Learning And Knowledge Management : Rising As A Key Factor For Managing Change And Developing Competitive Advantage

A learning organization is an organization that can change quickly, adapting to the new rules that the market environment has created. Businesses that know how to learn and develop quickly and effectively will thrive; those that don’t will not survive. It is easy to think of newer companies like Apple and Google as being the best learning organizations. Yet, some of the best examples of organizational learning practices are found in more mature organizations, such as the U.S. military. Throughout our lives we collect tidbits of information, knowledge through what we experience, we try to apply the lesson from these experience as we grow, we are curious by nature, adventurous we are learners and for many of us the process of learning never stops.

Byron, I enjoyed reading your posted. Your comment Learning organizations are able to transform industry changes through constant learning of its members, is an important statement. When you have an organization that invest in their employees have some of the strongest employees throughout the industry. Organization that doesn’t invest in the training of their employee experience different controversial within the company because of the untrained employees that doesn’t have the ability to make wise decision in their job function.

Learning at an organization is more of a self-conducted activity, and is a continuous process that lasts the entire cycle of the organization and the tenure of the employee. Nevertheless, each organization must effectively employ certain training and development activities for new as well as seasoned employees in order to accomplish different objectives:-

Why might intangible resources like human capital and intellectual assets be a more likely source of sustainable competitive advantage than tangible resources? These create ambiguous resources that are difficult to duplicate. Competitors will have a hard time re-creating the particular resources that deliver the advantage.

I believe that Organizational learning is an area of expertise within an organizational system that studies models and philosophies about the method an organization understands and acclimates (Vasenska, 2013); Organization-wide on going logic which heightens its collective ability to accept, make sense of, and respond to internal and external change. Organizational learning is more than the totality of the intelligence understood by employees. It involves orderly

Batool, H., & Riaz, S. (2011). Factors for making an organization ‘a learning organization’. Retrieved on August 26, 2011, from http://www.trikal.org/ictbm11/pdf/OB/D1132-done.pdf

Learning organizations today must be adequately able to readily adapt to change the mind-sets and behaviors of the people within. Although this sounds like a unified joint statement for each and every organization however, there are so many organizations that yet do not acknowledge the actual truths and current trends that illustrate particular dysfunctional behaviors that exist and occur each day. Learning organization aid and enable companies and business to run, operate, and function with efficiently. As organizations learn together, they attain knowledge, acquire skills and information and evolve at a faster rate. Culture begins to be created after learning organization are established and they are placed

Learning organizations also promote teamwork and cooperation and an organizational culture that encourages experimentation. The fact that the paper suggests that these five strategic building blocks and the supporting foundations are the key factors in this new organizational archetype called a learning organization. These building blocks and supporting foundations need to be present or to be implemented to have a learning capability. However, if this idea of a learning organization is to take hold in organizations and gain credence and support by practicing managers, it must also have an impact on organizational performance.

In the face of change, a learning opportunity arises. Learning would mean new ways of thinking. Defined as ‘an organization that is continually expanding its capacity to create its future’ (Beerel, 2009), a

Organizational learning promotes: adaptability, participation and information openness. Consequently, not only employee performance will be enhanced, but also the increase of organizations effectiveness and efficiency.

Throughout our final semester of study at Maryville, our cohort has studied Peter Senge’s, The Fifth Discipline: The Art and Practice of the Learning Organization. Rather than set of management practices, the book describes how organizations, especially those that are sustainably competitive, know how to learn. These “learning organizations” are continuously learning how to work together, where the norm is producing their best. In the book, Senge identifies five essential elements, that when practiced together, create perfect conditions for an effective learning organization. These five practices are Personal Mastery, Mental Models, Shared Vision,

Therefore it is clear that organizational learning goes beyond knowledge. This notion involves the process of action and reflection (Carroll & Edmondson, 2002) or action learning (Revans,

According to Jerald Greenberg (Greenberg 2013) that learning is a relatively permanent change in behavior occurring as a result of experience (p.84). For Boeing Company to take the organization to the next level, it’ll need to adapt the Theory Y approach in dealing with individuals. In addition, leaders at the helm of the perennially great companies all share a common trait called humility (Lennick et al, p.19). It is from this unique trait that improves employee’s work-related attitudes. Furthermore, the organization commitment to the employees garner their trust and elevate their relational contracts to the company.

Resource Based View is still a hot topic although the theory is more than 20 years old. The Resource-based view's foremost proposition is that an organisation's capacity for competitive advantage is limited to the management of its own bundle of resources (Wernerfelt, 1984;Rumelt, 1984).

Organizational Learning is when a team of people come together to achieve a common objective. The team looks into new ways to improve the organization as well as individual functions. Organization learning can help employees reach their fullest potential and the organizational to be more effective and efficient. Organization should work towards cultivating a learning organization where continuously learning is appreciated and learning is happening at the individual and organization level. A learning organization recognizes that their