Organizational Learning Creating - Retaining and Transferring

Question: Discuss about the Organizational Learning for Creating, Retaining and Transferring. Answer: Introduction The purpose of this report is to examine the systems thinking to a learning organization to evaluate the concept of team learning and personal mastery to become proficient in work. Learning can occur individually by certain situations in an organization or it may occur within the organization system through team work. Team work enables development of the whole organization as well as achieving individual proficiency through team work (Hitt, 2013). Therefore, the team learning concept will be evaluated by comparison of system thinking and integrating it with personal mastery. Compare systems thinking to a learning organization Learning organization is one which embraces creative thought from employees in work environment to seek solutions to work-related problems. In such learning organization, employees act as active participant in transforming work flow and systems thinking is the key to promote organizational function. A learning organization can prosper by means of effective system thinking. To achieve the purpose of learning in organization, system thinking pattern needs to be change to develop team and individual employee. A leader or work manager in a learning organization can promote systems thinking by the ability to see wider angle of any action and seeing the inter-relationship between the cause and effect of any action.They do not operate in a limited vision and provide equal opportunity of learning to all workers (Senge, 2014). System thinking is an initiative to bring change in organization by shifting the paradigm of work culture from an unconnected team to interconnected team having the common objective of achieving the goals of the learning organization. Learning organization try to adopt continuously to change and achieve this by means of shared vision and commitment to consistently improve the quality of product and services. The whole team works together in response to change in business environment and learn from the experience too. This form of systems thinking helps a learning organization to go ahead of competitors in the market and achieve success in business by brining improvement in the service in a systematic manner (Fullan, 2014). However, another important point is that a learning organization can prosper not only by system thinking, but also by factors of personal mastery, mental models, building shared visions and team learning (Senge, 2014). Personal mastery is related to the employees e ffort of striving to work to their full potential and mental model is the management of mental conflicts by means of self-reflection and changing belief structure. As systems thinking emphasizes on connectedness of the organization as a whole, shared vision is extremely essential so that a team operates wisely and learns in the process (Dieleman, 2013). System thinking provides the learning organization with the support needed to create a culture of change. Employees working in such organization are very competitive and are committed to learning. Leader in learning organization provide a reference point to team member so that they create an ever-evolving structure that is based on future vision of the company. Therefore, systems thinking in team work teaches team member to manage changes and stretch their perceived knowledge limits to realize their new potential. Efficient leaders provide this competitive work culture to team members by exchange of ideas and shared vision to initiate new practice (Goetsch Davis, 2014). Integration of personal mastery with team learning concept Team work has many important benefits for a learning organization as it increases efficiency of work, increases production, leads to fast response to problem by taking feedback of other team members and helps to build mutual support in the organization. Organizations completely rely on team to execute their business strategy and team members learn in the process by adapting to organizational strategy and operations. However a team cannot be successful unless individual member commit to learn and give their best for the company. Their personal mastery is needed to balance the concept of team learning. This is because individual efforts translate into a team effort and their skills and knowledge in work act as a source of learning for the whole team. Commitment of each individual team member leads to the success of the team and it promotes organizational learning (Argote, 2012). Personal mastery is the skill and will required by every team member to learn and strengthen personal vision according to the needs of organization. The willingness of employees to grow and develop in job and achieve special proficiency leads to a team learning environment and they try to collect new ideas with the vision for a better future for the company. The personal competency and talent in job inspires other team members to achieve the same position and such talented transfer their positive vibes and attitude to other team members. These events ultimately create a mechanism in organization by which team learning is integrated in daily practice (Mehrabi et al., 2013). Therefore, such employees with high level of motivation to accomplish personal mastery is hard to find and leaders can play a role in creating a culture that allows them to pursuit excellence in job by means of awards and incentive schemes. In such situation, all employees will commit to learn and achieve mastery in developing professional skills according to the demands of the job. People with personal mastery can overcome the gap between reality and vision and they always seek new opportunity to learn. Such individual can be beneficial for team learning to sustaining and support challenges faced in work (Frese Keith, 2015). Conclusion From the report, it can be conclude that learning organization can be developed by means of system thinking and personal mastery. Learning organization try to plan strategies so as to facilitate team work by means of shared learning to bring positive results for team, staffs as well as the individual. The alignment between system thinking and personal mastery is necessary to promote continuous learning as part of organization practice. Relevant actions in team learning initiative encourage effective collaboration between team members and empower people towards a collective vision. Reference Argote, L. (2012).Organizational learning: Creating, retaining and transferring knowledge. Springer Science Business Media. Dieleman, H. (2013). Organizational learning for resilient cities, through realizing eco-cultural innovations.Journal of Cleaner Production,50, 171-180. Frese, M., Keith, N. (2015). Action errors, error management, and learning in organizations.Annual review of psychology,66, 661-687. Fullan, M. (2014).Leading in a culture of change personal action guide and workbook. John Wiley Sons. Goetsch, D. L., Davis, S. B. (2014).Quality management for organizational excellence. pearson. Hitt, W. D. (2013). The learning organization: some reflections on organizational renewal.Employee Councelling Today. Mehrabi, J., Soltani, I., Alemzadeh, M., Jadidi, M. (2013). Explaining the Relationship between Organizational Structure and Dimensions of Learning Organizations (Case study: Education Organization in Boroojerd County and the Related Departments).International Journal of Academic Research in Business and Social Sciences,3(4), 116. Senge, P. M. (2014).The dance of change: The challenges to sustaining momentum in a learning organization. Crown Business.