Learning Knowledge for Effective Performance
INTRODUCTION
In today's fast-paced world and highly competitive market, organizations need to adapt the frame of learning in order to survive. According to Businessdictionary.com, 2010, learning is a measurable and relatively permanent change in behavior through experience, instruction or study. Many organizations today are pressured to change. Learning is necessary in engaging in continuous change as it may be fundamental for organizational competitiveness or survival.
Peter Senge (1990) proposes that the only organization that will excel in the future-that will be able to analyze , redesign, and measure quickly enough to stay ahead of the competition- are those that tap employee commitment and capacity to learn at all levels of organization.
ORGANIZATIONAL LEARNING
Organizational learning is the acquisition, application, and mastery, of new tools and methods that allow more rapid improvement of those processes whose improvement is critical to the success of the organization (Schneiderman.A, 2006). Organizational learning discovers the improvements needed within the organization, and ways to re-design them to operate the functions effectively, motivate employees to (perform with their maximum capabilities, promising better future and success to the organisation.) give out their best and help make the world a better place.
The five core disciplines identified by Peter Senge are considered by many as organizational leaning efforts.
• Systems thinking
• Personal mastery
• Mental models
• Shared vision
• Team learning
Some big organizations like Coca-Cola, Motorola, Apple, General Motors and GE and many more have taken organizational learning efforts and have gained effective performance and competitive advantage and succeeded in becoming a learning organization.
LEARNING ORGANIZATION
A learning organization is an organization skilled at creating, acquiring, interpreting, transferring, and retaining knowledge,
In today's fast-paced world and highly competitive market, organizations need to adapt the frame of learning in order to survive. According to Businessdictionary.com, 2010, learning is a measurable and relatively permanent change in behavior through experience, instruction or study. Many organizations today are pressured to change. Learning is necessary in engaging in continuous change as it may be fundamental for organizational competitiveness or survival.
Peter Senge (1990) proposes that the only organization that will excel in the future-that will be able to analyze , redesign, and measure quickly enough to stay ahead of the competition- are those that tap employee commitment and capacity to learn at all levels of organization.
ORGANIZATIONAL LEARNING
Organizational learning is the acquisition, application, and mastery, of new tools and methods that allow more rapid improvement of those processes whose improvement is critical to the success of the organization (Schneiderman.A, 2006). Organizational learning discovers the improvements needed within the organization, and ways to re-design them to operate the functions effectively, motivate employees to (perform with their maximum capabilities, promising better future and success to the organisation.) give out their best and help make the world a better place.
The five core disciplines identified by Peter Senge are considered by many as organizational leaning efforts.
• Systems thinking
• Personal mastery
• Mental models
• Shared vision
• Team learning
Some big organizations like Coca-Cola, Motorola, Apple, General Motors and GE and many more have taken organizational learning efforts and have gained effective performance and competitive advantage and succeeded in becoming a learning organization.
LEARNING ORGANIZATION
A learning organization is an organization skilled at creating, acquiring, interpreting, transferring, and retaining knowledge,