Summary

Learning organization
Mostly leaders think that clear vision, giving employees the right incentives and providing training is
enough for learning in organization. this assumption is wrong and its risky in the face of intensifying
competition, advances in technology and customer satisfaction.

Every organization must become a learning organization, when a company get success in developing
learning behavior/culture in organization at the end result is: skilled and developed employees,
transferring of knowledge from one employee to other employee.so these employees could help their
firms cultivate tolerance, foster open discussion, and think holistically and systemically. Such learning
organizations would be able to adapt to the unpredictable more quickly than their competitors could.

Building Blocks of the Learning Organization

Three broad factors that are essential for organizational learning and adaptability: a supportive learning
environment, concrete learning processes and practices, and leadership behavior that provides
reinforcement.

let’s look in depth at each of the building blocks of a learning organization.

Building Block 1: A supportive learning environment.

An environment that supports learning has four distinguishing characteristics.

Psychological safety

Employee feel save himself in organization, employees work in the organization without fear of negative
consequences of self-image, status or career.

Appreciation of differences.

Appreciation improves productivity. When employees know their hard work is appreciated and
recognized, they feel that their work is valued. And this motivates them to maintain and improve their
great performance. Appreciation improves workplace morale.

Openness to new ideas.

Organization should always welcome new ideas. Employees should be encouraged to take risks and
explore a new ideas.

Time for reflection.

Do not judge workers with working hours and accomplished tasks. Sometimes people are overstressed
by deadlines and scheduling pressures. Organization should rate employees by their credibility and
capability.

Building Block 2: Concrete learning processes and practices.

To become a learning organization a company should continue its efforts and remove obstacles.
Learning processes involve the generation, collection, interpretation, and dissemination of information
also include experimentation to develop and test new products and services; intelligence gathering to
keep track of competitive, customer, and technological trends; disciplined analysis and interpretation to
identify and solve problems; and education and training to develop both new and established
employees.

Building Block 3: Leadership that reinforces learning.

Leadership contribution is also very important for learning. A good leader always listen problems and
solve them. He also promote learning culture through spending time to identifying issues and
transferring of knowledge. He always welcome new ideas. He motivates employees and allow to take
risk and do new experiments.

Organizational Learning Tool

Here is a tool through which we can easily rate effectiveness of learning culture of a organization. Tool is
designed to help the answer of two questions about the organizational unit that you lead or in which
you work: “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?” People who complete the survey rate
how accurately a series of brief, descriptive sentences in each of the three building blocks of learning
describe their organization and its learning culture.