented an assessment strategy that makes it difficult to identify the
skills required to enhance business performance.
Poor management information system (MIS)
Weak or poor MIS in an organization leads to environmental, organizational and humanistic
factors. In most of the Nepalese organizations, such factors occurs due to lack of information
provided to the managers and employees regarding organizational activities. The managers,
along with employees, have a lack of understanding of requirement of the consumers that results
in lack of contribution in the system design (Gorane & Kant, 2015). The employees within the
organizations are not at all ready to accept resistance against the changes that result in a lack of
involvement in evaluating MIS. Due to these factors, the management within the Nepalese
organizations are unable to obtain accurate data and possess a lack of understanding regarding
the methodology and procedures of developing the system.
Too-much control
While being planned and organized is always determined to be valuable for the organizations.
The managers and the leaders within the organizations possess the habit of ignoring charts and
graphs at the time of planning organizational learning similar to other processes. In Nepalese
organizations, the significant problem is that such kind of barriers and organizational
environment frustrates the members those who are engaged in plotting and charting the
organizational activities (Herbst, 2017). It is determined that the role of management is not to be
a crisis handler, corporate cheerleader or control the organizational functions.
Incentive gap
In order to share and capture knowledge, it is significant for leaders to implement a reward
system. However, the leaders within the Nepalese organizations stated that they fail to provide
incentives to the employees. Providing incentives at different levels within the organization is
important as it helps the leaders to transform organizational goals and gain competitive demands.
For example, the managers in National Pl company in Nepal states that they give less

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consideration to incorporating knowledge sharing and capturing into how staff members are
analyzed (Rupf, Bahri, de Boer & McHenry, 2015). It is acknowledged that enhancing and
measuring the learning behaviors is the major problem related to organizational learning faced
by the company.
Strategies to improve organizational learning
The four strategies to improve organizational learning are discussed below:
Human resource development practices
In order to address the issue related to the lack of human resource development and training, the
Nepalese organizations must focus on identifying the development and training opportunities
that are to be provided to the employees. The organizations must measure the investment made
on such opportunities and examine the causes of providing such opportunities within the
organizations. Moreover, organizations must emphasize the management of human resource
development and employee empowerment (Yadav, Nepal, Rahaman & Lal, 2017). This will help
the organization to enhance better performance and gain better outcomes. Moreover, the
organizations are required to have a long-term focus towards overcoming the problems. The
employees in the Nepalese organizations are highly needed to value growth and learning that will
make the aspect of organizational learning successful. The implementation of this strategy will
help the leaders in Nepalese organizations to become direct and active in analyzing and
observing the departmental and team performance. This will also help them to plan, implement
and formulate the significant changes towards increasing improvement.
Managing competency
It is significant for Nepalese organizations to implement a competency management strategy to
ensure their employees to have a clear framework of strong abilities, knowledge and skills. This
will help the organizations to meet the expectations of the employees and gain huge success
(Saunila, Tikkamäki & Ukko, 2015). The implementation of this framework will make it easier
for human resource to hire new and talented employees. Thus, adopting a competitive
management strategy will be helpful for the business organizations in Nepal to become effective
and competitive as well as direct talent management programs (Herrmann & Guenther, 2017). It

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is important for the managers to strongly align with critical competencies that will help in
achieving organizational goals. It will also help in enhancing the skills, knowledge, behaviors
and abilities that may create a positive impact on the success of the organizations and the
employees.
Implementing management information systems
MIS plays a significant role in facilitating a huge range of streamlined options that helps the
management of the organizations to make appropriate decisions related to IT systems. The
mangers in Nepalese organizations need to implement MIS strategy that will help in gaining an
understanding of MIS and how to work together by collaborating with others (Lennie, Tacchi,
Wilmore & Koirala, 2015). The managers within the organizations must participate in
identifying the environmental aspects and develop adequate mass media to enhance the culture
of utilizing information and computer systems. The implementation of this strategy will help the
managers in Nepalese organizations to identify the problems that create berries for the
organizations.
Motivating organizational members and implementing a straightforward incentive strategy
In order to address the barrier related to too-much control, the managers within the Nepalese
organizations must enhance experimentation, generate an environment that facilitates the
processing of experience, promote constructive dialogue and create a climate for open
communication. When the managers accomplish this, the employees within the organization
share a strong commitment to learning (Slivar, Golja & Plavšić, 2018). As a result, the
management is highly required to keep the charts and plotting simple so that it can be
understandable for the employees. This will help Nepalese organizations to remain motivated
and enhance the willingness of the organizations to grow, change and have constant evaluation.
The organizations must implement effective strategies to communicate with the employees to
gain an understanding of the need to change. It will also help in increasing motivation to gain
success and present that their feedback is given importance and valued for the decision-making
process. Therefore, the managers within Nepalese organizations must focus on the changes that
are beneficial for the teams and the organizations as well as improve organizational learning. The
organizations in Nepal must implement a straightforward incentive strategy to enhance their

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learning responsibilities (Chen, Su, Zeng, Sun & Shi, 2018). This will help them to build a strong
relationship with the team members by understanding their needs.
Conclusion
The paper demonstrated an understanding of the barriers of organizational learning and strategies
to overcome the barriers faced by Nepalese organizations. The barriers to organizational learning
that has been discussed within the paper are lack of Human resource development and training,
weak managerial competence, poor management information system (MIS), too-much control
and incentive gap. All these create numerous challenges for the managers and the employees to
gain an understanding of organizational activities and attain organizational goals. The paper also
provided a brief discussion of the strategies like human resource development practices,
managing competency, implementing management information systems, motivating
organizational members and implementing straightforward incentive strategy. All these strategies
will help motivate employees, improving their performance and gain better outcomes. Therefore,
the paper helped in analyzing the effective strategies that must be applied by the organizations to
enhance their organizational performance.

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