Learning Organizations & Effectiveness Research Paper

Learning Organizations & Effectiveness - Research Paper ExampleHowever, this does not come easily as there argon important aspects that come with eruditeness and which cheeks must conform to in order to effectively adapt the learning. In this regard, it is paramount for organizations to clearly define their visions and mission statements which spiel as guiding principles. With statements clearly stipulated, strategic plan with a clear learning strategy should lay a foundation for effectiveness of organizational learning. Characteristics of an sublime learning organization and their observable behaviors Learning strategy It is argued that for any organization to thrive, learning is necessary. However, learning has to be strategized in order to achieve desired objectives. Therefore, learning strategy constitutes characteristics of an ideal learning organization. Organizations are expected to endorse both learning innovation as specific goals, and learning strategy (Denton, 2002). O ne of the strategies is the index for the organization to learn faster than other competing organizations. This is the surest way to maintain competitive advantage. To achieve this, organizations bring to put learning at the top of the list of priorities (Buckler, 1996). at one time learning strategy has been adopted by an organization, it is apparent that this bewilders a habit, which becomes an everyday occurrence. Flexible construction After setting learning strategies, it is vital for ideal organizations to contour a anatomical structure that would foster learning within the organization. To affect this, organizations need to create teamwork by the formation of small, core workforce (Yang, Watkins, and Marsick, 2004). Actually, a flexible structure should dispose of traditional operations like rigid job descriptions. In fact, it is believed that flexible structure encourages cross-functional cooperation which enables organizations improve the organizations operations. Or ganizations that use flexibility structure tend to reduce bureaucracy and restrictive job descriptions. Blame-free culture It is believed that learning organization should provide an ideal climate, through which learning is prioritized and valued (Denton, 2002). When mistakes are identified, they need to be viewed as a chance to learn and perk up. In fact, it is argued that learning organizations that uphold blame-free characteristic encourage employees to experiment, and in the process, they learn from the experience and become innovative. For organizations that practice blame-free culture, learning becomes automatic. Vision The concept of a learning organization goes hand in hand with shared vision. A shared vision is unavoidable to overcome authoritative forces that hold up the preservation of the status quo (Denton, 2002). Besides, learning cannot occur without stipulating specific objectives of the learning. Shared vision gives an overview of organizations commitment to achiev ing its objectives. An organization with a clear vision would tend to establish overarching goals, which forms the basis of encouraging the workforce to speak in one voice. Knowledge creation and transfer It is apparent that in a learning organization, the concept of creation of new knowledge forms the foundation of development. Knowledge may come from several directions ranging from within the organization and exterior the organization (Yang, Watkins, a