The Learning Organization in Obtaining Parts for Military Vehicles - Assignment Example

My Organization As A Learning Organization In Obtaining Parts For Military Vehicles Introduction An ideal learning organization is the one that offer effective safety and it should be ready to accept changes and communicate effectively. Learning organization refers to the steps and elements organization needs to follow in order to become a learning organization; thus surviving effectively in the ever-changing environment. The idea of learning organization is based on the organization-learning model and this concept has become significantly attractive in the current organizations. Wallace (92) suggests that all organizations should learn because without learning, organization will not survive especially in the current globalization era; an organization with a strong learning culture achieves effective business performance. Organization leaders may think that by getting their organization to learn is just a matter of articulating a clear mission or vision, offering right incentives or training employees, however, there is a lot that should be done in the face of intensifying global competitive environment where there is increased technology advancement and shift in consumption preferences. A successful learning organization should offer psychological safety to employees, encourage teamwork or team learning, manage culture, communicate effective and have a shared vision. Question 1: Characteristics of the Ideal Learning Organization One of the characteristics for the ideal learning organization is existence of a shared vision, which everyone should agree on. An ideal learning organization should have an effective shared vision, which guides them, but this should be agreed by everyone in the organization; this is vital because it will enable the organization to work together towards achieving the vision of the organization effectively. Secondly, people should openly communicate with others effectively without fear of criticism, as effective communication is the key aspect towards the success of an organization; therefore, communication should be openly and information should be conveyed well across the organization, as this will contribute to successful organizational performance. Thirdly, it is an organization where people discard their way of thinking and the standard routines they employ for performing their tasks or solving problems. In other words, an ideal organization is the one, which is ready or able to change its behaviors, and mid-sets as result of experience (Marquardt 45). Lastly, an ideal organizational learning is where there is teamwork or team learning. This is where people work and share information together through learning as a team in order to accomplish the organizational goals effectively. Teamwork is crucial in any organization because it contributes to effective decision-making and accomplishment of work faster; thus contributing to effective organizational performance. Question 2: The Observable Behaviors for Each Characteristic One of the observable behaviors for shared vision is that the organization engages everyone in creating a shared vision, which directs the organization towards achieving their stated goals. For instance, the sense of purpose begins with recruiting employees with effective skills and matches their values with the organizational values. For instance, some rules in the organization are implemented by shared behaviors, values and beliefs. Culture form the basis through which an employee operates within the organization context, and secondly, there is open communication and everything across the organization is well communicated effectively. Thirdly, people are always ready to change their behaviors through constant learning. Moreover, there are significant changes because the organization has transformed and become an innovative working environment; thus improving in terms of performance. Lastly, there is effective teamwork because the work is accomplished within the stipulated period and people always learn together as a team. Question 3: Behaviors Results The results of these behaviors are that employees are able to grow faster and the problem solving capacity in an organization is solved faster through teamwork and team learning. There is improved and better access of organizational knowledge due to open communication and this is crucial in conflict minimization; hence contributing to better organizational performance. The organization is also able to achieve their stated objectives effectively because of the shared vision, and everyone strives to achieve organization vision effectively. Lastly, these characteristic of a learning organization enables the organization to remain competitive in the global competitive business environment. Question 4: Barriers for Achieving Organizational Characteristics One of the major barriers for achieving organizational characteristics is paralyzed paradigms. The society lives in the age of globalization where civilization is linked to information technology, and this cannot be compared with the previous periods. Therefore, modern technology face varied challenges such as intensive competition, shortening of production line, speed-up of technology change and many factors (Sanchez and Aimee 87). This factors impacts the role of managers and the function of the organization; thus creating barriers to the achievement of a learning organization. Secondly, lack of motivation is also another barrier to effective achievement of organization characteristics. Shang (331) asserts that motivation of employees through rewards is crucial; for instance, an employee who is motivated is able to work hard in order to increase productivity as opposed to an employee who is not motivated. Question 5: Ways of Determining In Case the Organization Is Making Progress towards Becoming a Learning Organization One way to determine in case the organization is a making progress towards becoming a learning organization is through measuring successful or its performance level. This is because a successful company has to be a learning organization (Marquardt 91). Secondly, it can be able to determine the progress in case the shared values and vision or plans are being deployed; this is also in case they are well understood or communicated effectively, as well as, supported by all employees. Lastly, it can also be determined in case team learning is promoted at all levels, also individuals influence each other, and their ideas co-evolve, and that is vital because it will contribute to organizational change; thus contributing to successful organizational performance. Question 6: Characteristics That Are Compelling to me and the Organization These four major identified characteristics are among the significant compelling to me and the organization include the existence of a shared vision, effective communications, teamwork or team learning and change of behaviors; thus contributing to successful organizational performance. Question 7: Ways of achieving the organizational Characteristics To achieve the above identified characteristics, it is vital to change the organization learning behaviors to make it continual learner. Therefore, managers can establish effective strategy that will guide them towards efficient organizational performance. Management requires making explicit commitments to alter transformation and continuous advancements. This is crucial because it will enable them to achieve the desirable characteristics of the organization. Secondly, redesigning the structure of the organization is also significant in achieving the organizational characteristics. Garvin, Edmondson and Gino (108) argue that formal organizational structure can be a barrier to learning. Therefore, it is crucial for the organization to flatten their structure, eliminate or combine departments, as well as, increase the use of cross functional teams. The organization can also move from centralization to decentralization because decentralization is crucial because employees at the middle or lower level are given authority to make significant decisions as opposed to centralization, where power in decision making is left to the top organizational leaders. Lastly, encourage self-organization and this is crucial because it can help the teams to come together in order to explore new ideas without being directed by their leaders. Question 8: Major Barriers One of the major barriers is the organizational culture and this is one of the barriers that impact many organizations. This contributes to poor organizational performance because it hinders the organization from achieving higher productivity level. Cultural barriers always occur in most cases when an organization hires employees who do not share the same set of values, commitment and organizational goals. Secondly, weak knowledge management is another major barrier and challenge to the organization. In the contemporary working conditions, knowledge management has presented significant challenges to organizational performance. Weak management of knowledge is a barrier that presents significant challenges to effective organizational learning characteristics. The knowledge management has become one of the most threats to many organizations; thus a need to take into considerations this aspect effectively. Question 9: Strategies for Overcoming Barriers It is crucial to reshape the culture of the organization. Culture is one of the significant aspects in the organization, but it may severely impact the organization performance in case it is not taken into considerations well (Chawla and Renesch 34). Effective learning institutions are branded by peril taking in development. The administrators are supposed to present a conducive environment for all the parties involved in order to improve their productivity, and consequently the organizations returns. Moreover, managers can develop effective strategies for solving knowledge management issues through developing effective decision making approaches, developing cooperative management and transformation of work systems. This can be possible through changing behaviors, managerial and cultural aspects; thus enabling managers to utilize management of knowledge more effectively. Conclusion In conclusion, a successful learning organization should offer psychological safety to employees, encourage teamwork or team learning, manage culture, communicate effectively and have a shared vision. The characteristics for the ideal learning organization identified included the existence of a shared vision, open communication, effective teamwork poor team learning and organization, which able to change its behaviors. The observable behaviors were identified and the results of these behaviors included successful organization performance and able to remain competitive in the global competitive business environment. The ways of determining in case the organization is a making progress is through measuring its success and increased productivity. Establishing effective strategy and redesigning the structure of the organization are the major aspects of achieving the organizational characteristics. Organizational culture and weak knowledge management were identified as the major barriers. Thus, reshaping the culture of the organization and managing knowledge are crucial towards creating effective organizational performance level. Works Cited Chawla, Sarita, and Renesch, John. Learning Organizations: Developing Cultures for Tomorrow's Workplace. Portland, Or: Productivity Press, 2006. Print. Garvin, David, Edmondson, Amy and Gino, Francesca. "Is Yours a Learning Organization?" HarvardBusiness Review. 86.3 (2008): 109-116. Print. Marquardt, Michael. Building the Learning Organization: Achieving Strategic Advantage Through a Commitment to Learning. Boston, MA: Nicholas Brealey Pub, 2011. Print. Sanchez, Ron, and Aimee, Heene. Strategic Learning and Knowledge Management. Chichester, West Sussex, England: Wiley, 2005. Print. Shang, Kuo-Chung. "Integration and Organisational Learning Capabilities in Third-Party Logistics Providers."The Service Industries Journal.29.3 (2009): 331-343. Print. Wallace, Patricia M. The Internet in the Workplace: How New Technology Is Transforming Work. Cambridge: Cambridge University Press, 2004. Print. Read More