organizational learning

Examples of organizational learning in the following topics:

• Development of Human Resources

  • Human resource development is the integrated use of training, organization, and career development efforts to improve individual, group, and organizational effectiveness.
  • HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities.
  • Also, HRD ensures a match between individual and organizational needs.
  • Organization development (OD), empowering the organization to take advantage of its human resource capital.

• Knowledge Management

  • Organizations use knowledge management to identify, create, represent, distribute, and enable strategy and process.
  • Here are examples of the knowledge management tools various companies use: At Xerox and World Bank, groups meet regularly to share knowledge and learn from each other.
  • Improve the value of their existing products (the sharing of lessons learned, improved performance, competitive advantage)
  • Control costs and promote reuse (integration, continuous improvement of the organization, the sharing of lessons learned);
  • Organizations and business decision makers spend a great deal of resources and make significant investments in the latest technology, systems and infrastructure to support knowledge management.

• Aligning employee career development with organizational growth

  • Marshall highlighted that leadership development programs for small organizations should identify the talent early on and provide multiple opportunities of learning by job rotation (Leadership Development for Small Organizations, 2002).
  • Organizations need to realize that talent is precious and dynamic.
  • Organizations need to create action strategies and provide a favorable environment to help talent grow in line with the organizational goals.
  • The key to success is the learning culture that the organization promotes.
  • First, continuous learning through technology: TCS has launched iCALMS, an integrated competency and learning management system.

• Ethical Issues at an Individual Level

  • A critical function of organizational management is empowering a positive sense of values and ethos at the individual level.
  • Organizations create an internal culture, which is reflected externally as organizational values.
  • As a result, most organizations generate a statement of organizational values and codes of conduct for all employees to understand and adhere to.
  • Equipping organizations with these four components can alleviate much of the burden on the individual, and enable each employee to learn what is appropriate (and what isn't).
  • Balancing ethics with proper business practices at the individual and organizational level can result in a triple bottom line: economic, social, and environmental value.

• The Team and the Organization

• Managing differences in organizations

  • This posts a greater opportunity for people to learn from cultural and personal differences and create a more productive work environment.
  • Leaders realize that increasing demographic variation does not in itself increase organizational effectiveness.
  • After the appearance of conflict, team members can create a true learning environment where they can perform far beyond expectations by leveraging their differences.
  • The more openly they are recognized and discussed, the better chance there is for differences to become part of organizational success.
  • Tomas and Ely believe in the notion that "a more diverse workplace will increase organizational effectiveness.

• New Product Development

  • Organizations put a lot of time and money into new products and thus deploy various methods in an attempt to mitigate the risks.
  • The birth of Zappos provides an example of how an organization can release the smallest amount of the product possible to collect the maximum amount of validated learning about customers with the least amount of effort (a minimum valuable product).
  • Organizations invest a lot of money to create new products that perform effectively.
  • A minimum viable product (MVP) is the "version of a new product which allows a team to collect the maximum amount of validated learning about customers with the least effort. " The goal of an MVP is to test fundamental business hypotheses (or leap-of-faith assumptions) and to help entrepreneurs begin the learning process as quickly as possible.
  • Organizations invest a lot of money to create new products that perform effectively.

• Introduction

  • This chapter discusses organizational issues owners face while operating and attempting to grow their businesses.
  • We examine four stages of organizational growth and the choices business owners face when deciding how to manage tasks and responsibilities.
  • Also, you will find exercises to help you better grasp these concepts and to determine what type of organizational structure and legal entity might best suit your venture.

• The role of the manager

  • The lean law of organizational life is that problems can only be solved where they exist, in conversation with the people whose actions are contributing to the problem (which requires support, encouragement and relentless pressure from the higher lean manager).
  • The lean manager also realizes that problem-solving is about experimentation by means of ‘plan–do–check' with the expectation that mistakes do happen and that experiments yield valuable learning that can be applied to the next round of experiments.

• Technical Skills

  • These skills are easier to learn than those in the other two groups.
  • Technological change alters the fundamental structure of firms and calls for new organizational leadership approaches and management skills.