Essay on topic: Learning organizations in global environment: do they exist?
In today's dynamic and unstable operating conditions of enterprises the ability to innovate is a key factor of survival and success of the organization. Innovations in this case are understood in a broad sense – it means not only to create and offer a new product, but rather the ability of the organization continually develop creative solutions to problems and challenges. In this regard, the role of intangible assets of the organization, especially the knowledge and experience, should be possessed by members of the organization. The concept of "learning organization” forms the approach to management, allowing the most efficient use of data and increasing intangible assets. Why it’s called “learning” organization? Learning involves, on the one hand, self-learning - formation of experience by the individual, but on the other hand - learning is the process of acquiring knowledge from outside. Learning can also be regarded as a “cognition” that includes an analysis of experience, establishing causation and development. To the problems of training and learning in the organization are devoted a lot of modern management concepts and approaches: organizational development, change management, knowledge management, learning by acting. Analysis of these approaches suggests that in relation to the concept of learning organization these approaches serve as methods to make the transition to a learning organization, to create conditions for its occurrence. First of all it is important to give some definitions of this concept. In the heart of the concept of learning organization lies a philosophy that in case the organization wants to survive, education and training have to be the main parts of company’s policy. Education and training have to stand by all the organizational levels: work, political and strategic. Moreover education and training conscious, continuous and integrated, there should be special work environment, where people are eager to study develop themselves. P. Senge (1990) was the first who introduced the definition of learning organization and described learning organization as an organization “where employees continually expand their capabilities which help to them achieve the results they want, where new ways of thinking are developed, collective aspirations are freely distributed, and where employees are constantly learning how to carry out joint training.” There are also other definitions of learning organization which are made in sprit of P. Senge’s definition. M. Pedler (1991) and others describe learning organization as an organization “that facilitates the training of all its members and continuously transforms.” C. Wick and L. Leon consider learning organization as an organization that “is continuously improving itself by the fact that can quickly create new and improve existing capabilities necessary for success in the future.” P. Garvin (1993) describes that concept as an organization that “has skills in creating, acquiring and transferring knowledge, and modifying its behavior so as to reflect new knowledge and understanding.” According to this definition learning organizations provide acquiring knowledge throughout experience, they also create continuous programs of development, use systemized methods of problems solutions, and quickly and effectively spread knowledge within the company with the help of formal programs of professional training, connected with its realization. D. Burgoyne (1994) noted that learning organizations should adapt to its surroundings and develop its personal in such way that it should match it. According to his definition learning organization should guide activity of managers in the field of career and life planning in such a way to satisfy the strategic needs of the organization. Such effect could be reached by discovering individual needs, skills and continuous organizational...
Please join StudyMode to read the full document