Summarize vision that has been agreed together and

Summarize the purpose of
the article?

Government of Malaysia’s main reason for
restructuring the higher education is to become a center of education
excellence and competitive international education hub of South East Asia. And
they are aiming to achieve academic excellence through performance, innovation,
raising overall academic standards and quality of education. And to achieve this
learning organization culture helps to share the right information with the
right person at right time and location. And with the help of learning organization,
a firm can achieve competitive advantage in a chaotic and frequently changing
environment. We can see that in terms of education and academics, learning is
the main core part of the system, yet it is important for Malaysian government
to include this for their Vision and acquiring education excellence.

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Learning Organization

According to author a learning organization
is a type of an organization which develops its capabilities on a continuous basis
for long term benefits. The concept was coined
through the work and research of Peter
Senge, 1990. There are seven dimensions of learning organization.

·        
Continuous Learning: represents
an attempt by the organization to generate leaning opportunities for all
employees.

·        
Inquiry & Dialogue: inquiry
and dialogue refer to an organization’s effort in building a platform that
supports dialogues, reaction and experimentation among its members.

·        
Team Learning: It refers
to the collaboration of the team in using resources effectively as a team.

·        
Empowerment: It is
the organization’s practice to produce and share vision that has been agreed
together and get response from its members to further improve the
implementation of the new vision.

·        
System Connection: It brings
the organization to establish comprehensive way to look at things and translate
it into actions to be linked to the environment.

·        
Strategic Leadership: It involve
with leaders who thick strategically in bringing the organization to new
directions.

Learning Organization Culture and Organizational performance

It is hypothesized that Learning
organization culture is positively related to organizational performance and
financial performance.  A
study found only two dimensions of learning organization culture lead to higher
performance i.e. inquiry and dialogue, and systems connection. Yet Continuous
learning had greater impact on individual performance rather than
organizational performance.

Learning Organization Culture and Organizational
Innovativeness

It is hypothesized that Learning
organization culture is positively related to organizational innovativeness. Studies
performed in Malaysia proves this, i.e. learning organization culture and
innovativeness were found to be significance among the small medium
enterprises’ employees in Malaysia Other study found that organizational
learning capability impact firm innovation in Iranian ceramic tile industry. Methodologies like quantitative method and descriptive
types of analysis, correlation analysis was used to find the organizational
performance and innovativeness. And this overall helped increased the education
system in Malaysia.

From a theoretical and practical perspective,
this study shows us the importance of learning organization culture and its relationship
with organizational performance and innovativeness with detailed practical
examples.

Give the authors’ definition of learning
organizations. Critique this definition using scholarly support for every claim
you make.

Definition: As per the author’s definition Learning
organization is a type of an organization that develops its capabilities on a
continuous basis for long term benefits. And I agree to what author is saying because
it shows us the importance of learning organization culture and the benefits an
organization gains from it. Some of the advantages of learning organization
culture are efficiency gains, increased productivity and profit, ability for
individuals and teams to embrace and adapt to new changes, innovation, culture
of knowledge enquiry.

And for an effective learning organization
culture we need to develop training plans, give importance to learning, get
complete feedback, develop information and knowledge process. In this way for
any organization they can achieve performance and competitive innovation through
learning culture.

 

What is your understanding of
learning-organizational-culture, and how does it affect performance?

Learning organizational culture shows a clear
vision, giving training to employees, and efficient production and profitability.
In todays changing environments like technology advancement, competition,
shifts in the customer preferences, organizations need to emphasize more
learning organization culture to tackle these boulders. It helps an
organization to think in a comprehensive and systematically, and this in turn gives
a competitive advantage.

And learning organizational culture helps us
to find some questions like “To what extent is your unit functioning as a learning
organization?” and “What are the relationships among the
factors that affect learning in your unit?”. And in any organization
learning culture provides a good percentage of taking the business to new
ventures.

When it comes to organizational
performance, as it’s the collaboration of different units of the organization,
it has a positive impact on performance criteria and they are positively related
to each other. i.e. learning organizational culture and organizational performance.

 

Find an organization with a
learning-organizational-culture, and discuss how the culture has affected
performance.

Shaw
Industries Selected as a Top Global Learning Organization

Since 2010-2016 Shaw Industries Group, Inc. (Shaw), a leading
floorcovering provider, ranked 11th on ELearning! Magazine’s 2016 Learning! 100.for high performance,
organizational culture, innovation and collaboration.

Training: 1million hours of training and 50 hours for
each associate to help the associate to reach their full potential in both
professional and personal criteria.

Inquiry and Dialogue: Shaw followed
content and delivery methods to meet the requirements of present and future
workforce and thereby developing innovation.

Continuous learning: Shaw industries given a vital
importance to learning of both the customers and the internal business organizational
learning culture.

Strategic Leadership: “Shaw’s associates are at the heart of
the company’s success and our ability to create great products and provide
superb service,” notes Danny Crutchfield, Shaw’s director of
corporate training and organizational development.

And all this training,
development, innovation helped them achieve efficient financial revenue, sales
culture, onboarding and sales enablement strategies, annual turnover
percentages.

Shaw industries recognized that
their retailer’s success linked to them and they designed a model to help the
retailers reach their goals.

Do you think that future organizations must
be learning organizations to survive the competitions of the future? Support
your claims with scholarly evidence.

Basically,
learning organizations learn constantly from their own experience and work and of
their customers and others to increase the performance of the organization. And
learning organization gives an edge over the competitors and be ahead of them
due to the knowledge base they acquired.

Some of the companies like Dell, Cisco,
Intel, Disney etc. though they belong different market areas they are the most
reputed companies in today’s world is due to learning organizational culture they
developed for themselves.

Some examples of organizations which did not
follow or stopped in between the process of organizational learning have found
themselves diminishing.  And they are
Amtrak, Greyhound, Compaq, Kmart.  Reasons for stopping learning might be leader
in the market for their products, have high profits, having zero competitors,
no competitive products. This makes a company drastically fall. A perfect
example for it is Nokia. Nokia were a top brand in mobile phone appliances, yet
they failed to adapt to the innovation from its competitors and had finally got
down in the market.

By
these examples, I feel learning organizational culture is important for the organizational
performance and the continuous learning and training from our own work and
reviews from the customers and other companies, this continuous learning helps
an organization to be ahead in planning and innovation. For example, reviews
from customer helps to know what they are expecting and what changes are
required for the product an organization is delivering and this in turn opens
way to innovation and keeps organization ahead of the future competitions. i.e.
thinking ahead of our competitors.

 

References

Peter
M. Senge, The Fifth
Discipline (New York: Doubleday, 1990), p. 1.

https://hbr.org/2008/03/is-yours-a-learning-organization

https://www.forbes.com/sites/joshbersin/2013/03/20/how-corporate-learning-drives-competitive-advantage/#3bb2c3a17add

Creating a Learning Culture for the Improvement of your Organization

http://media.shawfloors.com/shaw-industries-selected-as-a-top-global-learning-organization/

https://shawinc.com/Newsroom/Press-Releases/Shaw-Industries-Named-to-Training-Magazine%E2%80%99s-Top-1

https://en.wikipedia.org/wiki/Learning_organization

http://www.clomedia.com/2017/02/22/37471/

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