Employee Reward and Development - Essay Example

?Employee Reward and Development In an emerging world economies and increasing challenges, the traditional style of learning which was limited to schools, colleges and universities is not sufficient and enough to meet the demands of present economies. Organizations are facing an ongoing need for employee learning and development in view of the fast changing evolution of technology and innovation. Knowledge has become a currency for competitive success apart from being a key factor for productivity (Egan, Yang and Barlett, 2004). According to Cole (1995) and Sadler (1994) learning is a complex process involving skills like mental mapping, use of intuition and imagination, and problem solving (Yeo, 2002). Organizational learning has been proposed as a fundamental strategic process and the only sustainable competitive advantage of the future (Vera and Crossan, 2004) as it increases the rate of change, provides flexible organization of structures, continuous improvement, and organizational interactions are actively managed and optimized (Easterling, n.d.). Smith, Araujo and Burgoyne (Vera and Crossan et al (2004) developed a theoretical model with 4I framework linked by four social and psychological processes like intuiting, interpreting, integrating and institutionalizing. Organizational learning is viewed as a process of change in thought and action among individual and group which is embedded in and affected by the institutions of the organization. It is further argued that tension between assimilating new learning (exploration) and using what has been learned (exploitation) is the basic challenges of organizational learning. The learning organization concept is about building learning and knowledge creating capacity in individuals and enabling the effective dissemination of this knowledge through the organization. The learning organization is the product or result of a critical combination of internal change mechanisms concerned with structure, process and human capability allied to continuous environmental reviews which is intended to improve performance (Thomas and Allen, 2006). According to Egan, Yang and Bartlett (2004) organizational learning culture can enhance employee’s job satisfaction and both of these variables influence the organizational outcome variables of motivation to transfer learning and turnover intention. The analytic framework of the learning organization developed by Watkins and Marsick (Egan, Yang and Bartlett, 2004) provides a lucid and broad definition of the construct of learning organization which not only identifies underlying learning organization dimensions but also integrates such dimensions in theoretical framework which specifies interdependent relationship and was also agreed by Ortenblad (Egan, Yang and Bartlett 2004)). Vince (2001) while examining the organizational learning in Hyder Plc mentioned that the conceptualization which indicates that “individual staff can benefit from on-the-job learning and training which is highly practical and applied” (p.1326) and further argued that organizational learning is visible in the organizational dynamics which is created from the interaction of politics (power relations) and emotions. According to Miner and Mezias (1996) various theories have tacitly assumed a fixed world of exogenous conditions to which organizations must adapt while ‘learning’ carries a positive connotation in many cultures. Behavioral learning scholars claim that incremental learning is common and has useful outcomes. It is pertinent to mention that incremental and radical learning are both meaningful concepts that enhance survival and prosperity while may cause damage the organizational culture. According to Yeo (2002) behavioral or adaptive learning approach clarifies that learning is directly associated to some action which follows it. Cognitive learning assumes that learning is more than just applying rules or responding to small scale problems and making basic elements of a subject. Sanchez, Vijande and Gutierrez (2010) mention that organizational learning is conceptualized as a process encompassing the acquisition, distribution and interpretation of information that goes through congenital learning (information acquisition), and is completed with experiential learning. Pun and Nathai-Balkissoon (2011) mentioned that the concepts of organizational learning have been influenced by knowledge management which is becoming more holistic in their consideration. According to Thomas and Allen (2006) “if the capacity to learn is a critical variable in an organization’s ability to respond to market opportunities in a knowledge based economy, understanding the dynamics of learning is as important as reorganizing knowledge management processes around new principles and techniques”. Stata (1994, p.31) views organizational learning as the principal process by which management innovation occurs which entails new insights and modified behavior. Management needs to manage change much before than its competitors which is possible only through learning. Organizational learning not only results in innovation and growth but provides job satisfaction to the employees as continuous learning enhances their growth and increases their ability to innovate (Jong and Hartog, 2007). Self Development Journey towards my career University is a knowledge repository where people from all sorts of life arrive with an aim to gain insights into their own being and learn the practicalities and theories of success so as to implement them during the course of the career and growth. Pritchard (2008) explains learning as a change in behavior as a result of experience or practice, acquisition of knowledge gained through study or an individual process of constructing understanding based on experience from a wide range of sources. In a highly competitive world, where change is occurring so rapid that knowledge is not enough to succeed, learning is essential. Research on learning has led to various definition among which some of the previous definitions state that “Learning is the process by which an activity originates or is changed through reacting to an encountered situation, provided that the characteristics of the change in activity cannot be explained on the basis of native response tendencies, maturation or temporary states of the organism” (Theories of Learning, Anon, 1958). During the course of higher education, I have gained a fair amount of knowledge, experience and know how about the society. While the efforts of teachers are not undermined, I actively took part in discussion in the classrooms on the aspects of management and innovation at workplace as I plan to pursue my career as human resource manager. Active learning is important as it helps to improve your knowledge by constructing understanding emphasizing the intrinsic motivation and self sponsored curiosity. According to Leonard (2002) active learning shifts the focus of content structuring from the teacher to the learner which has helped me to gain a far better understanding of the information. The atmosphere at the educational institutions, its premises brings about a change in the students which enhances their learning processes. This is elaborated by Newman and Newman (2008) wherein it is stated that the concept of social learning evolved from the awareness that much learning takes place as a result of observation and imitation of other people’s behavior. It is further mentioned that learning environments are rooted in five core foundations namely psychological, pedagogical, technological, cultural and pragmatic. Individuals have presumably limited processing capacity, respond to external stimuli based on the selective perception, transfer and decode selected stimuli to working memory (Jonassen and Land, 2000). It is necessary to mention that learning theories and psychosocial theories operate at different levels of abstractions which provide insight into the laws that govern many of the basic mechanisms of adaptation. Merriam and Caffarella (1999) suggest that adult learning must have input from outside influences which may take the form of investigation, social interaction or more formal learning environments (Learning Theories, Anon, 2007). I am greatly indebted to this branch of learning as my learning has revolved around constructivism. In my view, active learning is necessary to gain understanding on any topic rather than passive learning where teacher shapes the content of learning (Leonard, 2002), which is evident in primary schools. An adaptive response (educational technology) in my learning reflects the ability to change according to the situation and learn new skills and acquire the latest knowledge available in and around the university. This is clearly defined by Leonard (2002) that “a learner is in adaptive response learning environment if the application literally changes to reflect the increase in knowledge or skills gained by the learner. Continuous learning is essential to be in the league of competitors. I, aspiring to pursue my career as Human Resource Manager, not only need to learn, but learn with active participation as elaborated by Leonard (2002) in active learning and activity theory (constructivism theory), adapting to the changing scenarios as evident in adaptive coping (organizational learning) and constructing an understanding (adaptive response) of the subject so as to stay ahead through continuous learning. According to Sessa and London (2006) continuous learning implies progression or growth as the result of learning experiences or events that continue to deepen and broaden in the future. I, as a student at my university, have tried to gain maximum information by active participation and social constructivism. I aim to adapt cognitive as well as behavioral theories of learning in achieving my career goal by gaining knowledge in my field of education, through cognizance of past knowledge and gaining new skills. References 1. Vera D and Crossan M 2004. Strategic Leadership and Organizational Learning, Academy of Management Review, 29(2), pp.222-240 2. Miner A.S. and Mezias S.J. 1996, Ugly Duckling No More: Pasts and Futures of Organizational Learning Research, Organization Science, 7(1) pp.88-99 3. Stata R. 1994, Organizational Learning – The Key to Management Innovation in Schneier C.E. ed. The Training and Development Sourcebook, Ed.2, USA: Human Resource Development Press Inc. pp.31-42 4. Vince R. 2001 Power and Emotion in Organizational Learning, New Delhi: Human Relations, 54, pp. 1325-1351 5. Egan M.T., Yang B and Bartlett K.R. 2004, The Effects of Organizational Learning Culture and Job Satisfaction on Motivation to Transfer Learning and Turnover Intention, Wiley Periodicals: Human Resource Development Quarterly, 15(3), pp. 279-301 6. Thomas K and Allen S 2006. The Learning Organization: A Meta Analysis of themes in literature, Emerald Group Publishing: The Learning Organization, 13(2), pp. 123-139 7. Pun, F.K. and Nathai-Balkissoon M 2011. Integrating Knowledge Management into organizational learning – A Review of concepts and models, Emerald Group Publishing: The Learning Organization, 18 (3), pp. 203-223 8. Sanchez, J.A.L., Vijande M.L.S and Gutierrez, J.A.T 2010. Organizational Learning and Value Creation in Business Markets, Emerald Group Publishing: European Journal of Marketing, 44(11/12), pp.1612-1641 9. Jong J.P. and Hartog D.N 2007 How leaders influence employees’ innovative behavior, Emerald Group Publishing:European Journal of Innovation Management, 10(1) pp41-64 10. Yeo R 2002 Learning within organizations: Linking the theoretical and empirical perspectives, Emerald Group Publishing: Journal of Workplace Learning, 14(3) pp.109-122 11. Smith EM, Araujo L and Burgoyne J.G. 1999. Organization learning and the learning organization, New Delhi: Sage Publications 12. Newman B,M and Newman P.R. 2008 Development Through Life: A Psychological Approach, Ed 10, US: Cengage Learning 13. Jonassen D.H. and Land SM 2000, Theoretical foundations of learning environments, US: Routledge 14. Anon 2007. Learning Theories, Global Media Inc 15. Leonard D.C 2002, Learning Theories A to Z, US: Greenwood Publishing Group Inc 16. Pritchard, A 2008, Ways of Learning: Learning Theories and Learning Styles in the Classroom, US: Taylor & Francis 17. Sessa I V and London M 2006, Continuous learning in organizations: Individual, Group and Organizational, US: Routledge Read More