Organizational Behavior

Introduction to Organizational Behavior

The learning organisation is an effective approach that is becoming a common philosophy in modern organisations. Furthermore, many experts and organisations have understood the importance of organisational learning and the context of the learning organisation has been a fundamental element in this. In this context, learning organisation can be considered as an ideal towards which organisation have to evolve to be capable to react to the different stresses that they need to face (Tam & Gray, 2016). Learning organisations helps to improve the competitive positions in the most effective manner. The essay aims to analyze the role of learning organisations in the competitive business environment. It will further assess their effectiveness in an organisations. Finally, the conclusion will summarise the overall analysis.

A learning organization is organizations that discover and promote learning among its people. It supports the exchange of information among employees, thus generate more informed personnel. This produces a very flexible business where people will recognize and adjust to novel thoughts and change through a shared dream. There are two approaches to learning such as adaptive learning and generative learning. Adaptive learning engages an involuntary event that brings about an exact alteration in performance and is powered by an individual’s response towards unusual stimuli in their environment. Generative learning rotates around the idea of an individual adding on the latest behaviors, information, and ability to what they previously have and apply these to their different circumstances.

Learning takes place at three stages in a company. This comprises individual, group, and institutional learning. The phases of learning interrelate to improve organizational learning. Individual learning happens when workers obtain information, growth proficiency, and accept new approach and attitude which facilitate the organization to accomplish something. Individuals are significant in organizational learning procedures (Delić et al., 2017). In the essential stage, the individuals in an organization are concerned in perceiving resemblance, diversity, pattern, and potential. Through instinct, several persons focus on the specialist vision translated into implicit facts while others focus on the capitalist vision which allows them to create new awareness. Individual learning is altered into group learning through mutual understanding.

A learning company is very imperative for the accomplishment of a business in the real situation of an augmented competition. Due to alteration in the business world, new system, aging workers, and globalization, learning has to turn into a strategic business purpose over the last years. The formations of a learning organization background specify that more and more businesses see learning as a key to their long-term achievement. Today and in the future, the business that will shine will be those developing everybody’s promise and capability to learn at all stages in an organization. A learning organization is an organization that is repeatedly increasing its ability to generate its future. It is incessantly learning novel ways. People engaged with learning organizations are highly devoted to their work, determined to achieve their goals by sharing the dream of a commendable goal with team colleagues.

They have psychological models to direct them in the pursuit of individual mastery, and their objectives are in arrangement with the charge of the organization (Antonacopoulou, Moldjord, Steiro & Stokkeland, 2019). Working in a learning association is far from being a slave to an unproductive work; rather, it is seeing one's job as part of a whole, an arrangement where some interrelationships and processes depend on each other. Thus, awakened personnel take risks in order to discover, and they recognize how to seek an enduring answer to troubles instead of sudden fixes. The organization’s structure and arrangement are key to nurturing the growth of the learning business. The building of a learning organization engages modify at all stages. It is not probable to modify one without a distressing change in the other. The arrangement and structure, in place within the business, are connected. For instance, “change in the organization arrangement such as the information systems, human resource practice, compensation, and rewards process, and strategy and production structure would all have an impact on the organization’s arrangement and this would, in turn, influence the growth of the group as a learning organization.

The external surroundings currently for the most corporations is unstable and impulsive; the key to staying viable is being capable to adapt earlier tshan your counterpart. Customer demands are continually altering and companies are determined to build up superior ways of pleasing these demands while remaining competitive. Learning and knowledge management are rising as a key factor in dealing with alteration and rising competitive advantage (Odor, 2018). Learning is present in any business because of the inherent quality of individuals and is a predictable constituent of organizational life. Though, whether or not it is known and utilized will determine the achievement of any organization. Some evidence argues that Learning organizations are capable to go through alteration less devastatingly than non-learning organizations as the conflict is condensed from the company owning a mutual vision.

They further argue that it is not the information itself that brings about a competitive benefit but rather how the knowledge is shaped and injected back into the organization’s present competences. The existence of learning traditions and the establishment of a setting that ease and support learning can be an important factor in achieving results and organizational growth. In an unstable business situation, organizations accept enacting form which replicates active and intrusive approach. Environmental instability can also influence organizational learning. For instance, incapability of prediction with accuracy causes a huge loss of information due to unawareness. Further, human constituent is also influenced by the internal setting in the business with the set principles, standard, and background.

The method of organizational learning assists in improving tactical leadership. With the help of learning, organizations create leaders who are capable to recognize the correct management approach to accept in order to work in synchronization and inspire their workers in a different situation. Furthermore, these types of leaders are capable to enlarge aptitude and employ high performing workers who are the crucial assets in the competitive business setting. Organizational learning allows managers to stay elastic in all circumstances of the business process. In addition, leaders who pay attention and accommodate the observation of others before making an ultimate judgment become a basis of inspiration to people (Kadhim, Mohammed & Gremikh, 2018). Organizational learning influence systems philosophy and allow associate of the industry to adjust business idea as their own leading to an augment in individual and executive enlargement. Systems thinking permits supporters of business to recognize the mean realism of opposition and discover to adjust with the modifications happening in their surroundings. Stakeholders with an elevated stage of confidential mastery are capable to see themselves as a noteworthy part of the whole structure. Hence people with an elevated level of confidential mastery once shared with the associate of the cluster or a business pressure others to own an equal consideration.

The atmosphere in which a business is functioning has a deep control on the learning development. Organizational learning is mainly influenced by both micro and macro factors in the company surroundings. External factors such as community and the institutional background may crash in particular ways upon the learning procedure and so influence the managerial capacity to assemble information. For instance, authoritarian guidelines and monetary incentives manipulate the structure of learning and the eventually perspective for learning. Industry circumstances, like violent global rivalry, can affect the feasibility and information exchange in the global joint venture and strategic associates. Organizational learning is influence by numerous factors which are internal and external to the business atmosphere (Jaber, 2016). They comprise arrangement, customs, and information allocation organizational management, internal work setting, external networks, and the understanding of the managerial associate. The organizational structure includes different categories of structure such as formal structure, a central structure that may influence organization learning in diverse ways. The public segment also faces a particular pressure that influences the requirement of organizational learning. These factors comprise local, national, and global rivalry from the private segment and growing public prospect of services. 

Competitive advantage is the solution to business endurance. Competitive advantage encourages the organizations to offer valuable products to purchasers or performing actions at a corresponding cost but in exclusive ways that make more consumer value than competitors. Organizational learning theorists have documented the significance of organizational learning as a means of providing a sustainable competitive benefit and attain planned renewal. Also, evidence revealed that organizational learning allows companies to make novel products, procedures, and convey purchaser value. Learning also allows organizations to react rapidly and suitable for altering the situation. Benchmarking is considered as an instrument for managerial learning. Another advantage of organizational learning is the aptitude of organizations to expand consumerist ability which is significant to the modernism procedure taken up to act on the opportunity that assists construct and nurture the organization. Through learning, business is competent to collect necessary resources that are fundamental to the execution of novel thought they generate (Odor, 2018). Learning also means effectual execution of agenda, better plan, strategy, events, choice, resource allotment, and many more profit that will all lead to the business capability to cultivate, expand and adapt professionally to the alteration around them.

There are two attributes of learning that are significant to competitive benefit. The first attribute is that learning mainly improves performance in order to augment productivity, return on savings, and enlargement in market share. Secondly, learning augments consistency by allowing companies to build up a sustainable business replica for this reason providing greater products and services. More skilled and qualified people usually do great than less skilled ones. They make fewer errors and helps in increasing the overall productivity of an organization. Competitive advantage is improved by the effective performance that learning usually offers. Indeed this trait of learning makes it a major contributor to competitive benefit. Also, a diverse type of knowledge contributes to competitive advantage differently. Organizational learning results in alteration which is helpful to organizations. Learning in organizations is recognized as incessant alteration of events, procedures, behaviors outline, and developing civilization. Learning organizations have figure out how to value people promise and ability to learn at all stage in a business and thus he observe this as a sustainable basis of competitive benefit, whereby a business can discover sooner than its competition.

The speed of learning by the workers of business also helps to achieve a competitive benefit in the most effective manner. Employees who study rapidly through personnel guidance, reminder path, and other continual upgrading proposal are capable to react timely to the requirements of the organization both internally and externally. Group learns through the conference, brainstorming, or education gathering that use Strengths, Weaknesses, Opportunities, and Threats helps in improving the alteration ability of the organization (Tam & Gray, 2016). They also discover the opportunity they could use to become superior. From these deliberations and sharing, an associate of the team is capable to share information, recognize caution signs, and take benefit of the opportunities in the setting. This leads to an extremely new team that is able to be mutual and improve the capability to use the mutual rational team authority to solve troubles and also tap the opportunity. This makes the learning organization to have a continual competitive benefit within the industries where they function.

Conclusion on Organizational Behavior

It has been concluded from the overall analysis that Organizational learning provides a competitive advantage in the most effective manner. Learning organizations help to provide necessary information that is compulsory for further growth and development. It has been identified that Organizational learning is perceived as a constant enhancement not only for persons in the organization but also for associates and stakeholders associated with organizations. Also, there are some Factors that influence organizational learning such as internal and external. At present organizational learning acts as a key instrument to the attainment of competitive benefit through utilization and investigation. The concept of learning organization is highly imperative as it helps to create a skilled and knowledgeable leader which helps in attaining the goals and objectives.

Reference for Organizational Behavior

Antonacopoulou, E. P., Moldjord, C., Steiro, T. J., & Stokkeland, C. (2019). The New Learning Organisation. The Learning Organization.

Delić, M., Slåtten, T., Milić, B., Marjanović, U., & Vulanović, S. (2017). Fostering learning organisation in transitional economy–the role of authentic leadership and employee affective commitment. International Journal of Quality and Service Sciences.

Jaber, M. Y. (Ed.). (2016). Learning curves: Theory, models, and applications. CRC Press.

Kadhim, R., Mohammed, M., & Gremikh, H. (2018). Empowerment as a strategy to achieve the competitive advantage of organizations: A mediating role of organizational learning. Management Science Letters8(9), 903-912.

Odor, H. O. (2018). A literature review on organizational learning and learning organizations. International Journal of Economics & Management Sciences7(1), 1-6.

Tam, S., & Gray, D. E. (2016). Organisational learning and the organisational life cycle. European Journal of Training and Development.

Remember, at the center of any academic work, lies clarity and evidence. Should you need further assistance, do look up to our Organizational Behavior Assignment Help

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