organizational learning and managing change

ORGANIZATIONAL LEARNING AND MANAGING CHANGE

Organizational learning:

Learning: is acquiring new or modifying existing knowledge, behaviors, skills, values, or preferences and may involve synthesizing different types of information. The ability to learn is possessed by humans, animals and some machines. Progress over time tends to follow learning curves. Human learning may occur as part of education, personal development, school or training. It may be goal-oriented and may be aided by motivation

Social learning theory: Explains human behavior in terms of continuous reciprocal interaction between cognitive, behavioral, and environmental influences.

Goals settings:

• Process of establishing desired results that guide and direct behavior.

• Lead to collective achievement

• Increases work motivation and task performance.

• Reduces role stress associated with confusing expectations.

• Improve the accuracy and validity of performance evaluation.

Learning organization is the term given to a company that facilitates the learning of its members and continuously transforms itself; learning organizations develop as a result of the pressures facing modern organizations and enables them to remain competitive in the business environment. A learning organization has five main features; systems thinking, personal mastery, mental models, shared vision and team learning

To obtain and sustain competitive advantage, organizations must enhance their learning capability and must be able to learn better and faster from their successes and failures, from within and from outside

What is the relationship between organizational learning and individual satisfaction?

The relation is very necessary and complex because the economic benefits can be maximized, they must consider the sensations in front of the organizations from his employees. For example, it is clear that when within the organizations clear and respectful policies towards the employees are handled they obtain great results of the work that those same employees realize. The organizational learning is a process in which important information, new, exclusive, proactive, its transmit of clear way to the employees, as long as is obtained this information is to the benefit of the company and its employees. When this process is related of positive way to desires of the employees can be spoken of a satisfactory process of benefits and a process that the makes successful relation between the administrative part and the productive part of the organization.

MANAGING CHANGE

Change:

The coping process of moving from the present state to a desired state that individuals, groups, organizations undertake in response to dynamic internal and external factors that alter current realities

Organizational change
Planned change	Unplanned change
Change resulting from a deliberate decision to alter the organization	Change that is imposed on the organization and is often unforeseen

Scope of change:

• Incremental change: Change of a relatively small scope, such as making small improvements.

• Strategic change: Change of a larger scale, such as organizational restructuring.

• Transformational change: Change in which the organization moves to a radically different, & sometimes unknown, future state

Is it possible to change corporate culture? If so, how?

Is possible but is difficult because People and organizations are creatures of habit, and changing habits is much harder than changing structures or systems. Culture is a complex system with a multitude of interrelated processes and mechanisms that keep it humming along.

But you could start with simple things like for example, if you want to create a faster moving, less perfectionist culture, instead of berating someone for sending an email without proper capitalization, send out a memo with typos in it. Or if you want managers and employees to communicate more effectively, stop checking your computer in the middle of a conversation every time the new message sound beeps. Instead, put your computer to sleep when they walk in your office. Or if you're trying to create a more employee-focused culture, instead of making the bride work on her wedding day, give her the week off. 

References:

Singh, Kavita. "An Analysis Of Relationship Between The Learning Organization And Organization Culture In Indian Bussines Organization.." Organizational Markets In Emerging Economies 1 (2010): 142-164. Print

Nadler, D. and Nadler, M (1998) Champions of Change: How CEOs and Their Companies are Mastering the Skills of Radical Change. San Francisco: Jossey-Bass.

 Nelson, D and Quick, J.C. (2009) Managing Change. In Organisational Behavour: Science, the real world and you.