Essay On Knowledge Management And Organizational Learning

For most companies, identifying what a learning organization should be and actually becoming one is tricky at best, impossible at worst. One way that manager's and companies can promote the concept of being a learning organization is to assess whether the company is in need of a short-term fix or whether it is more focused on long-term results. Organizational learning is a long-term activity that will build competitive advantage over time and requires sustained management attention, commitment, and effort. Learning organizations maximize their competitive positions during strong economic times and they prudently train their employees and prepare for change even in turbulent times. As a result, learning organizations and learning

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.

Organizational learning is important to leadership. In the field of organizational studies organizational learning receives a lot of attention although much is not known in how to measure it which is the reason why there is not much research in this area.

Learning can be defined as the acquisition of adequate knowledge and proficiency by studying or gaining experience or to become acquainted with something by observing it or by collecting information about it through different resources. The word organization is, however, derived from the word ‘organism’, where distinctive functions depend on each other. Whilst, an organization that is going through the process of learning and development reinforces and encourages its employees to learn new skills and expertise from the tasks they perform on a regular basis. Such organizations provide

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.

There are numerous types of significant learning opportunities which would be likely to have a positive impact on the VA.  This paper will focus on surgical robotic education and streamlining order sets to improve surgical patient outcome and hospital ratings.  Sultan and Hussain (2012) showed learning in a collaborative environment promotes development of social skills, by interacting with others, individuals are able to grasp an understanding of others concepts and views.  Working and learning together can only greatly improve the collective knowledge of our institution, ultimately improving our service to our Veterans.

The level of organisational learning required by an organisation will be dependent on its own distinctive characteristics and considering the type of organisation and its operating environment, it may not always be beneficial for an organisation to be a learning organisation (Hartel et al. 2006: 292).

An organization’s capability to learn and convey that learning into action quickly, is the supreme competitive advantage. The learning organization is the structure that eases the realization of such competitive advantage, it empowers employees, it deepens and enhances the customer experience and cooperation with main business partners and eventually improves business performance. Organizational learning is considered as the suitable process to develop knowledge resources and capabilities/core competencies (human capital, social capital and organizational capital) that engender ongoing values; which in turn yield persistence superior performance; which lead to sustainable competitive advantage within the context of the strategic management.

As organizational learning takes a clear presence in today’s workplaces; I am analyzing various case studies to better understand the intentions and impact of such organizational changes. Who benefits from organizational learning? What impact does it have on the economy? Studies suggest the outcome of organizational learning is not guaranteed to result in a win-win situation for all parties and the outcomes differ from one organization to the next. Furthermore education is still designed to instill compliance. There is a danger society will continue to further segment into a class society if top CEO’s continue to heavily benefit from organizational initiatives. Such outcomes suggest organizational learning is not built on firm foundations.

The only long term sustained competitive advantage for an organisation came from the ability of its people to learn faster than those in other organisations and to change the nature of the organisation to match the changes in the environment. For an organisation to be considered to be learning, it must contain certain characteristics and operate in certain environment to do so. How the organisation learns will depend on the interaction between individuals within the organisation and the interaction between the organisation and its external

Organizational learning is no doubt an important concern to organizational researchers and practitioners. However, few theories or models of organizational learning have widespread acceptance, even the basic concept of what organizational learning is (Fiol & Lyles, 1985; Huber, 1991, Kim, 1993).

Purpose – Through investigating the relationship among human resource management (HRM), organizational learning (OL), organizational innovation (OI), knowledge management capability (KMC), and organizational performance (OP), the aim of this paper was to find a way of improving organizational performance through learning and knowledge. Design/methodology/approach – A survey questionnaire was utilized to collect data. The population of this study included 659

In traditional perceptions of the role of knowledge in business organizations, tacit knowledge is often viewed as the real key to getting things done and creating new value. There are two forms of knowledge that can be found in any organization:

Organisational learning can be seen as the goal of knowledge management and may be obtained by good knowledge management strategies and processes. By motivating the creation, dissemination and application of knowledge, KM initiatives pay off by helping the organization embed knowledge into organisational processes so that it can continuously improve its practices and behaviours and pursue the achievement of its goals.

Knowledge organizations obtain competitive advantage from continuous learning, both individual and collective. In organizations with a well established knowledge management system, learning by the people within an organization becomes learning by the organization itself. The changes in people 's attitudes are reflected in changes in the formal and informal rules that govern the organization 's behavior.