Today’s Organizational leaders are experiencing a consciousness shift where they sought excellence, they now seek learning – not only to achieve excellence but to stay that way through being flexible, intelligent and responsive [Pedler et al 1997:10].
From the foregoing, we can see that change is a constant occurrence in business environment and as changes happens in the environment, organizations must also learn to adapt its operations and/or processes in other to survive and remain competitive in the long run. Organizations also need to be flexible and not rigid [Bureaucratic] in terms of its structure, intelligent by continuous learning and learning to learn (innovative), and proactively responsive to changes that takes place in the environment that affects its operations. A good example of business environmental changes will include the present economic down turn [credit crunch] and the growth in information and telecommunication technology (ICT).
Learning is the greatest challenge of modern organizational leaders: it is only by learning quickly and continuously that organization can catch up with the speed of change in the environment and remain competitive.
DEFINITIONS OF LEARNING ORGANIZATION:
Peter Senge – “A place where people continually expand their capacity to create the result they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together”.
Pedler, Boydell and burgoyne’s - “An organization which facilitates the learning of all its members and continuously transforms itself”
Nancy Dixon – “the intentional use of learning processes at the individual group and system level to continuously transform the organization in a direction that is increasingly satisfying to its stakeholders”
I will define a learning organization at this stage as an organization in which structures and... [continues]
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