Examining a Learning Organization
In the modern business world, it essential that organizations support learning. While most organizations try to incorporate learning in their operations, Wonder Joy does this best. The following essay describes why I chose the organization, how the organization is dedicated to learning, what makes the organization successful, how it reflects the Baldrige principles, and why I would like to work in the organization.
I choose the organization because it has established a learning strategy that aims at continuous improvement and innovation. The plan promotes new training programs for the development of the organization and the self. With the policy, employees convert old ways to new approaches to work that redesign the organizational structure from the traditional hierarchal relationship to a boundary-less structure. The new structure is responsive to learning because it reshapes the organization’s culture to accommodate failures, mistakes, and risk-taking that are rewarding for a learning institution. Consequently, the strategy serves as a function of knowledge generation and information processing.
The organization is dedicated to learning in that it offers a supportive environment for learning and provides concrete learning practices. The learning environment has been designed to accommodate new ideas, appreciate differences, cater for psychological safety, and allow time for reflection. Processes of the learning practices seek to engage in experimentation to test and develop new products as well as to keeping track of trends with customers, technology and competition, and technology. The organization also provides education and training for the establishes and new employees and the leadership reinforces the learning practices by stressing on the importance of problem identification
The organization’s collaborative learning culture makes it a successful learning organization. The collaborations are realized in the teams where everyone is honored, and so, everyone plays an essential role in boosting the company’s productivity by presenting their ideas. The reason is that the management facilitates, advocates, and supports employee teams rather than directing, which empowers the employees to make decisions about work-related issues. According to research, employees can only make effective decisions when they are enabled to do so (Monica, 2019). Therefore, the collaborative employee involvement directs the organization towards shared values and principles, resulting in the success of the learning as well as the business.
Wonder Joy reflects the Baldrige principles through its mastery of systems thinking, personal knowledge, and through its shared vision. Concerning systems thinking, Wonder Joy has a notion of treating the company as a complex system made of smaller units. Therefore, employees understand that the organization is not limited to vertical or horizontal boundaries; thus, they cooperate in realizing organizational activities (Nugroho, 2018). Due to personal mastery, employees strive to link their own performance goals to the overall organizational goals. The leaders at Wonder Joy facilitate a shared vision and develop strategies that guide the management and the employees to work collectively towards that shared vision.
I want to work at Wonder Joy because I intend to work in an organization where I can benefit from career development. As new technologies emerge, Wonder Joy develops new skills in the employees to help them evolve and innovate for the future. With these skills, I can learn dynamically through a future-oriented approach that will provide me with the opportunity to be more competitive in the job market. The regular development initiatives at Wonder Joy will establish consistent re-evaluation criteria that I can use to review my existing talent and evaluate areas that require growth. Thus, I can plan on how to improve my targeted weakness.