People, Management and Change Done by: Xiaolian & Sheena

Question 10:
Define the Learning Organization. What are the main arguments against the
Learning Organization?

The Learning Organization;

- Is a powerful model closely linked with management of change (change of
behavior after acquiring new knowledge)
- organizations can acquire a ‘learning’ capacity
- creates openness (organization has to be open to enquiry and be tolerance to
criticism, at the same time, there must also be willingness to try new ideas and
failures should not be wholly a personal issue but a company responsibility)
- creates innovation and creativity ( modify past unsuccessful behaviors and high
level of reinvestment on R&D)
- have strategic orientation that cares for both customers and own human resources
(management should be responsive to strategic direction and in sympathy with
vision of change created by corporate group)

Learning organization is the organization acquiring a learning capacity that facilitates

new knowledge, innovation and creativity. In order to better service their customers, its
own human resources and improve the organization’s efficiency and effectiveness.

Against learning;
- bureaucratic organizations are rational and predictable (learning provides a
unpredictable/foreseeable way of doing things which the management may not
want to face)
- a way of pursuing particular agendas and is an exercise of power (For example:
the management wants to acquire more ideas/knowledge in improving the
production line or etc)
- Employees have to cope with constant changes, uncertainties, break out from
routine as to improvise new knowledge of doing things
- Individuals of the organization are subjected to self responsibility of the learning
process

Examples:
A particular company/organization have implement a new system and wish to seek
more voices or options in regards to the add flaws of the new system. The
management is over flooded with comments and critics of the new system which they
need to process and address. The employees take this opportunity to comment on the
change of using another system to doing things and needs to attend training seminars
which will disrupt their work quality. The management may not address most of the
flaws of the system unless it will disrupt the quantity of work produced.