Learning Organisation & Its Core Tenets
Introduction
This essay intends to understand the attributes of the learning organisation and its core tenets .For this purpose the case example of Tesco is used. The advantages and disadvantages of applying these practices of Tesco in other established organsiation have been critically analyzed with the help of specific examples.
What is a learning organisation?
According to Peter Sange, the pioneer of the fifth discipline, learning organizations are organisation in which people continually expand their capacity to learn in order to produce result which they truly desire; where innovation and new ways of thinking is encouraged; where collaborative aspiration is set free and people learn to see the big picture. (Senge, 1990)
According to this definition a learning organisation is one in which employees in all departments are given the scope to learn and benefit from the knowledge thus encouraged by the organization as a whole.
Some modern theorists explain the theory as an organization that remembers and learns. In that case, the notion of learning initiates the formulation of policies, processes and procedure. The concept of the learning organisation is more prominent in the modern context as change seems inevitable in a continuously unstable economic context. A continual process of learning, not only in one part of an organisation but the entire unit is warranted for the future survival and sustenance of the business unit.
Tesco: the learning organisation The five dimension of the learning organsiation are to be applied to TESCO’s context in order to better understand their core tenet as a learning organization
Systems thinking:
In Tesco, the system is involved in such a way as to accommodate the learning and development and ways in which the organsiation can work towards improving systems, which give an immediate solution to the problem when faced. The company in its long period of existence has proven to be one of the best training
This essay intends to understand the attributes of the learning organisation and its core tenets .For this purpose the case example of Tesco is used. The advantages and disadvantages of applying these practices of Tesco in other established organsiation have been critically analyzed with the help of specific examples.
What is a learning organisation?
According to Peter Sange, the pioneer of the fifth discipline, learning organizations are organisation in which people continually expand their capacity to learn in order to produce result which they truly desire; where innovation and new ways of thinking is encouraged; where collaborative aspiration is set free and people learn to see the big picture. (Senge, 1990)
According to this definition a learning organisation is one in which employees in all departments are given the scope to learn and benefit from the knowledge thus encouraged by the organization as a whole.
Some modern theorists explain the theory as an organization that remembers and learns. In that case, the notion of learning initiates the formulation of policies, processes and procedure. The concept of the learning organisation is more prominent in the modern context as change seems inevitable in a continuously unstable economic context. A continual process of learning, not only in one part of an organisation but the entire unit is warranted for the future survival and sustenance of the business unit.
Tesco: the learning organisation The five dimension of the learning organsiation are to be applied to TESCO’s context in order to better understand their core tenet as a learning organization
Systems thinking:
In Tesco, the system is involved in such a way as to accommodate the learning and development and ways in which the organsiation can work towards improving systems, which give an immediate solution to the problem when faced. The company in its long period of existence has proven to be one of the best training
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