Report on Learning and Development: Organizational vs Individual

This report provides a comprehensive analysis of learning and development, differentiating between organizational learning and learning organizations. It explains organizational learning as a process of creating, transferring, and retaining knowledge within an organization to improve performance and adapt to changing market conditions, highlighting the importance of knowledge creation, retention, and transfer. The report also discusses the characteristics of organizational learning at individual, group, and organizational levels. Furthermore, it elaborates on the concept of a learning organization, emphasizing its capacity to adapt and transform continuously, and discusses Peter Senge's Five Disciplines (systems thinking, personal mastery, shared vision, team learning, and mental models) as key components. The report underscores the significance of fostering a learning culture to enhance job satisfaction, reduce turnover, and improve productivity within the organization.

Learning and
Development
Table of Contents

INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Explain organizational learning...............................................................................................................3
Explanation of learning organization.......................................................................................................5
Differentiation involving learning organization and organizational learning...........................................8
CONCLUSION...........................................................................................................................................9
REFERENCES..........................................................................................................................................10

INTRODUCTION
The term learning and development is used to describe that a firm can increase their
professional development and personal development among its employees through training
development programs are also created as well as their learning and development (Andresen,
Boud and Cohen, 2020). It is a systematic procedure to enhance their employees to knowledge
which is reach to ultimate decision and that a performance in work setting. The goal of a learning
and development is to change the behavior of individual person and groups to establish their
sharing knowledge and insight that enable them to work and accomplish their goals that have to
perform better. This report covers is to analyze the difference between organizational learning
and learning organizations.
MAIN BODY
Explain organizational learning
Organizational learning is a procedure to creating and transfer of knowledge and skills
are for their worker within their organizations. It should improve their overtime and should gain
their experience and knowledge. It is important for all firms where they can improve their
overtime gaining experience and instructions to create knowledge within the organization and
retention, transfer of knowledge within the organization will determine to be strengthening their

organization for a whole. To ensure that knowledge are gained in the business organization or
should be transferable but individuals cannot properly retain individuals cannot believe without
knowledge required them (Djamas and Tinedi, 2021). It can be reserved surrounded by the
organization and all the persons to appreciate their significance of learning society within the
organization to culture which is information to share for take time to learn stoppage can teach
and for all levels can treat learning of regular a daily basis that allow person to status after firms
and organization donate their time and income for increasing a knowledge culture implement
their organizational learning taken more aggressive and increase capability to rapidly fast for
manager they should be changing a certain conditions in market. It should contain more
knowledge about practices as well as they are more able to order by create a surrounding where
all workers are exchange of information which allowed to each and every person can contribute a
suitable manner. For instance, Unilever PLC firm, they should be taught much more regarding
ideal clients or produce a more effective process for running their firms and it is only talk about
their increased and knowledge related to its function which is utilized their organization to adapt
changing environment and their efficiency in the business organization. There are three main
concerns in the organization learning which are described below:
 Conceive
 Act
 Reflect
Whether it is a idea or thought which are to be considered by employee they can create a
product that company must reflect and it is a reflection through both procedure and result
learning will happen for those proceedings they can also get their organizational knowledge
creation, knowledge retention and knowledge transfer (Farlow, 2020). It is it is very important
organizations can take their helpful intra organization advantage to this advance and importance
of critical learning organization within enterprise. The most important thing is organization
learning to show their benefits that will be occur within the organization to learning culture to
increase their workers job approval, lower turnover rates, enhanced productivity income and
competence. There are four traits which are associated with organizational learning such as
scanning improvised, implementation, action learning and constant readiness.

Characteristics of organization learning
Individual learning determine that they have a pre approval of fear of change and how
to face there are crucial values and philosophy of the organization.
Group level is based on the relational orientation which represents what kind of service
attracted is most appropriate for preservation and it is essential to necessary healthy relationship
in maintain.
Organization level have democratic made major source for their culture and structure of
organization for the better outcomes.
Knowledge creation in organizational learning that should be represented experience can
be embedded within the business organization experience is always a direct exposure to the
subject by through task in involving needs, environment, surrounding of a business organizations
and their experience produce output data information knowledge in form of knowledge which is
useful retain the unexpected utilize their organizational processes. Knowledge creation are
connected to creativity and relationship to experiences which is not received much research
attention.
Knowledge transfer in organizational learning is such a mechanism and experience with
separate with the organization and can be evaluated using matrix in your learning curves
(Gleason and Von Gillern, 2018). It should be process improvements over time but wearing that
reduce the labor hours to complete their implementations and produced over time and location of
organizational learning can more complex to country consideration that in form to their

knowledge of transfer. Organizations are introduced many processes, knowledge, skills and
management system for their organization through their transfer.
Knowledge retention can be describing their behavior of knowledge that has been
impressed with the business organization and they can be quantified by major discriminative
knowledge over time. It is impacted by experience process knowledge that affected the
knowledge. Organization that can return bulk of knowledge which is an individual can lose that
information and it is examine of organization and is automatically learning fast industries to
lower productivity and decreased organization memory.
Explanation of learning organization
Learning organization define that people in organizational control can extend their
capacity of business is to create their many results for which tool are desire a new and expensive
patterns are thinking about on their collective aspirations (Hamamouche and Cordes, 2020). It is
important for rivals that facilitate to learning of its members and continue transform itself they
can define their business organization and encourage adaptive and creative learning and present a
lot to think outside their box and work in connection with other workers to find a best answer of
any problems. Learning organization is one that had that they have capacity of early learn that
can change an organization operate in a dynamic environment where market and globally and
customers can separate wide all over world not the same in order to successfully organized and
learning should learn and responded changes quickly and manage all transactions all knowledge
base and make the desired changes. People can really explain the gap is to create some result and
contain learning how to learn together to facilitate all of its member and continued transform. It
should continuously improve their rapidly creating and refining their abilities for future of
coming success in the business organization and identify their new develop skills of people who
training organization policies and learn from experience of its members in the organization to
make such experiences of managers to meet their strategy needs. Learning organization are
associated with internal renewal that face of competitive environment (Hsu, Chang and Hung,
2018). Learning organization also helpful for double loop learning as well as their single loop
learning where single running error correction according to their past routine policies and
procedures and the double loop learning where error detected through there in wall changes in
objective policies and regulations and regulations for the standard routine. The old concept

announced that opportunity for alternative and experience solutions to leading dramatic
improvement the organizational structure.
Learning organizations that control expand their businesses and continental learn to see
hold together it's a vision of might be possible to put simply says about training individual but
also happen to their resultant for the whole organization level that facilitate learning of all
members and address to transform. It should be characterized by worker involvement process of
operator should be conducted and collectively accountable change and towards shared values and
their principles (Knowles, Torney-Purta and Barber, 2018). Learning organization has two
dimension first is a process in which collective learning that is mention its country essay for
particular diagnostic invalid tools to identify toward their quality of learning process inside their
organization. The goal of both dimension are same but transformation of the organization are
light a learning organization. It will be defeated that individual merits and demerits learning
organizations are encouraged their peoples to extend their information making people adaptable
for new ideas and thoughts to a shared vision this means that organization are need to be aware
for both company as well as interview with the company use to concentrate about their own
needs and their workers. For example, decision support system are used for corporate executive
to have the condition for upcoming years and it should be expected and explicit and implicit
knowledge are available for organization which allowed better learning experience because
expected this tends to about their organization. Learning organization is producing acquire and
transferring information for alternation the performance to reproduce innovative knowledge of
insight.
Characteristics of learning organizations
According to Peter Senge Five discipline 1990, who defeated learning organization with
the fifth discipline where they can keep their extend or expand their capability to generate their
result where cultivated mutual ambitions are set free. Five discipline are as follows:

Systems thinking: Systems thinking in learning organization is all about a part of
interconnected systems are not a joint of personal silos but also address whole understanding
how parts are interconnected and it is the sensitivity for separate two interconnected that give the
lighting system and unique character (Kricsfalusy, George and Reed, 2018). Learning
organization is a use of method of thinking because when assessing their organization they have
information system about measurement of performance of organization and serve various
components of system thinking is all about characteristic of a learning organization must be at
once. This organization is part of a learning organization that means that they will fall short of a
school rather than tablet systems thinking about competencies and build their structure of a
learning organization and highlight their final results to some of total component parts.
Personal mastery: It is all about commitment of individual process known as a person
mastery there is a spirited system benefit for this firm where workers can study much about their
organizations and it is to be considered for acquiring their hiring information is capable to their
productive by learning organization how to apply their skills in the business organization and
most valuable way for personal mastery in a spiritual way such as acquiring through staff
training and development contain self improvement and learning force upon their individual who
is not receptive learning (Mone and London, 2018). They can increase their person motivation
distance learning to improve their professionals can also various successful results are to be
possible sources and with a sense of responsibility commitment and their performance of this
organization.
Shared vision: To shared vision is important in organization to motivate their staff to
learn and focus on their energy for learning organization and maintain their vision to build their
vision of the employee that all level of the business organization. It is to be created that
traditional structure where company which is imposed from above and learning organization

tends to have a flat the shared vision is also against competitor and their transistor goals as
suggested that there should be a long term goal their business organizations and is a lack of
define goals and negatively affect their business organization. It is members to unify their
personal vision entrance with those organizations by creating a unity of purpose people have
much engagement for shared future have a strong leader in employee to interconnect from
various experiences sharing knowledge about business organization improve their impact of
organizational learning.
Team learning: Learning of team means that employees can expand much rapidly and
difficulty should be solved in the business organizations through improved right to use to be
improved and expertise learning organization as a structure to facilitate learning with facilitate
required individual to engage their dialogue and discussion was open communication, shared
meaning (O’Leary, 2020). Learning organization is a procedure of developing and align their
capability of a team to create a outcome member of the desired a need to be able to get together
and team lunch together a lot but only for a good reason but also team members also grow
rapidly which could not be happened. Individual approach of learning to share gather all the
knowledge and information are shared with others that advantages of shared learning is that
employee can grow faster and resolve issues capital of the business organization can be
improved to easy access to knowledge and expertise.
Differentiation involving learning organization and organizational learning
Key dissimilarity between their organizational learning and learning organizations focus
on learning experience which is knowledge has to be assembled from regular activities and
learning organization focus on learning to increased their competence their ability of
employment of business organization this should be represent that individuals can learn about the
organization from reference and take to address their tasks related challenges for understanding
how they should learn and while learning organizations are process which is embedded in
(Sandars, Lakhani and Banks, 2018). The organizational learning and learning organization is
to bring competitiveness in elasticity within their firm in terms to manage with such task
situation some firm enterprises and technical expert group result making was very much essential
in the business organization. Through learning organization are conversely practice through their
long term organizational culture their risk that together to experience business situations and

both are concerned are very significant to gain sustainable spirited benefit to accomplish their
goals and objectives. As a learning organization idea focus on more purposes and organizational
learning culture leans towards to accomplish their goals and objectives whereas learning
organization culture is more performance based. Learning organization is capable to improve
their capacity and competence is to build and maintain their structure and in order to improve
their organizational performance in the business organization and additional learning is a process
for improving directions to a better understanding and knowledge so that they can possibly
construct their structure and strategies to enhance and increase their maximize learning in the
business organization. Both the learning organization and organization learning a similar for both
involve in planning and designing to maintain their relationship and towards accomplish their
goals and objectives in a very efficient manner so that is a process of learning of actual
institutionalization of learning and become popular in the organization (Simanjorang, Taylor
and Ledger, 2021).
Kirkpatrick learning evaluation model
Reaction: In this each and every program need to assess at this level to improve their
future bases and participated and how invested they will be learning in next level.
Learning: learning which technique is formed by level of participant has developed the
expertise and mindset and more challenging and time consuming as complete the level one.
Behavior: It is one of crucial aspects of whether participants are truly impacted by the
learning and what they have learnt behavior changes make a possible stone about to know
whether the skills are understood or not.

Results: This can be measured at a learning organization of key performance indicators
were before learning was initiated and creates actionable measurement into clearly defined about
their goals measured result identify their impact.
CONCLUSION
From the above information, it has been concluded that learning and development are
used to increase their personal and professional skills and knowledge through their employees
and created a development programs to reach their positions to towards accomplish their goals
and objectives team in a goal setting. This report covers organizational learning, concept of
learning organization with their characteristics such a systems thinking, personal mastery, shared
vision and team learning and difference between organizational learning and learning organizatio
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