Supporting Document 1: Memorandum to the CEO Overview

Running head: ORGANISATIONAL LEARNING ISSUES 2

ORGANISATIONAL LEARNING ISSUES 2

Organizational Learning Issues

Larry Ratliff

Strayer University

HRM 562

Dr. Beck

October 25, 2020

 

I worked as a surgical doctor in my former place of employment, and after there was an inclusion of new technology that would help in improving efficiency, most of the individuals were reluctant to change. I was working with individuals with more years of experience than me. They argued that they were doing pretty good with the skills that they had earned all the years that they have been working. They argued that they trust their skills more than taking some more other time to learn new technology. One of the reasons why these people feared modern technology is the fear of being replaced. 

Many thought that the main aim of the organization adding more technology is making sure that human labor is replaced. From their understanding, they also believed that it would take them long to understand how to work with the new technology. For this reason, many, so it is a waste of time (Alohali, Carton, & O’Connor, 2020). The company culture allowed the use of evolving technology, although they did not mention the particulars. This could have also been among a significant reason as to why most of the people in the organization, especially in the surgical department, were reluctant to go for the changes. 

There are some of the issues that I had identified to be the reasons why organizational learning was not successful at the moment (Gandini, & Horák, 2020). Most of the employees seem to be resistant to the changes being imposed. To begin with, the surgical department, they did not want the employment of the new technology. There was no leadership training in the company, and this turned out to be a problem. Organizational learning is mainly cheered by training from the leaders. If they are not trained, then it became difficult for organizational learning. There was no much regard for the teams' success. Workers, for this reason, were not prepared much for embracing changes and other forms of knowledge. A good example is working as a team was not in any way regressed as a contribution to the success of the organization.

The internal training method is best since it ensures that the expertise develops and also deliver some specific type of training to their fellows in the place of work. It is the best method to use since it is a cost-effective method (Neto et al., 2020). It does not cost the organization much because the facilitators of the lessons are within the organization, not like external methods. The technique is essential since it will help improve the existing training methods and also employee communication. 

One of the norms that should be changed is that learning is only for new trainees. This is one of the challenges that the organization faced. Learning should be made available to all the organizations (Gomes, Seman, & De Montreuil Carmona, 2020). The company had the wrong choice of learning time. It is only when the organization is learning about something new that learning is enabled. Learning should be made after some time so that the employees can continue learning new things. Not unless the organization imposes these changes there will be suffering on improvements. A good example is that the organization should select a period that they will use to improve their organization. 

The other way that the organization could improve organizational learning is by using human resources. This is a department that plays a vital role in the organization. Human resource personnel assist within the organization, bringing much effectiveness through bringi9ng new design of the business strategies. Since the company human resource plays a significant role in the employment of the new employees, they also can play a crucial role in ensuring that the impact the company goals. It is essential to get a human resource professional involved in the design and implementation of the changes that are within the company and also improve the organization. 

The other important thing that the organization can do is focusing on education and also growth. The organization requires leadership, which is an active measure to work differently with groups and even individuals. As a leader, it is essential to understand all the strengths and weaknesses of all the workers (Loon, Otaye‐Ebede, & Stewart, 2020). This is important because the leader will be able to learn about different workers and their shortcomings. This is what will help in providing learning activities to various individuals in the organization. It is essential to identify the strengths and weaknesses of the professionals that are with different background. The company should therefore ensure that they develop teams that have other skills and strengths. They will be used to increase and also improve their fellows. 

The other way that an organization can do to improve organizational learning is by employing technology. Technology is one of the best ways that can be used to enhance more improvements to the organization. The organization can help our technology to improve learning. Learning has been made more comfortable and more effective through the use of technology. 

 

References

Alohali, M., Carton, F., & O’Connor, Y. (2020). Investigating the antecedents of perceived threats and user resistance to health information technology: a case study of a public hospital. Journal of Decision Systems, 29(1), 27-52.

Gandini, E. A., & Horák, T. (2020). Promoting a complimentary wash forward through personalized test feedback and other benefits: Piloting a computer-based testing system. Language Learning in Higher Education, 10(1), 235-244.

Gomes, G., Seman, L. O., & De Montreuil Carmona, L. J. (2020). Service innovation through transformational leadership, work-life balance, and organizational learning capability. Technology Analysis & Strategic Management, 1-14.

Loon, M., Otaye‐Ebede, L., & Stewart, J. (2020). Thriving in the new normal: The HR micro-foundations of capabilities for business model innovation. An integrated literature reviews. Journal of Management Studies, 57(3), 698-726.

Neto, J. H. F., Tibana, R. A., de Sousa, N. M. F., Prestes, J., Voltarelli, F. A., & Kennedy, M. D. (2020). Session Rating of Perceived Exertion Is a Superior Method to Monitor Internal Training Loads of Functional Fitness Training Sessions Performed at Different Intensities When Compared to Training Impulse. Frontiers in Physiology, 11.