Scribd
Upload
319 views15 pages

Learning Organisation

A learning organization is one where people at all levels are continually increasing their capacity to produce results. Learning organizations encourage innovation through knowledge sharing, which makes employees more open-minded and creative. They also perform better by quickly adapting to changes. To become a learning organization, companies must create an environment where employees are empowered and encouraged to learn. Procter & Gamble transformed into a learning organization through benchmarking, visits to other companies, and interviews. This increased employee performance and led to higher sales growth and core earnings.

Uploaded by

sanam20191
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
319 views15 pages

Learning Organisation

A learning organization is one where people at all levels are continually increasing their capacity to produce results. Learning organizations encourage innovation through knowledge sharing, which makes employees more open-minded and creative. They also perform better by quickly adapting to changes. To become a learning organization, companies must create an environment where employees are empowered and encouraged to learn. Procter & Gamble transformed into a learning organization through benchmarking, visits to other companies, and interviews. This increased employee performance and led to higher sales growth and core earnings.

Uploaded by

sanam20191
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 15

LEARNING ORGANISATION

WHAT I UNDERSTAND BY LEARNING ORGANISATION ?

By Learning Organisation, I understand an

organisation which use learning, which encourage it. "A Learning Organisation is one in which people at all levels, individuals and collectively, are continually increasing their capacity to produce results they really care about."

Why a learning organisation?


At first, because it's 'in touch' with a fundamental part of

our humanity -- to learn, to improve our environment, to be active actors, not passive recipients.

Because sharing knowledge and ideas make peoples

open-minded, ready to change, flexible and creative.

Because its encouraging innovation, and innovation is a

strong strength in a firm.

Etc...

Why a learning organisation?


A company that performs badly is easily recognisable. Can you spot the signs?

Do your employees seem unmotivated or uninterested in their work? Does your workforce lack the skill and knowledge to adjust to new jobs? Do you seem to be the only one to come up with all the ideas? And does your workforce simply follow orders? Do your teams argue constantly and lack real productivity? Or lack communication between each other? And when the "guru" is off do things get put on hold? Are you always the last to hear about problems? Or worst still the first to hear about customer complaints? And do the same problems occur over and over? If any of these points sound familiar the answer for you could be a Learning Organisation.

THE BUILDING BLOCKS


Before a Learning Organisations can be implemented a solid foundation can be made by taking into account the following : AWARENESS ENVIRONMENT LEADERSHIP EMPOWERMENT LEARNING

The GOLDEN RULES


As an organisation which learns and wants its people to learn, it must try to follow certain concepts in learning techniques and mould itself to accommodate for a number of specific attributes : Thrive on Change don't be scared Learning Organisations feed on change go all the way (no half-way house); committed; focused know objectives; plan

Encourage Experimentation experimentation is a necessary risk individual input rewarded encourage throughout the company Communicate Success and Failure review assessment (continuous/self)

The Learning Cycle Diagram


- monitor, review, conclude, change

Facilitate Learning from the Surrounding Environment find internal and external sources of information learn from experience of other companies (open your eyes) above all discuss customer needs

Reward Learning everybody's wants their work to be appreciated boost morale !! benchmarks for performance appraisal Rewards A Sense of Caring care for the individual ways of implementing this care

How ?
Organisations must be aware that learning is necessary

before they can develop into a Learning Organisation

Encourage openness, reflectivity and accept error and

uncertainty

Manage time to share ideas and knowledge Organise seminars, trainings, using new technology Etc...

An example of learning organisation : Proctor and Gamble

An example of learning organisation : Proctor and Gamble


In1998 Proctor and Gamble (P&G) launched

Organisation 2005, its most ambitious corporate transformation ever in spite of making profits in 1997.
we achieving all that we should be, given the calibre of our organisation?

Organisation 2005 began with a simple question : Are

The answer was no!

The fact : P&Gs sales growths over the past few years ahs

averaged only abour 4% - against their targeted goal.

An example of a learning organisation : Proctor and Gamble


A study, chartered by P&G's senior leaders focused

on global trends external to P&G, P&G's internal strengths and improvement areas Several benchmarking and learning measures including visits to other companies, educational and research institutes as well as interviews with P&G employees at all levels. Companys senior executives visited other global companies to understand how they operate and how they enable their employees to perform at their best.

An example of an learning organisation : Proctor and Gamble


They, then, decide to turn their firm into a leraning

Organisation

The result : the change to learning organisation has

impacted almost all of its 100,000 employees. Overall, they expecting the Organisation 2005 programme to increase long-term sales by 6-8% and accelerate core net earnings per share growth by 13-15% in the next five years. They also expect to generate annual after-tax earnings of approximately $900 million by Fiscal 2004. They were able to achieve an after tax savings earning of $385 millions in 1999

To conclude ...
...there is no perfect Learning Organisation...every organisation has something to learn and something to share!

You might also like