Implementing The Learning Organization Essay Example | Topics and Well Written Essays - 2000 words

Implementing The Learning Organization - Essay ExampleOne of the key components of a Learning Organization is a commitment to lifelong learnedness (Stinson, Pearson, & Lucas, 2006, p. 309). The rapid pace of change in technology, medicine, and education demands that a successful organization places a value on culture and makes adequate time for it to take place. Placing learning at the forefront of an organizations priorities characterizes it as a Learning Organization. At Booz Allen, a strategy consulting firm, they have a computer programme called Discover Booz Allen. Senior executives have informal chats with junior colleagues on management techniques and insights into career success throughout a yearlong immersion process (Holistic approach path to learning, 2006, p. 28). According to Stinson et al. (2006) to facilitate this type of learning, ... learning time must be protected (p. 311). This commitment to learning creates an atmosphere for the successful Learning Organizatio n to process the key disciplines that are at the heart of the philosophy.The Learning Organization revolves around the principles of not just what we learn, but how we learn. To motivate people to learn in this hot environment, the needs of the organization need to be kept central to the process. A common shared imaging among all members is the ability to envision a joint goal which provides the framework, force, and energy for all learning to take place (Kezar, 2005, p.12). This vision is not a strategic plan or management mission statement. It is a vision that is created by the mutual understanding of all the members of the group, and contributes to the picture of the future of the organization (Giesecke & McNeil, 2004, p. 58). In this way each individual member of the group testament be able to incorporate the vision into their daily activities.When there is a common view of the future and a mutual understanding of the purpose of the organization, learning can begin to take place. Though learning takes place at the individual level, it is team learning that is most effective. According to Senge (1990), Team learning is vital because teams, not individuals, are the funda cordial learning unit in modern organizations. . . unless teams can learn, the organization cannot learn (as cited in Stinson et al., 2006, p. 311). In the team environment, individuals must put by assumptions and previously held notions and be open to new ideas as more creativity can come from a team than can be generated by the individuals (Giesecke & McNeil, 2004, p. 58). at heart the structure of the team, each member must be open to self-examination and begin the process of critically evaluating what they believe to be true. Through the discipline of mental models, the individual turns inward and begins as Stinson et al. (2006) states, learning to unearth our internal pictures of the world, to bring them to the surface and hold them up rigorously to scrutiny (p. 310). This is an ongoing process that that is a part of lifelong learning. It is the understanding of our own vision and views, yet takes into account that others may have alternative views that are valid, valuable, and can contribute to the shared vision (Kezar, 2005, p. 19). Only when the limitations and barriers to learning are broken can true