Learning Organization Strategies: The West East Institute Essay

This essay delves into the concept of a learning organization, emphasizing its significance in the contemporary business environment. It examines the core components, including system, strategic, integrative, and learning perspectives, and discusses the crucial role of leadership in fostering a culture of continuous learning, knowledge transfer, and strategic adaptation. The essay uses The West East Institute as a case study, analyzing its initiatives to become a learning organization. It highlights key factors such as knowledge workers, employee development, and the importance of creating a supportive environment that encourages problem-solving and innovation. The paper also references key thinkers and researchers in the field, providing a comprehensive overview of the subject.

Running head: LEARNING ORGANIZATION
LEARNING ORGANIZATION
Name of the student
Name of the university
Author note

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Introduction
The organization in the contemporary period, their application and learning have become
the fundamental constituents as well as pillars of development, success, and survival. The
dynamic development of structural learning has become an urgent necessity and not the choice
for recent organizations of various sizes and types (Hoover & Harder, 2015). The association in
between the organizational learning and performance concentrate priory on subsisting argument
that the performance of the organization is the product of the organizational learning that initiates
to adopt the novel trend that necessitates awareness of the method to attain a high range of
collaboration and integration in between present and past in view of upcoming vision (Guerci et
al., 2015). The paper discusses the learning organization of The West East Institute and its
initiatives to become a learning organization.
Discussion
The variable and complicated environment of the contemporary period, the conception of
earning organization, is considered a new idea from the perspective of human resource and
organizational development. Therefore the learning organization is designated as an organization
that capable of developing upcoming vision, strategies, regulatory context as well as work
activities that are reinforcing and advancing organizational learning (Varadarajan, 2017). The
same can be attained through the procedure of creation, knowledge, transfer, acquisition in a
participatory, and collective manner. Furthermore, enhance the abilities of the self-development
in the context of deliberate transfer to speedy progress in the environment along with those
encounters that ate associated with it. Therefore learning perspective of an organization
comprises of system perspective, strategic perspective, integrative perspective, and learning
perspective (Di Fabio, 2017). The system perspective rests on the conception of the holistic

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opinion of the organization as well as its response and interaction with the external and internal
environment. According to Thinker and researcher Peter Senge, the organization should hold
sufficient capability with the environment as well as formulate series of substitutes for upcoming
for the purpose of growth and survival in addition to that establishment of shared perceptions and
views in between the members of the organization for the purpose of attaining the high grade of
efforts coordination, and harmony are primary requirements. In pursuance to learning
perspective, the learning organization may be considered as an organization that contributes the
procedure of learning for members and also attempt to attain strategic aims through the
establishment of the intended procedure of transformation and change (Budeanu et al., 2016).
Peddler noted that there are eleven keystones that should be obtainable in the learning
organizations and the keystones comprising of learning by means of building strategies,
participatory processes of decision making, control structure, exchange structure of internal
information, flexible reward structure, and transparent accountability. The structure of the
organization that environmental aid scans, learning by organizational learning, specialized
groups, the organizational climate which assist learning in addition to that entrench the norm of
self-development. The strategic perspective highlights the significance of the strategic
constituents in constructing the learning capacity of the organization. Garvin (1993) emphasize
the significance of acquisition, knowledge creation as well as transfer that is acquired
organizationally in addition to that procedure of modification of behavior in pursuance with the
knowledge. On the contrary, Gho (1998) considers that the capabilities and skills of a leader
functioned significant character in constructing an effective and efficient learning organization.
The integrative perspective is formulated by the operation of Marsick and Watkins. They
indicate seven corners for a learning organization; the dimension establishes ongoing

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opportunities of learning, advance dialogue, and inquiry, motivates collaboration as well as team
learning, creates structures to occupy and also share learning (Moschitz et al., 2015). In addition
to that empowering the individuals towards the mutual vision that relates the organization to the
environment, apply leaders who support and model learning at the level of the team, individuals,
and organization.
The leaders are the actual mechanism for the organization to transfer from the traditional
method to the learning method. The leaders in the learning organization are stewards, designers
as well as the teachers. They are accountable for establishing an organization wherein the
individuals expand the capacity to comprehend clarity, complexity, and vision as well as enhance
common mental models. The fundamental significance of the functioning of leadership in the
learning organization rest on enhancing the ability of the organization to benefited and interact
from accumulated expertise by the establishment of efficient methodologies of learning (Van der
Heijden & De Vos, 2015). Therefore it is recognized that transformational leadership is a
significant criterion for the establishment of the learning organization. The basic criteria in
establishing a learning organization are connected with the conviction of leaders of concepts,
dimensions, and values that highlight learning organization as well as the method to exert the
attempts to attain the criteria of creating this manner of organization.
A knowledge worker is regarded as the cornerstone of the suggested model as the
employees capable of part information along with that endeavor to formulate skills and
knowledge and striving to attain novel methods of doing matters to the mastery of their
professions (Jabbour et al., 2015). The employees will be influential and significant in the
development of learning in the future. The only method of future proving the business is to
become the self-learning organization wherein every individual settles the issues proactively.

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It implies fulfilling structures, organizational charts in addition to that the cultures to the
indicators of key performance to strive towards emphasizing issues devoid of establishing finger-
pointing culture. Therefore nu adopting the approach, the company is producing considerable
affirmative EBITDA and the satisfaction of customers from 78% to 93%, and the cost of
infrastructure reduce by 70%. The significant primary drive to restructure expectation as well as
reemphasize the corporate on one consumer type, one product, one market, and one series of
metrics that is company-wide. The second method is to create progress and also problems visible
in a compelling manner. One thought that reinforces the self-learning organization is the good
individual who views the issue will try to settle the same in a spontaneous manner (Engert,
Rauter & Baumgartner, 2016). Therefore the attempt is made to validate self-learning in culture.
The way to achieve is to advance personal learning as well as the progress budgets, train
individuals on the diverse mechanism to mark it simpler for every individual to learn. For
instance, lessening the focus implies that the data and features sets become inoperable; however,
consumed resources and decommissioning took a longer time.
Conclusion
Thus it can be summarized from the above-mentioned discussion that shifting from top-down
organization to the self-learning organization modifies the connotation of the individual
performance. In a Self-learning organization, all are desired to generate knowledge and also have
a measurable, direct impact.

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