Every organization strives to meet its set goals and objects in order to realize its overall success. The burden to meet the set goals and objectives greatly rely upon the employees and as such it is imperative to ensure that they are in a position to undertake their duties and responsibilities in a manner that is desired by the organization. Therefore, organization learning is aimed at ensuring the employees learn a particular set of knowledge and skills within the organization which improves their overall output and productivity within the organization. This is achieved d through creating, retaining as well as transferring knowledge among the various employees within the organization. What this means is that over time, the organization will be in a better position to improve its overall performance and productivity because of the employees gradually acquire the knowledge that helps them improve their work through experience.
The first assignment brought to light the fact that the organization leadership plays a critical role in promoting organizational learning as well as overcoming the major issues associated with the subject. Employees within a particular organization follow the directions given by their supervisors and top management. As such, the leaders are in a better position to influence the manner in which the employees undertake their duties and responsibilities within the organization. This is because leaders can focus on specific issues and directives that will enable the employees to learn and fit into the culture of the organization and as such getting the desired organizational outcomes, (Jain & Moreno, 2015). The move points out that culture mechanism can be utilized by the leadership of the organization to influence how the employees engage with their co-workers, the top management as well as the customers and other stakeholders which is a perfect opportunity for organizational learning.
Organization culture plays a critical role in promoting organizational learning. This is the case because employees have the ability to pick up knowledge and skills regarding how they are expected to undertake their duties and responsibilities. Eventually, the employees are able to learn from the process and thus become meeting their personal as well organization goals. One of the issues that disconnected culture from learning is the fact that different employees may have different goals while undertaking their duties. It is the case the case that the organization expects the employees to achieve their duties and responsibilities in the desired manner. However, because different individuals are bound to have different goals regarding how to job their job, then this might present a challenge to the organization learning as far as developing the organization culture is concerned because of the inconsistencies in the manner in which the employees work within the organization.
There is also a challenge associated with the inconsistent incentive for the employees especially those undertaking identical and equal work within the organization. Employees expect that their efforts within the organization will be equally rewarded and, in the event, that one employee is given special treatment, then he or she should have earned the reward by going an extra mile to deliver exceptional work. As such, it is important to ensure that proper measures are put in place to guide the processes of offering incentives to employees. Moreover, the process should also be open and transparent so that the other employees can understand how and when an individual is able to earn incentives within the organization, (Jain & Moreno, 2015). Last but not least, organizations are able bound to face challenges associated with the process of selecting the most suitable training process for the employees. It is therefore important for the organization to ensure that proper organization assessment is done to understand the specific organization needs that need to be focused on when conducting the training exercise. Th move will not only improve the effectiveness and efficiency of the training but also promote the ability of the employees to apply the practical knowledge and skills they gain in their daily operations.
The case brings to light that one of the major challenges to organizational learning is the leadership style and strategies used by the top management. Depending on the type of organization and the type of business activities, different leadership styles will result in different organization outcomes. As such, an organization that wants to promote organizational learning should focus on leadership strategies that are aimed to engage the employees in the decision-making processes so as to present an opportunity for them to learn about the issues facing the organization, (Naranjo-Valencia et al., 2016). Therefore, the employees will be in a better position to understand the need for organizational learning as a means of finding effective and sustainable solutions to the challenges they are facing when undertaking their duties and responsibilities.
Project Goals and Methodology
Culture mechanism is an effective way of promoting organization learning for employees with the aim of improving their overall productivity and the overall success of the organization. Every organization desires its employees to behave in a particular manner that will, in turn, promote the achievement of the goals and objectives of the organization. As such, training on the culture will see to it that the employees are well informed about what is expected of them as well as understand how best they can be able to overcome some of the potential challenges associated with adopting a particular norm within the organization, (Chen & Huang, 2009).
The learning model will be beneficial to the organization because it will not only be an opportunity for the employees to learn about what is expected of them but also an opportunity for the senior management to understand the specific needs of the employees. Secondly, culture mechanism will also go a long way in helping the employees recognize the workforce is made up of individuals from different cultures and backgrounds. As such, they will be able to learn how best to engage with each other in a manner that does not disrespect or intimidate the other person. Last but not least, the process will also help the organization some of the major challenges associated with diversity within the organization. The result is that the management will be in a better position to develop effective and sustainable solutions for overcoming the present as well as future diversity challenges, (Fernández-Mesa & Alegre, 2015).
On the other hand, one of the cones associated with the model is that the process will involve continuous employee training which will cost the organization time and money. Also, the process might affect the productivity of the employees as they may be forced to let go of their duties for a while they are attending the training sessions and programs, (Naranjo-Valencia et al., 2016). Last but not least, the fact that the employees will be trained on the culture of the organization is not a guarantee that they will apply what they have learned and this will mean that the organization will not be able to realize the desired outcomes.
Productive learning within the organization is hinder by communication barriers such as ineffective communication which hinders the ability of the employees to understand what is expected of them at any particular time. This can be overcome by promoting timely and clear communication within the organization. This will see to it that the employees understand what is expected of them at any particular time when undertaking their duties and responsibilities.
Effective talent management will go a long way in helping the organization realize readiness as well as maintaining the learning environment within the workplace. Talent can be managed by aligning the goals of individuals with the strategy of the organization. As such, individual success will result to organization success. Secondly, talent can be effectively managed by creating highly qualified internal pools which will enable the employees to share ideas on how best to deal with the issue they are bound to face. As such, the employees will be able to build and develop their talents within their respective pools.
Project Risk Management
The resistance risks associated with the learning model include disruption of the organization process and forcing change among the employees. Disruption can be minimized by ensuring that strategies are put in place to ensure that the employees will be trained in turns so as to ensure that duties and workstations are not completely abandoned for training purposes. Also, the organization can avoid forcing change by giving the employees time to adjust while making gradual changes in the operations and processes within the organization thus improving their ability to accept and embrace the change, (Chen & Huang, 2009).
To know the effectiveness of the change, it is imperative to apply and effective After-Action Review. The review will compare employees’ productivity before as well as after the implementation of the change. The change is bound to destabilize the employees’ productivity at first and such, the review will commence two months after the implementation of the changes. Also, the plan will seek to get feedback from the employees regarding their opinion of the changes and whether or not they believe the changes will benefit them and the organization as a whole in the short as well the long run.
There are various training techniques that the organization can use to introduce new ways of learning. One of the most effective ways that can be used by the organization training workshops within as well as outside the organization as suggested by (Lonial & Carter, 2015). These training will see to it that the employees are able to gains hands-on knowledge of the most critical organization issues such as effectively transitioning during the change process. This will also give the employees the chance to share with their colleague their experiences within the organization thus improving the effectiveness of the learning process as a whole, (Fernández-Mesa & Alegre, 2015). Last but not least, it is imperative to mention that the organization structure and process will be able to support the change from individual to organizational learning. This is the case because the organization has been able to develop the spirit of teamwork and collaboration within the organization. As such, the process is bound to face minimum resistance thus increases the success rate and the success of the organization as a whole.
Chen, C. J., & Huang, J. W. (2009). Strategic human resource practices and innovation performance—The mediating role of knowledge management capacity. Journal of business research, 62(1), 104-114.
Fernández-Mesa, A., & Alegre, J. (2015). Entrepreneurial orientation and export intensity: Examining the interplay of organizational learning and innovation. International Business Review, 24(1), 148-156.
Jain, A. K., & Moreno, A. (2015). Organizational learning, knowledge management practices and firm’s performance: an empirical study of a heavy engineering firm in India. The Learning Organization, 22(1), 14-39.
Lonial, S. C., & Carter, R. E. (2015). The impact of organizational orientations on medium and small firm performance: A resource‐based perspective. Journal of Small Business Management, 53(1), 94-113.