Toward a learning organization
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“Toward a Learning Organization”: The strategic Building Blocks By: Swee C. Goh University of Ottawa 1998
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Transcript of Toward a learning organization
“Toward a Learning Organization”: The strategic
Building Blocks By: Swee C. Goh
University of Ottawa1998
Introduction • What is a learning organization• How to become a learning organization• What are the payoffs of becoming a learning
organizations.• What should I do to encourage learning
organization • How I know my organization is a learning
organization.• What are the characteristics of learning
organizations, how to sustain one
The Learning Organization• Learning Organizations is the term given to a
company that facilitates the learning of its members and continuously transforms itself.
• Learning organization Is an organization skilled at creating, acquiring and transferring knowledge, and modifying its behavior to reflect new knowledge and insights (Garvin, 1993).
• Organizational Learning is a long term activity that will build competitive advantage over time and requires sustain management attention, commitment and effort.
Building Learning Organizations• There are essential and strategic role of the
leaders on the organization to develop the learning organization process .
• Identify a bundle of managerial practices and organizational process that differentiate these learning companies .
• Set a Five strategic building blocks • Apply two Supportive organization design
Learning Organizations Five Building Blocks
1- Clarity and Support for Mission and Vision 2- Shared Leadership and Involvement 3- A culture that Encourages Experimentation 4- Ability to Transfer Knowledge across Organizational Boundaries . 5- Teamwork and Cooperation .
Strategic Architecture of a Learning Organizati
onClarity and Support for Mission/vision
Teamwork &
Cooperation
Transfer of knowledge
Shared Leadership & Involvement
An Experimenting Organizational Culture
Supportive Organization
Design/Structure
Employee Competencies & Knowledge Acquisition
Supporting Foundation
1- Organizational Design : The organization structure of learning organizations has been described in the literature as organic, flat, and decentralized, with a minimum of formalized procedures in the work environment.
2- Employee Skills and Development: The literature on learning organizations frequently asserts that these organizations strongly emphasize the training and skill development of their employees.
Measurement and Intervention - Organization have to De- liberate
interventions in the organization design, and required to apply appropriate training and skill development program to reinforce employee learning.
- A Measurement process to diagnose the new organizational archetype on applying the five building blocks and the two foundations.
- Assessing and evaluating the current organization design and skill development program.
- Organization must Determine whether overall learning capability has also improved.
Challenges - Many of the early discussions about learning organizations were paeans to a better world rather than concrete prescriptions.- Effective knowledge transfer seems to be the
most problematic and difficult (Goh, 2002)- Difficulties to design assessment tools .- How we can present the competitive
advantage of the learning organization?- How we can measure the ROI?
