'Can You Help Me With Homework? Needed By Frday 8/26/2022

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Proposal for Organizational Learning Issues

Pamela Hines

Developing a Learning Organization

Dr. Latrice L Love

August 29, 2022

Project Contacts:

Pamela Hines, Operations Manager, Project Lead Manager, 313-868-1645 [email protected]

Nicholas Andrews, HR Director, Project Manager, 313-868-8418

[email protected]

Herman Parker, Training and Development Manager, Project Coordinator, 313-491-8836 [email protected]

Project Summary

It is possible to achieve organizational learning if there is a change to organizational learning from individual learning in the absence of resistance. It is, therefore, ultimate to understand the resistance, its intensity, and the various ways in which it can be controlled to facilitate the change. Recognizing an effective training program and an accompanying after-action review is important to realize the goal. In-depth research and analysis regarding the numerous obstructions and alternative OLM are critical in shedding light on how the organization can follow to achieve its goals. Performing such diverse analyses will bring a sustainable solution to organizational learning.

It is also critical to determine effective talent management efforts for the corporation before making any decision. This will ensure that the company undergoing the transition to organizational learning will succeed. Reviewing the After the Action will guarantee that organizational learning will triumph and recognize weak points. The most suitable solution is providing technology-based training to accomplish organizational learning objectives.

Project Background

Friction in transitioning to organizational learning occurs due to multiplicity or diversity in ideologies. Treating an organization like a human being adds more challenges since there are not enough details regarding the change to organizational learning from individual learning. These problems include numerous aspects, such as the existing mental models, double-loop system, dialogue, and system thinking (Alhashedi et al., 2021). The presence of these concepts has established additional friction in organizational learning. This is because it becomes difficult to identify an organization that is learning and that which is not learning. The obstructions in the organizational culture establish some insights into which organizational learning was not developed to maturity.

The current OLMs are hindering the achievement of organizational learning because the current business environment is faced with many uncertainties, and it will only make sense for the managers to use the primary learning instruments to fulfil the basics. In the end, the organization cannot have the necessary comparison of its organizational development, making it difficult to attain objectives. The recommendation is to adopt offline/internal OLMs, which carry two principles, Post Project Reviews and After-Action Review, which are critical to accomplishing the organization's mission.

Project Methodology and Goals

Concerning the principle of offline/internal OLM, the corporation has gathered adequate knowledge that is important to its operation. It will help the organization draw lessons from their own experience, similar to individual learning. This type of reflection is better executed by the individuals taking part in the project as they have experienced the outcomes which exposed them to various things. The advantages of this model include that it offers better learning since individuals will have firsthand experience and improves decision making, which is important in creating awareness about uncertainties, and offers motivation for participation. The drawbacks, on the other hand, include the absence of transparency as some people are locked up, thus failing to share all the information that can expose their mistakes (Oyemomi et al., 2019). The second drawback includes that the technique can fail to offer adequate guidance like the real outcome of an activity as the individuals lack knowledge in the area, becoming difficult to offer successful training. As a result, no one may be able to be accountable, thus failing.

Adaptability and flexibility are a must for an organization. Therefore, employees must remain open to change and be ready to improve their skills to suit the needs of the changing environment and requirements. If an employee remains adamant about not accepting change, it is a red flag for the organization to transition into a learning organization. At the same time, the organization needs to have a full understanding of the purpose and benefit of the organization. An effective organization can offer positive and constructive feedback to its employees. Strategic decision-making and leadership are crucial in making enduring change (Fartash et al.,2018) With these skills, the organization can analyze tactical and strategic environments, develop strategies corresponding to the organizational environment and meet the needs. It will also allow the adoption of organizational culture that is productive and adaptive.

Implementing an open system will be ideal for improving the general learning environment. Adopting an open structure will empower an organization to develop a relationship with its external environment. It will widen the opportunities to learn and observe the changes in the environment. Such things are important in motivating the employees to adopt a learning organization that will thrive in the market as the system will generate links with the industry players and customers.

Apart from that, the open practices will increase the organization's transparency, thus motivating employees to become active participators in corporate events. Also, proper alignment of personal goals with those of the organization will facilitate the training process as it will offer recognition opportunities, thus motivating employees to participate. The learning process will be successful if the organization can shift its focus to embrace learning productivity. In return, more employees will be motivated to participate, thus improving their performance and that of the organization. The main components of learning include learning opportunity, learning environment and learning capabilities. If the organization can uphold these factors, it will be able to transition to a learning organization permanently.

Proper talent management improves the overall process of communication, knowledge and skills transfer and increases accountability. The next thing that the organization can do to improve its talent management is to place the right person in the right position, as it will improve the jobs' potential outcome while improving the overall outcome.

Project Risk Management

Employee resistance to change may be generated by the way information is disseminated and the perception of threats during psychological learning. When the threat of psychological learning comes up, the employees lack confidence regarding their performance after changing, and its outcome creates incompetency among the employees (Mehralian et al.,2018). Therefore, organizational leaders must develop a straightforward explanation of why change is important in the organization. This will play a central role in minimizing resistance to change as employees will be able to understand the purpose of change and its importance. I have found that once an employee is given the “why”, it helps them acclimate more easily to change. I once worked for a bank that changed the manner in which we were to learn new duties. We went from online training only to peer training. It was a necessary beneficial change; however, team members could not see the benefit. There were a few of us who experienced exponential professional growth from the new training method. They had us express our success stories on the first day of each training session. This helped the team to discovery the “why and made the transition more efficacious.

In the case of knowledge dispensation, the management must ensure that relevant training will be delivered to the employees. This is important in enabling the corporation to understand the importance of transition, and it will further guarantee the installation of proper knowledge and transfer of important skills to employees. Therefore, the management must ensure that there will be no obstructions and that common training will be applied.

The main requirement for corporate learning is to ensure continuous evaluation of performance across the organization (Gupta 2018). The framework maintains open and transparent debate, which will be replicated in operations. Therefore, all conversations in the organization will be based on all debates. The organizational managers must organize regular meetings where the performance must be provided equal opportunity in the participants' views. Decision-making, on the other hand, must be conducted within the meeting, ensuring that the parties will be able to cooperate to perform various activities in the team and in progressing the performance of the whole organization. Here, the team meeting will be scheduled as per the job to be executed by the group. For instance, some meetings will be conducted to discuss organizational performance and what will be done to increase employee performance. The effective meeting must be guided by various questions, such as why the meeting is being held. What are the expectations? What is its purpose? And what will be the payback?

Conclusion

Technology-based learning will be a functional training program to inject change into organizational learning. This program will be effective since it is completely grounded on various aspects of technology such as PowerPoint presentation, interactive video conferencing, PC programs and web interaction. Many types of employee training can improve employee skills and motivation using technology-based training. The process will be improved if presentations can be disseminated to individual employees via email to create a better understanding.

Integrating technology-based training programs will empower individuals to get exposed to the right form of training, which is important in facilitating change. Using technology in training will ensure that the employees will be reached efficiently as the trainers can use both physical and virtual demonstrations for better understanding (Nisar et at., 2019). After the team members have been sufficiently trained, the knowledge gathered will help them to find it easy to replicate the same in their different job functions. The modern organizational culture and structure will play an integral role in supporting this system as it is flexible and appropriate for this organizational structure.

References

Alhashedi, A. A. A., Bardai, B., Al-Dubai, M. M. M., & Alaghbari, M. A. (2021). Organizational citizenship behavior role in mediating the effect of transformational leadership on organizational performance in gold industry of Saudi Arabia. Business: Theory and Practice, 22(1), 39-54.

Fartash, K., Davoudi, S. M. M., Baklashova, T. A., Svechnikova, N. V., Nikolaeva, Y. V., Grimalskaya, S. A., & Beloborodova, A. V. (2018). The impact of technology acquisition & exploitation on organizational innovation and organizational performance in knowledge-intensive organizations. Eurasia Journal of Mathematics, Science and Technology Education, 14(4), 1497-1507.

Gupta, H. (2018). Assessing organizations performance on the basis of GHRM practices using BWM and Fuzzy TOPSIS. Journal of environmental management, 226, 201-216.

Mehralian, G., Nazari, J. A., & Ghasemzadeh, P. (2018). The effects of knowledge creation process on organizational performance using the BSC approach: the mediating role of intellectual capital. Journal of Knowledge Management.

Nisar, T. M., Prabhakar, G., & Strakova, L. (2019). Social media information benefits, knowledge management and smart orga

Oyemomi, O., Liu, S., Neaga, I., Chen, H., & Nakpodia, F. (2019). How cultural impact on knowledge sharing contributes to organizational performance: Using the fsQCA approach. Journal of Business Research, 94, 313-319.