Organisational Learning vs. Learning Organisation Report - BMP6004

This report provides a comprehensive analysis of organisational learning and learning organisations. It begins by defining and differentiating between organisational learning, which focuses on individual and group knowledge acquisition through experience, and a learning organisation, which emphasizes a systemic approach to continuous improvement and adaptation. The report explores the significance of organisational learning and development, highlighting its impact on employee job satisfaction, productivity, adaptability, and overall organisational success. It further delves into a critical appraisal of various learning and development theories, including organisational learning theory, cognitive learning theory, and behaviourism learning theory, evaluating their key concepts, strengths, and weaknesses. The report underscores the importance of fostering a culture of knowledge sharing, continuous learning, and adaptability to thrive in a dynamic business environment. The report concludes by emphasizing the benefits of these theories and practices in achieving organisational goals.

Learning and
development
Table of Contents

INTRODUCTION...........................................................................................................................1
Main body........................................................................................................................................1
Difference between organisational learning and a learning organisation..............................1
Importance of organisational Learning and Development.....................................................3
Critically appraise Learning Development theories, models and practices...........................4
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................7

INTRODUCTION
Learning and development basically presents a systematic process which is applied by a firm
or organisation to enhance the skills, knowledge and competencies level of its employees. The
main aim and focus of learning and development practise is to get better results by the way of
improved experience and knowledge level in employees which ensures improved performance
and better outcome in a work setting (Rodgers and Hales, 2021). Thus, the main goal of learning
and development is on align the employee’s goals and performance level with the overall
improvement and success of organisation. The current report writing is based on the topic of
Critically evaluating the difference between organisational learning and a learning organisation.
Further, it also comprises a discussion about the importance of organisational Learning and
Development along with appraising Learning Development theories, models and practices.
Main body
Difference between organisational learning and a learning organisation
The main difference between organisational learning and a learning organisation is that the
organisation learning is mainly related with and emphasises on learning by knowledge and
experience gathered by an individual from its day to day to activities. On the other hand, the
learning organisation is mainly associated with applying different theories to enhance the overall
competencies and capabilities level of employees (Alstete, Meyer and Beutell, 2021). A critical
analysis of key difference between organisational learning and learning organisation is provided
as below with the help of following table:
Organisational learning Learning organisation
Definition It basically presents the process by
which an organisation improves itself
over the time by the way of gaining
experience and competencies along
with using this experience and
competencies to create and develop
improved knowledge.
It mainly represents a company
and enterprise that facilitates
learning of its members and also
focuses on continuously
transforming itself.
Outcome The main outcome of organisational
learning is related and associated
The main focus and outcome of
learning organisation is resulted in
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with having potential organisational
change.
form of overall organisational
improvement.
Motive The main motive behind
organisational learning is having
improved evolution of organisation
(Cerqueira and Paladino, 2021).
The motive of learning
organisation aims at having better
competitive advantage.
Writings The organisational learning is mainly
in descriptive form the main
objective of which is emphasized on
theory building for employees.
The learning organisation is manly
in prescriptive form the main
objective of which is having
intervention of candidates.
Stimulus and
targeting audience
The organisational learning mainly
arouses and stimulus as emergent for
targeting academic audience.
The learning organisation mainly
have a planned stimulus which aim
at targeting audience for practice
purpose (Marcelino and et. al.,
2021).
Background Organisational learning comprises of
various decisions theories and
organisation studies.
Learning organisation mainly
comprises and focus on overall
organisational development and
effective strategic management.
Thus, on the basis of above discussion and critical evaluation can be made out that
organisational is vital and significant for a firm to develop and create a learning culture which
support increased employees job satisfaction and improved profit and efficiency level. On the
other hand, the key components and significance of a learning organisation comprises of having
a planned and systems thinking along with leading personal mastery and sheared vision for
improved team learning to have better reflection and engagement level (Ruziev, 2021). Further,
an analysis can be made out that organisational learning is a concept which emphasis on
effective academic and theoretical inquiry for gathering better experience and knowledge while
learning organisation is important and vital for the purpose of organisational development.
Further, a critical evaluation can be made that the organisational learning is appropriate and
focuses on segment individuals and groups at organisational level which is taken as main
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attributes of organisational learning. On the other hand, learning organisation is important to
emphasis on total organisational involvement including effective leadership and cultural
development which consists of rewards system and learning best practices to have improved
candidate development (VanTassel-Baska, 2021).
Importance of organisational Learning and Development
Organisational learning is mainly comprising of a process which at improving
organisational practises and development over a time by the way of gaining experience along
with using that experience that effectively created improved knowledge. Thus, creation of
organisational learning is important and vital for all business companies to create, retain and
transfer experience and knowledge in order to strengthen the whole organisation which is
beneficial for both individuals as well team for complete development of an organisation (Why is
organizational learning important?, 2021). The main significance and importance of
organisational learning and development comprises of developing a culture that give importance
and prizes knowledge sharing for improved competencies and skill level along with encouraging
employees at all level to continue and sharpen their education on regular basis (Khritankov,
2021). Further, the main importance and significance of organisational learning has been shown
by these various benefits occur and lead out by effective organisational learning:
 Increase employee job satisfaction- It has been analysed that having effective
organisational learning support a positive workplace culture which emphasis on gaining
experience and knowledge. Thus, organisational learning plays a vital role in keeping and
boosting the motivation level of employees which lead to increased employees job
satisfaction and facilitates lower rates of turnover (Mars, 2021).
 Increased productivity, profits and efficiency level- Implication of organisational
learning leads to improved dedication for time and resources to develop a learning culture
which ensures more skilled and productive workforce which have a positive impact on
organisational profits. Further, the gathering of experience and knowledge is also
supported and lead out by organisational learning which support development of leaders
at all level through improved experience and confidence level (Sheng and et. al., 2021).
Therefore, an analysis, can be made out that organisational learning plays a vital role in
improving productivity level of employees through developing higher confidence and
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efficient leadership quality which support improved productivity, higher profit and
improved efficiency level.
 Enhanced adaptability- The another advantage created and lead out by organisational
learning comprises of having improved adaptability level. In today’s fast changing
market and dynamic business environment it has become vital and essential for all
business organisation to have fast adaptability through improved level of knowledge and
better experience. Creation of an environment which fully supporting culture of learning
and emphasis on equal and efficient exchange of information lead to a substantial manner
of success which is the biggest advantage and importance of organisational learning
(Morrell and et. al., 2021).
Critically appraise Learning Development theories, models and practices
Organizational learning and development is a very crucial aspect for all the organizations
as creation, retention as well as transfer of knowledge in the company will strengthen it as a
whole. It is the process through which a company can enhance itself over the time by giving
experience as well as utilizing that experience in order to develop knowledge (Brunker and
Lombardo, 2021). There are three key actions to consider while organizational learning including
conceive, act and reflect. There are some learning and development theories which help
employees in the organisation to learn new things, and transfer that knowledge and learning
within the organisation. Some of the theories are discussed below:
Organizational learning theory:
Organizational learning theory which emphasizes on development of knowledge and use
that in the company. Main aspects of this theory are that learning occurs when individuals
interact while finding as well as resolving the issues. The theory of organizational learning
stresses the significance of developing learning culture in the company. As per this theory, it is
important for organisation to develop a culture which prizes knowledge sharing. Apart from this,
organisation must take time to learn lessons which failure can teach and encourage workforce of
all levels to carry on their education on continuous basis. It should enable individuals as well as
team to challenge status quo of company (Angelle, Derrington and Oldham, A.N., 2021). The
significance of organisational learning is demonstrated by different benefits that happen in
organisation which develop a learning culture. These includes low turnover rate, increased job
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satisfaction of employees, developing leaders at all the levels, improved adaptability throughout
the company and maximized productivity, efficiency and profits.
When a firm dedicate its resources and time to developing a culture where employees can
learn and executing organisational learning, the organisation can become more competitive.
Increased ability of company to react quickly to the rapidly changing conditions of market is one
among the reasons why the learning in organisation is important. A company which embraces
lesson which can be learn from challenges and failure studies its processes will be a company
which contains much knowledge regarding the best practices as well as it will be more able to
adapt. Through developing an environment where all the members are students and teachers,
there is a good and equal exchange of information which enable each individual to contribute in
the organisation in a substantial manner (Meng and Chung, 2021).
Cognitive learning theory:
This theory looks at the manner individuals think. In order to get understanding of how to
learn, mental processes play a significant role. The cognitive theory of learning understand that
the employees or learners can be influenced through both intrinsic and extrinsic components. The
theory suggests that the intrinsic thoughts as well as external forces are crucial parts of cognitive
process. As people understand the way their thinking influence their behavior and learning, they
are able to have much control over it. This theory impacts employees as their understanding of
thought process can assist them to learn. The employer can provide opportunities to its
employees to ask anything, think out loud and to fail. All these strategies can assist employees to
understand the way their thought process works as well as use this knowledge in order to
construct better opportunities for learning (Jackson, 2021).
One of the advantage of cognitive learning theory is that it has practical applications and it
heavily depends on experiments as its main method of research. Apart from this, it is widely used
in learning processes and help employer in engage the employees in learning processes and
enable them to think more while learning new things. Cognitive learning also improves
comprehension and promotes long-term learning within the organisation. In addition to this, it
helps in developing problem solving skills among employees and improve their confidence level.
It instills a love of learning by providing employees with a chance to engage actively in learning
and make it exciting and fun. However, its main disadvantages that it refers to cognitive
processes which we cannot observe directly and it heavily rely on interference. Another
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weakness of this theory is that it ignores other forces towards behavior which have been shown
in order to affect the behavior (Goodnough, 2021).
Behaviorism learning theory
It is the another theory of learning which is the idea that the way an individual behave is
based on their interaction with surroundings. According to this theory, behavior is learned and
influenced from extrinsic forces rather than intrinsic forces. This theory is the basis for
psychology which can be quantified and observed. In the behaviorism theory, positive
reinforcement is one among the popular component of behaviorism - classical conditioning
observed into dog experiments suggest that the behavior of an individual is directly motivated
through the reward which can be obtained. In context of any organisation, it can be said that the
behavior of employees is directly linked to the reward which they gain for the work they have
done in the organisation. This support in improving their motivation level and their productivity
improves (Sarama and et. al., 2021). This makes them able to deal with the challenging situations
in an effective way and accomplish goals and objectives of organisation. Managers in the
organisation can use positive reinforcement in order to assist employees to learn in better
manner. The employees who receive positive reinforcement are more possibly to retain
information or knowledge moving forward, a direct outcome of behaviorism theory. One among
the advantage of behaviorist approach is that it emphasizes on behavior which can be
manipulated and observed. Consequently, this theory has proved itself to be very useful in
experiments where the behavior of the individual can be manipulated and observed for the
desired effects. However, disadvantage of this theory is that it is too deterministic as behaviorist
believe that the behavior of an individual is determined through environmental effects like
operant conditioning and classical conditioning (Ruziev, 2021).
Apart from this, an analysis can be made out that many vital models and practices are also
adopted and implied by a business organisation to have effective learning and development of its
employee company and whole organisation. Providing continuous training and development
programme is one of the such vital practices that plays an effective role in securing better
organizational learning and development. Providing training and regular development session
facilitates an effective way to sharpen the existing skills of employees along with developing
new skills and competencies which ensures improved learning experience and knowledge for
betterment and development of an organisation (VanTassel-Baska, 2021).
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Further, on the basis of information provided above about the various learning and
development theories, a reflection can be made out that several issues and challenges are
encountered by a firm which are mainly related and associated with the lack of motivation and
satisfaction level in employees along with unskilled candidates and lack of experience that
hampers the performance and productivity level of a firm. Thus, the concept of organizational
learning is significant and important for a firm to overcome and mitigate the issue the related
with low satisfaction level and high employee turnover. A reflection and analysis of facts can be
made that organisational process is vital to create a culture of learning and facilitating a process
of gathering experience and knowledge for overall and complete development and betterment of
a firm (Khritankov, 2021). Apart from this, it has been also analysed that organisational learning
support improved satisfaction level in employees through boosting their morale and leading a
culture of learning where they can equally acquire and share knowledge which have positive
impact on their productivity and efficiency level.
CONCLUSION
On the basis of current report, there is a difference between organisational learning and a
learning organisation as organisational learning presents a process of collecting knowledge and
experience through performing day to day activity. It has been also summarised that a learning
organisation is one which comprises of an enterprise that continuously focuses on transferring
itself through some vital practises and having a prescriptive objective. Further, a conclusion can
also be made that organisational learning and development is very important and crucial for a
business firm as support increase in employee job satisfaction by the way of equally sharing of
knowledge at workplace which boost morale and satisfaction level of employees. Beside this,
increased productivity level and higher profits is also ensured by organisational learning along
with support enhanced adaptability. At last, a conclusion can be made that various Learning
Development theories, models and practices are also there which comprises of organisational
learning theory, cognitive learning theory along with behaviourism learning theory which
support effective development and improved work experience and confidence in employees.
REFERENCES
Books and journal
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differentiated instruction. International Journal of Educational Management.
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Angelle, P.S., Derrington, M.L. and Oldham, A.N., 2021. Promoting socially just schools
through professional learning: lessons from four US principals in rural
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Brunker, N. and Lombardo, M., 2021. Ripples of hope: learning to support student behaviour
from the pedagogical practice of a flexi-school for marginalised youth. Journal of Peace
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Cerqueira, R.F. and Paladino, E.E., 2021. Development of a deep learning-based image
processing technique for bubble pattern recognition and shape reconstruction in dense
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Goodnough, K., 2021. Professional learning and the Canadian Journal of Science, Mathematics
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Jackson, C.K., 2021. Linking Social-Emotional Learning to Long-Term Success. Education
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passive learning activities on students’ perceptions of interprofessional
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Rodgers, D.L. and Hales, R.L., 2021. Brain-Based Learning. In Comprehensive Healthcare
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Sarama, J. and et. al., 2021. Length measurement in the early years: teaching and learning with
learning trajectories. Mathematical Thinking and Learning, pp.1-24.
Sheng, Z. and et. al., 2021. Examining schools as learning organizations: an integrative
approach. The Learning Organization.
VanTassel-Baska, J., 2021. A Conception of Giftedness as Domain-Specific Learning: A
Dynamism Fueled by Persistence and Passion. In Conceptions of Giftedness and
Talent (pp. 443-466). Palgrave Macmillan, Cham.
Online:
Why is organizational learning important?. 2021. [Online] Available Through:<
https://www.valamis.com/hub/organizational-learning#:~:text=The%20importance%20of
%20organizational%20learning,Increased%20productivity%2C%20profits%20and
%20efficiency >
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