Analysis of Is Yours a Learning Organization by David Garvin, Amy Edmondson, and Gino - Article Example

1 A critical analysis of the article en d “Is Yours a Learning Organization?” by David Garvin, Amy Edmondson, and Francesca Gino shows that learning in an organization is very important in as far as its sustainability and viability are concerned. It can be noted that during the contemporary period, organizations operate in dynamic environments that are characterised by constant changes and other forces such as competition from other rival competitors. In order to keep pace with these changes and forces, learning in an organization is crucial. The concept of learning in an organization is not new since it was popularised by Peter Senge’s Fifth Discipline during the 1990s. Since then the concept has gained significant popularity in the operations of different organizations. Research has shown that there is no organization that can survive in the long run without learning. A learning organization is conceptualised as a place where the employees create, acquire as well as transfer knowledge in their operations (Garvin, Edmondson, and Gino, 110). Basically, a generally accepted definition of learning is “any relatively permanent change in the behaviour of a person that occurs as a result of experience (Robbins, 110). In an organization, employees can exchange ideas that in turn lead to the creation of knowledge that permanently changes their behaviour. This change in behaviour as a result of new knowledge created helps the employees in the organization to keep pace with the changes they may encounter as well as to deal with challenges they may also face in their operations. In order for learning to take place, three factors known as learning blocks should exist and they include the following: (1) a supportive learning environment comprised of factors such as psychological safety, openness as well as appreciation of differences. (2) concrete learning processes and practices comprised of measures that are designed to foster learning, and (3) leadership which mainly reinforces the process of learning. The behavior of leaders influences the learning process of their subordinates. The second article by Kolb Alice Y. & Kolb David A. titled “Learning Styles and Learning Spaces: Enhancing Experiential Learning in Higher Education” focuses on how experiential learning can be enhanced in higher education. The experiential learning theory manly draws from the work of 20th century scholars such as Dewey, Lewin as well as Pieaget among others. These scholars give experience in the learning process of humans. In other words, learning is concerned with reconstructing experience. In this article, the Experimental Learning Theory (ELT) describes learning as the “process whereby knowledge is created through transformation of experience” (Kolb & Kolb, 194). Learning is a process that is also impacted by mainly two factors namely learning styles and learning spaces. Style is about the way or method used by an individual to acquire knowledge while space is mainly concerned about the environment in which the learning process takes place. According to this article, experiential learning is ideal and effective in higher education and it can be achieved through improving the learning styles and spaces of the learners. 2.2 The theory of integration is applicable to my department in the organization where learning is promoted. According to Senge’s Fifth Discipline, Living systems have integrity and their character depends on the whole (66). Integration is concerned with combining different forces with the aim of building one major goal or objective (Robbins, 410). For instance, the three learning blocks can be integrated since it can be seen that there is an overlap among them. Supportive learning environment for instance is often created through the efforts of the leaders who are keen on ensuring that the behaviour of the employees is positively changed through acquisition of new knowledge. On the other hand, the employees should also be stimulated such that they approach the learning process with a positive attitude. Learning in this particular case depends on part of or the whole system. In order to maintain integrity in the organization, different components are combined in order to form a whole system that can facilitate learning. There are different departments in my organization and these are part of the large system. In my own case, I would like to believe that my organization is a learning organization. I work at Trent and study abroad program my position is marketing assistant. As a marketing assistant, there are also opportunities for me to learn as well as to integrate knowledge acquired from other people in the department such that my performance as well as that of the co workers can be improved. The structure of the organization facilitates learning since different sectors of the organization are integrated to form a whole. System thinking is promoted in my organization where it functions as a system. All parts of the organization are eventually coordinated in such a way that efforts of all the members of the organization are coordinated towards the same direction. The structure of our organization facilitates learning where all the employees can interact freely. The workers can also exchange their ideas in such a way that knowledge can easily be created. There are different departments in the organization and without necessarily crossing functional lines, effort is made to ensure that there is exchange of information between these departments in a way that is clearly designed to facilitate learning. As noted above, the theory of integration can also be applied to this case since there is a correlation between learning styles and learning spaces. These two factors can be integrated to create a conducive learning environment where experience can be transformed in such a way that knowledge is created. People adopt different learning styles and in some cases, these styles are often shaped by the environment in which learning is taking place. There are dangers that the desired goals and objectives may not be achieved if the learning environment is not good enough to satisfy the needs of the learners. As illustrated in the case given, the learning environment has a bearing on the outcome or the results obtained by the students. Poor learning conditions are likely to yield poor results and vice versa. Therefore, it can be noted that there is a correlation between the style and space of learning. In my organization, the environment has been created in such a way that learning is facilitated and members can freely interact. When an organization is viewed as a system, it becomes easier to promote learning among the employees since its components can easily be integrated to form a whole. 3.3 To a larger extent, I think the concept of learning organization is crucial in the operations of different organizations during the contemporary period. As we move towards a knowledge economy that is characterised by new information processing techniques in conducting business, it is imperative for the employees to master these skills so that they can also be able to keep pace with the changes that may take place in the environment in which the organizations operate. One other important factor to note is that the environment in which organizations operate is dynamic and it constantly changes hence, the need for the employees to acquire new knowledge that can help them to tackle the challenges they may encounter in their operations. I also greatly believe that learning helps people to exchange ideas and views that in turn can be transformed into a new body of knowledge. This new knowledge also helps to improve the performance of the employees. From my own perspective, I agree with the authors that learning styles and learning spaces enhance experiential learning in higher education. Students adopt different learning styles that suit their needs and these are often influenced by the learning environment in which they are exposed to. I concur with the authors that a good learning environment is likely to yield positive results compared to a poor one. I also believe that experience is the best teacher in as far as learning is concerned. More often than not, we tend to learn from our mistakes in whatever we do. Thus, the more experience we gain in a particular subject, the more knowledge created. In order to facilitate learning, supportive structures should be put in place by the leadership so that the employees can freely exchange information and ideas which lead to creation of new knowledge. I believe this new knowledge helps to improve the performance of the employees in their work. Works cited Garvin, A. David, Amy C. Edmondson, and Francesca Gino “Is Yours a Learning Organization?” Harvard Business Review. . March 2008. Web. 09 June 2014. Kolb Alice Y. & Kolb David A. “Learning Styles and Learning Spaces: Enhancing Experiential Learning in Higher Education” Academy of Management Learning & Education. . 2005 Web. 09 June 2014. Robbins, P. Stephen. Organizational behaviour: Concepts, controversies and applications. Prentice Hall, Englewood Cliffs, New Jersey: 1994. Print. Read More