Management Organisational Learning Knowledge - Essay Example

Management organisational learning knowledge MOLK School Affiliation: Introduction The current global setting is averse with diverse changes. This has hugely affected the business environmental setting. One major spectacle affecting the business environmental setting is the fact that technological advancements have become commonplace. With the ever increasing changes, it is a prerequisite to carefully plan and outline how adoptions are to be made in response to addressing the emerging issues. In respect to that, individual attributes are expected to play a crucial role. Such would include: leadership, communication, flexibility, ambition, among others. On the basis of neo-classists, the last two hundred years have witnessed the replacement of the two known factors of production, labour and capital. Information and knowledge have arisen to replace the above two factors. It is at this stage that the economy has come to be referred to as a knowledge economy. In addition to this, the present technological advancements have revolutionised the economic world. The move has been characterised by the shift from physicality to knowledge based (Dolfsma 2006). To offer support to the knowledge economy has been the developments in the mobility of both information and human expertise. This implies that technological developments can in a very easy way be transmitted across country borders in an instance. Of note here is also the ability to move expertise from place to place, an attribute that narrows the development gap between companies. So the advantage that could be gained by a researching company is washed away as such knowledge can easily be replicated elsewhere within a very short period of time. The only enjoyment of a company in this era could only emanate from the activities of innovations within the company. Through the combination of knowledge and market know-how, a company would be in a position to derive a competitive status. Equally important would be the ability of a company to gather and act on meaningful information. This reflects the economic environment as one that is basically driven by knowledge, hence the reference to the knowledge economy (Debra, M 1997). The need to be in possession of better skills and qualifications underlie the sustainability of employment status. This is the basic work ingredient that ensures that individuals secure employment and most importantly retain the jobs or enjoy the likelihood of shifting to better opportunities when they arise. Once people have secured work, the learning process does not need to end there. This is so because the global economic setting is fast changing. New technologies and ways of doing things do emerge at an alarming rate. As a result, good employees will continue offering training to their staff to ensure that they keep pace with the ever changing economic landscape. The training may not always be provided by the employer and in such case scenario, the onus is on the part of the individual employee to take it upon themselves to ensure that they learn while still working. In this way, changes in job demands can easily be made without much ado. The provision for combined learning through the development of partnerships can be a necessary step in the development of labour providers as this act predisposes the workforce to different work environments, and as a result enhance their employability. This is an activity that heavily relies on the employers, so it all depends on the goodwill from them to develop a reliable workforce. An examination of the current feeder programmes to employers need to revise their strategies to reflect the changing circumstances. By addressing this aspect the institution prepared individuals would be ready to be engaged in the provision of labour for a reasonably long time. In a nutshell, the qualities of an employee that can be sustained in the workforce include a professionally competent individual; competency is obtained through initial college training and later harnessed with the work requirements through in-service training. An employee should be flexible, able to learn and adapt to the changes in areas of work (Schienstock 2004). The understanding of the labour market is important in developing sustainable employment. This is due to the fact that labour markets vary from time to time and from region to region. Such an understanding should enable the planners to develop mechanisms that address the issue and thus ensure sustainable employment. Governments in these markets should also focus on the development of the human skills so as to ensure they adjust according to the requirements of the market. A visible attribute here is responsiveness to market needs both by the employers and employees not ignoring the role played by the government (World Bank 2003). Analysis of your own skills, qualities, behavioural profile Leadership skills From my own experience I can authoritatively report that I am a true leader. As a leader I am able to organise, influence, negotiate, solve problems and do all that appertains towards work execution with a view to achieving the best results. To begin with, a true leader should be in a position to offer the direction that an organisation takes (World Bank 2003). This appertains to all spheres of operation. For example, it is the top management that sets out what the targets are and the way to achieve those targets. The technological changes may occasion a change in the procedure that issues are addressed. As a leader this ought to be communicated to the rest of the employees. As a leader, technology advancements should be highly sought by my organisation. If the organisation has not been responsible for the development of new technology, then it would be necessary that there is urgency in adopting the new technology so as to enhance productivity and retain the market share. It is only through the preservation of market share or its expansion that sustainable employment can be in place. As a leader the understanding of the market conditions is a must. This means a study is always carried to monitor the changes in the market. This is necessary because it is only through the understanding of market operations that a leader is able to offer advice on the way forward or institute the necessary changes towards the attainment of sustainable employment. Communication skills The role of communication is a key attribute to any aspiring leader or business executive. It is through communication that all aspects of a business enterprise are carried out. Through the use of both written and verbal skills, the organisation is kept informed on all happenings within and outside the organisation (Schienstock 2004). Through its use, I would be able to receive feedback or important information on how the business is doing. The aim of this communication is geared towards the success of a business; it is only through the success of a business that the possibility of the provision of sustainable development becomes a reality. Flexibility The flexibility attribute ensures that I do not stick to ideas that are out of date. When the members of the organisation that we serve offer different views, the first task is a review on how it can be possibly achieved. If in essence the ideas presented by the fellows are worth taking then changing and adopting them is for the good of the entity. The changing environment also demands that all aspects of work are never still and through training programmes, additional information may be acquired to guide the navigation of this issue so as to be a sustainable employer and employee at the same time (Dolfsma 2006). Ambitious and aggressiveness If one wants to succeed in any activity, ambition and aggression may provide the primary drives (Dolfsma 2006). Through my desire to succeed I would always be experimenting with new issues that arise in the economic environment. I would for example pursue to copy new technologies of production to my organisation; I would in the same vein pursue to recruit the best employees and would make it my responsibility to motivate the rest of staff to offer their best. I would also have my personnel trained to reflect the ever changing working conditions for the good of the company. All the above attributes combined with my accommodative behaviour would perfectly fit into leading an organisation to dominant levels and thus ensure the provision of sustainable employment. There is need to avoid any form of confusion at this point. As a top manager, I have taken both the position of an employer and an employee. So my focus is on how to retain market dominance to ensure sustainable employment to the employees of the company. To that effect, I believe that these attributes can play a significant role in achieving market dominance thus ensuring sustainable employment given the current global conditions. Conclusions regarding your strengths and weaknesses As indicated above, strengths far outweigh the weaknesses. The leadership, flexibility, aggressiveness and communication aspects are quite desirable to any individual irrespective of the work that they handle. It is on this regard that I seek to step by step show the strength of each. On the leadership front, it is said that for a business to be successful, it must be in possession of intelligent people. Given this is what I possess; I would be in pole position to address issues that affect the business and work out a route to success. Secondly, the flexibility part allows me to shift from unfavourable positions. This is quite necessary as it allows for adoption of convenient measures that help advance an individual and an organisation. The aggressive nature would also be a big strength as it pushes me towards success, it is through aggressive and action oriented activities that the business entity that I lead would build on towards offering sustainable development. The major weakness appears in the form of accommodativeness. While I appreciate the role of accommodating other peoples’ ideas as they may help at times, it would be a big waste of time if not objectively done. It is on this basis that I find my accommodativeness to be a liability in certain times. Development Plan for 6 months The situation: It has been realised on the basis of this presentation that the global environment is a fast changing one. So it is upon those who are involved in business to devise ways of beating the changes by ensuring that the benefits of the changes are reaped. However, this can only be attained through careful and reasonable planning. Due to the fact that I have the necessary skills, I would volunteer to offer my services to production units in a bid to help them understand the need to change and how best to plan for it. I also want to offer educational guidance to aspiring managers to address the situation. Name: David Richardson Goal: Management consultant Current Education and Experience: A bachelors Degree in Economics and Public Administration Current Skills: Ability to multi-task, Administrative, great interpersonal skills, writing skills, and visionary. My expert knowledge of MS Access and Office programs would provide the required skills in working on office documents. Finally, my knowledge of administrative and leadership requirements would be of much value. Objective #1: Research Bachelors Degree programs at 5 local colleges. Organize to meet with advisory offices to figure out program requirements, class attendance schedules, transfer eligibility, financial aid information among other issues. After this a decision on the program to be attended is made. Target completion: June 01, 2010 Objective #2: Complete and present application and financial assistance requirements for admissions to the management program. Target completion: June 31, 2010 Objective #3: Begin the management program summer 2012 (to be offered to a limited number of students). Target completion: July 15, 2010 Objective #4: Take management exam (those who pass are ready to offer their services to business entities) Target completion: July 30, 2010 Objective #5: Begin offering jobs to competent graduates ( they are asked to make resumes that are up to date, do a cover letter, ready themselves for interviews) and start new career. Target completion: Dec 31, 2010. Conclusion All the management trainees should be adequately geared to the challenges that are affecting the current economic environment. The flexibility and ability to adapt to changes by designing appropriate mechanisms to change should be the key in checking dynamism. References Debra, M 1999, Innovation strategy for the knowledge economy: the ken awakening Business Briefcase Series, Butterworth-Heinemann. viewed, 16/12/2009, http://books.google.co.ke/books?id=utRh4mFexiwC&dq=knowledge+economy Dolfsma, W 2006, Understanding the dynamics of a knowledge economy: Studies in evolutionary political economy, Edward Elgar Publishing, viewed, 16/12/2009, http://books.google.co.ke/books?id=y73xU21EbNoC&dq=knowledge+economy Schienstock, G 2004, Embracing the knowledge economy: the dynamic transformation of the Finnish innovation system: New horizons in the economics of innovation, Edward Elgar. viewed, 16/12/2009, Publishing. http://books.google.co.ke/books?id=7edlqxCAgUQC&dq=knowledge+economy World Bank, 2003, Lifelong learning in the global knowledge economy: challenges for developing countries, World Bank Publications. viewed, 16/12/2009, http://books.google.co.ke/books?id=7pGrOiU7O3kC&dq=knowledge+economy Read More