Organization Behavior
Name
Institutional Affiliation
Learning and Development in Modern Organization
Learning in an organization is a process that entails an organization aiming at improving itself overtime. It does this through gaining experiences from various process and the experience is used to create knowledge. The learning entails creation of knowledge, retaining the knowledge and ensuring that the knowledge is transferred. As an organization embraces learning it also embraces development which is done through embracing new technologies in an organization. The learning and development of an organization aids an organization grow and have a competitive advantage in a given field. The paper will discuss on the role of learning in various organizations, the approaches in implementing learning and the effects of implementing new technologies in an organization.
Role of learning in an organization’s life
Learning plays the role of ensuring that there is an increase in knowledge among the employees of an organization. Through learning the employees get to increase their knowhow on how to deal with various problems that may arise in an organization (McShane, 2018). Learning ensures that with experience that an organization goes through there is an increase in knowledge. The second role is to ensure that there is an increase in competency among the employees. The learning process entails gaining various, knowledge, retaining the knowledge and transferring this knowledge to other employees in an organization. Through the passage of knowledge among the employees in an organization competency in increased. Employees get to perform various functions in an organization using a uniform manner hence competency in performance of various duties.
The third role of learning is to improve performance of employees in different department. Learning leads to employees working in a competent manner since they are aware of what is required of them. With efficiency in performance by the employee, the performance of an organization relatively becomes better (Walumbwa,2017). The other role of learning is to ensure changes in an organization are deal with in a proper manner. There is always an unavoidable change that occur in every organization especially in term of technology. Most of the employees always tend to resist changes because they are unaware of what the changes may bring about. However, learning in organization helps the employees easily accept change and deal with various changes in an appropriate manner. The other role is to ensure that various principles and values of an organization are not lost. Through learning various key values and principles of the organization are passed down and implemented in various department. Those in leadership pass down the vison and cultures of the organization to those that come after them and this ensures that there is competency in the organization since the common values and missions are passed down.
Effects of New technology
Technology continues to evolve with time and therefore organization are forced to embrace the changes so as to gain a completive advantage. New technology comes with both positive and negative effects to an organization (McShane,2018). The positive effect of that it helps in the increase in production of an organization. New technology helps increase efficiency in an organization since they bring about better ways of production. The other effect of new technology is on the managerial function. With anew technology the mangers need to have better control over what is done on the organization and therefore it enhances decision making. The other positive impact is that it helps create
better working environment for employees since a new technology help solve the existing problems in an organization. When a new technology is developed it is made with ability to solve the existing problems in an organization. The other positive impact is that is enhances business strategies of an organization. organization are able to promote and employee the right employees since the strategies are enhanced. There are better means of promoting the organization products and this leads to an increase in its performance. Lastly it also leads to accuracy in since the chances of making human errors are minimized. New technology has leads to everything getting computerized and therefore most of the activities of the organization are automated. The result is accuracy in all activities done in the organization hence efficiency in production.
The negative effects of new technology are that it leads to termination of most employees. New technology leads to easier and better production hence it performs role performed by a large number of employees.
The effects of this is that a good number of employees are laid off when a new technology is introduced since most of their role are done using the new technology. The other effect is that it may lead to employee’s resistance hence poor production (Jyoti,2015). Most employees in an organization do not always embrace new changes in an organization. Therefore, when a new technology is introduced most of them tend to resist. The other negative effect is that it may lead to decrease in production in an organization. With a new technology, new ways of production are introduced and therefore before the employees adapt to the new method, production decreases. Lastly, new technology also affects the financial status of an organization since a cost is incurred in training of employees. When a new technology is introduced in an organization it is suppose to decrease the cost incurred in production through efficiency in this process. However, this cannot be attained without training the employees on how to use the new technology and training then to embrace the change. Therefore, a cost is incurred in making sure the employees accept the new technology and they use It increase efficiency.
Approaches in implementing learning
Implementing learning can be done using various approaches to ensure that the desired results are attained. The fist is the managerial training approach which entails training of managers so as to acquire uniformity. Implementing learning using this approach entails minimizing the difference of how the employees perform various activities in an organization (Jyoti,2015). The employees are taught how to perform various function in a similar manner to avoid the loss caused by doing things differently. Implementing learning using this approach help all employees work in the same manner and this increases efficiency. The second approach is the management development which entails encouraging the mangers in an organization to embrace their differences. The learning approach attempt to level out the individual difference in an organization. The major impact of implementing learning using this approach is that it leads to better performance of the employees in the organization and this is reflected in the overall performance of the company. The other is the organizational development which entails implementing learning by focusing on an individual growth. The approach ensures that each system in the organization has improved in performance hence the overall organization of the company increases.
Implementation of the learning can also be done as team learning. The member of a team is encouraging to think together and come up with a common value. This kind of implementation leads to team work in the organization and therefore as the what is learn become something share among various employees (Louis,2017). the other is personal mastery where each employee is encouraged to be at a constant state of learning. An employee is encouraged to always strive to learn about an organization culture, implement them and pass them down to another employee. Lastly is the system thinking which entails treating the organization as one huge complex system that is made up of several smaller but very complex systems. The approach allows learning to be implemented in every system in an organization and this leads to better performance of an organization. When all the small systems of an organization as functioning as required the performance of the organization also increases.
Role of leadership in promoting learning within an organization
Those at the leadership position in an organization play a significant role in ensuring that the learning in an organization is a success. One of the major roles is to be leaders as a teacher which entails encouraging consistency (Walumbwa,2017). The leaders have to ensure that the learning goes on consistently and that it is not something that is done once. When the leaders ensure that there is a consistency in learning it becomes a culture for the organization and this results into better performance. The other role is to
of promoting learning making it a mandatory process in the company. When an activity is not made formal in an organization I they employees will not take it with the seriousness it requires. The leader can therefore promote learning by making it a mandatory process in an organization.
The other role is encouraging the employees to learn. It can be achieved by motivating them using promotion of individual who implement the learn skills (Baldwin,2016). The leaders can also encourage learning by practicing the learn concept and passing them down to ensure the culture of learning growing in an organization. The other role is to holding accountable employees after learning. People tend to implement what they have learnt when they have to account for an action. The leaders have a role of holding accountable those that do not implement the learning they receive (Luthans). It ensures that all the employees implement the knowledge they learn at different levels and this leads to better organization performance. Leader also promote learning by hiring the correct candidates to hold various positions in an organization. Learning in an organization is only effective if the right people are employed. Therefore, if individual who are ready to learn get selected to work in an organization the learning process becomes easy and effective. On the other hand, if the wrong people are hired, they do not implement what is learnt and therefore no change occurs. Hence, those in leadership promote learning through hiring the correct people to work in an organization.
The other is becoming a leader as a designer which entails creation of a vison of an organization that has shared values. The share values and mission encourage to learn and implement what they learn to bring changes in an organization. A leader also promotes learning as a designer by creating effective learning process to be followed by employees. It is not enough to have a vison of encouraging learning in an organization if the process is not effective. It is therefore necessary for leaders to ensure that the learning process are effective at all level of employment as a means of promoting learning. Lastly is the leaders becoming a steward. Learning process only becomes effective if the leaders are practicing it. Employees tend to follow what the leader does and therefore if a leader does not seem as part of the learning other employees become demotivated. Therefore, the leaders promote learning by acting as steward.
Conclusion
Learning in an organization entails acquiring of knowledge, retaining the knowledge and ensuring that the knowledge is transferred. Learning is therefore a process that is ongoing and with each level in the organization various type of learning an embrace (Baldwin,2016). Learning plays a very important role in the life of an organization. Through learning the employees get to increase their knowhow on how to deal with various problems that may arise in an organization. The other role of learning is to ensure changes in an organization are deal with in a proper manner. New technology in an organization is a change that is inevitable and it both positive and negative effects. the positive effect is that it helps increases accuracy during production while the negative effect is poor production since employees are not able to use the new technology. Leadership also play a very important role promoting learning in an organization by acting as stewards and teachers’ leaders. Therefore, learning is very important in an organization since it not only promotes employee development but also the general performance of an organization. Learning ensures that the knowledge acquired is retained and transfer so that the values and vision of an organization get promoted.
References
McShane, S., Olekalns, M., Newman, A., & Martin, A. (2018). Organisational behaviour.
Baldwin, M. (2016). Social work, critical reflection and the learning organization. Routledge.
Luthans, O. B. B. F. M. COM. SECOND SEMESTER HC 2.3 ORGANISATION BEHAVIOUR, STRUCTURE, PROCESS & DESIGN. SEMESTER I, 14.
Jyoti, J., & Dev, M. (2015). The impact of transformational leadership on employee creativity: the role of learning orientation. Journal of Asia Business Studies.
Walumbwa, F. O., Hartnell, C. A., & Misati, E. (2017). Does ethical leadership enhance group learning behavior? Examining the mediating influence of group ethical conduct, justice climate, and peer justice. Journal of Business Research, 72, 14-23.
Louis, K. S., & Murphy, J. (2017). Trust, caring and organizational learning: The leader’s role. Journal of educational administration.