According to P. Senge in learning organization people continuously look for new opportunities to achieve the desired effects, create a new patterns of thinking, develop teamwork, constantly learn. P. Senge is considered one of the most important creators of the idea of organizational learning, though you should also look to works of Ch. Argyris and D. Schon, and even earlier: in the concept of decision support systems from the 50s.
Learning organization is an organization proficient in the performance of the tasks in the creation, acquisition and transfer of knowledge, and changing their behavior in response to new knowledge and experience. Above definition refers to two points of the concept of the learning organization. Lack of clear rules governing management practice in learning organizations with detailed methods and techniques, which should be used by the management of companies also lack measurement tools for the assessment of organizational competence and level of learning. These tools are necessary in order to assess what effects the concept of learning organization has in practice.
The concept of the learning organization is closely linked to the implementation of the innovation strategy in the enterprise. Innovations are a consequence of changes in the environment and the development of the company. They are necessary for the performance of any changes and improvements, which have become an essential condition for the success on the market. Innovation can be an element of the business strategy of companies entering the new markets, as well as defensive weapons for established and prosperous companies.
Distinguishing features of learning organizations
- learning from mistakes,
- continuous training of staff and scheduled training,
- development of staff led by management,
- delegation and decentralisation,
- risk taking, encouraging to experimentation,
- frequent reviews of operational procedures,
- search for ways to increase the effectiveness of the work,
- decision taking on the basis of the facts,
- close cooperation between the departments.
Crucial to the learning organization is leadership and sound management of intellectual capital.
- Garvin, D. A., Edmondson, A. C., & Gino, F. (2008). Is yours a learning organization?. Harvard business review, 86(3), 109.
Author: Krzysztof Wozniak