Creating Working Environment Which Is Conducive to Learning - Essay Example

This paper considers the question of the extent to which employment relationships affect an organization’s ability to create a working environment that is conducive to learning. This question may be regarded through the study of learning and innovation methods. More importantly, it will focus on the role of HR in terms of building communities for formal and informal learning practices. (Brown et al, 1991)

The modern-day organisation depends to a great extent on the contribution and quality of its human capital. The human capital may be defined as that element of the organization’s operational sphere that is a living, breathing part of the activities that put the innate resources and factors of production into the application. This application results in profits arising out of the activities of the human capital and the efficiency with which this resource carries out its tasks. This, in turn, has a bearing on the achievement of the organisation’s goals. (Johnson, 1996. P 13 to 18)

If studies are to be believed, informal learning has come to constitute over 75% of the learning that takes place in the organization’s sociological and operational sphere. (www.agelesslearner.com)

Therefore, it has become important to understand the terms formal and informal learning first. Formal learning is the function wherein the background, expertise and experience of the employee or candidate are taken into question. This constitutes the pre-investigation stage of various kinds of training and development programs. Following this, there is a needs customisation program and the proper implementation process is put into place with regular performance approval measures. This leads to a well-conditioned environment. (Wenger et al, 2000; Pp 139 to 145)

On the other hand, informal learning imbibes a certain amount of quality in the growth and development approach towards the careful honing of skills in the operational context. This method depends on experience and communication more than anything else. Through the study set forth below, on the pedagogical factors that affect learning within the organisation, this paper will seek to find the features of the relationship between the employee and the organisation in the emerging global context for learning. (Wenger et al, 2000)

Pedagogical Factors of Learning

Through open, or flexible learning, there is an orientation towards finding local needs and shifting the organizational goals accordingly so as to create a fitting environment within which general competencies may thrive. The outcomes of this kind of learning can result in the following: (Dabbagh, 2005; Pp 25 to 44)

• Experience
• Identity
• Exposure
• Aptitude
• Knowledge and Skills
• Communication Patterns
• Cultural Affiliation

Here, it is clear that the development of communication skills is the end for which teaching and learning programs and methodologies are simply the means. This helps define the learning process along with quantitative and qualitative parameters besides shaping one’s experiences. (Cornford et al, 1999; Pp 24 to 54)