January 7, 2013
A Learning Organization is one in which people at all levels, individually and collectively, are continually increasing their capacity to produce results they really care about, (Smith, 2001). Many organizations are becoming learning organizations because of the benefits associated with doing so. Several of the same organizations will require a cultural change in order to become a learning organization. According to Smith (2001), [l]earning organizations provide continuous learning opportunities, use learning to reach their goals, link individual performance with organizational performance, foster inquiry and dialogue; making it safe for people to share openly and take risks, embraces creative tension as a source of energy and renewal, and are continuously aware of and interact with their environment (p. 4). Employees are able to see their value within a learning organization. These individuals know and understand the organization is interested in not only its success, but in the development of its employees as well. In this assignment, two examples of learning organizations are provided with supportive evidence that expresses how each company has incorporated learning in its practices. Ricoh Americas Corporation
Ricoh Americas Corporation happens to be an international company that is also a learning organization. Ricoh provides a large amount of services including office solutions, technology, facilities management and innovation within its organization. Learning has been at the center of Ricoh’s culture for many years. Ricoh Americas Corporation (2012), stated “[o]ur vision is to create an accountable action learning environment that is rewarding for our company, our employees and our customers. To that end we will ensure learning is relevant, dynamic, convenient, continual, challenging and action-oriented” (p. 1). In this learning...