Strategic and Practical Problems Involved in Setting up a Learning Firm.

 Strategic and Practical Issues Involved in Building a Learning Organization. Essay

Current businesses encounter many challenges: tough global competition, speedy technology modify and improved pressure coming from consumers are just a few to name. Capacity to adapt quickly to this quickly changing environment became essential for the survival in the company, as a result knowledge and continuous learning is growing in importance. Expertise is seen as an ultimate competitive advantage for the current organization. Yet , Dr . Yogesh Malhotra (2003), the beginning Chairman and Chief Expertise Architect from the BRINT Company, LLC, says that " knowledge may be the ultimate competitive advantage only when understood from an action-oriented perspective. Only translating information into useful value propositions can insure competitive advantage”. One way of putting an emphasis on learning and turning knowledge into action is through the development of a learning firm (Gardiner ainsi que al., 2001, cited in Stafylarakis, Eldridge, 2008). In this paper I would like to shortly look at the concept of a learning corporation and go over the major issues involved in the development of a learning organization within a medium sized building.

Learning organization

The idea of the learning organization has been made popular by Peter Senge fantastic book " The 5th Discipline” (1990) (Smith, 2001). According him, the learning organization " is usually continually broadening its capacity to create future through learning” (Senge, 1990, cited in Stafylarakis, Eldridge, 2008: 10). Different writers (ex. Pedler et al. 1989, Watkins and Marsick 1992, mentioned in Stafylarakis, Eldridge, 08 ) created different definitions of the learning organization, although most of them acknowledge the idea of constant transformation. The idea of the learning organization even though appealing many benefits for the companies: elevated individuals learning abilities, cooperative environment and thus improved environmental adaptation and organizational efficiency (Driver, 2002: 38), was blamed internet marketing too subjective and not offering any construction for action.

Background information regarding the organization

The corporation was established in 1993 and during the 15 years of the existence became one of the major highway and link construction firms in the European region from the country. That employs around 240 workers: 31 bureaucratic staff, 55 technical workers and the remaining workforce does the physical work. It has your five major departments: construction, THAT, technical, financing and employees and strategies. The company is available in the periphery meaning the labour marketplace is limited to the two employees and employers. During those 15 years the best management did not change whatsoever and the gross annual turnover among the list of rest of the managerial staff remained rather low (7%). It is a conservative business with a classic hierarchical composition, control focused approach to management, with a top management functioning there pertaining to 15 years. The general director is an important figure. He would like employees to become more independent in decision making and turn better in working as a team, but at the same time likes to carry much control and influence various kinds of decisions. In gatherings he desires teamwork, nonetheless it ends up using a long speech of the basic manager or another department brain is asked to get ready a conversation. No conversations or thought changing appears. The top supervision says they wish to hear opinions of the staff on what changes could possibly be implemented, nevertheless the communication with employees shows up through crew briefing while using top offering information for the level listed below them. The main information or perhaps events are put on the board, but no available discussion occurs. The company is usually slow in decision making as all decisions must be approved by the general manager. Also In my opinion some of their departments need critical changes. For 3 years whenever using this company I actually still listen to the complaint that despite the fact they have the most up-to-date technique and work...

Bibliography: Driver, Michaela (2002). ‘The learning corporation: Foucauldian gloom or Utopian sunshine'. Man Relations 55 (1): 33- 53.

Garvin, David A. (1993). ‘Building a Learning Organization'. Harvard Business Review 51 (4): 78- 91.

Garvin, David A., Amy Edmondson, Francesca Gino (2008)

Malhotra, Yogesh (2003). Is usually Knowledge the greatest Competitive Benefits? At http://www.kmnetwork.com/BMA.html accessed This summer 12.

Marsick, Vikctoria J, Karen E

Cruz, K. Mark (2001). The Learning Organization. In http://www.infed.org/biblio/learning-organization.htm accessed 15 Come july 1st.

Stafylarakis, Maria, Derek Eldridge (2008)

Walton, David (1999). Ideal Human Resource Creation. Harlow: Prentice Hall.

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