Organisational learning refers to the overall process by which the entity aims to appropriately
enhance its existing level of operations through adequate acquisition and obtaining of
relevant operational experience that then subjectively lays out or determines the overall
outlook or prospective pathway for the organisation.
There exists a norm that for overall organisational growth and learning, it is extremely crucial and relevant for the senior management of the entity to appropriately create, retain, and simultaneously transfer the overall shared knowledge which will then subsequently strengthen the overall working
environment of the entity as a whole.
The overall dissemination of knowledge in an environmental context is duly executed based on the existence of effective and
comprehensive learning culture in the workplace that critically benefits team members,
individuals, and the overall entity as a whole that also enables the entity to enjoy intraorganisational benefits (Altugan 2015).
It has generally been witnessed in the context of
global workplace business environment all across the globe that the implemented strategy
of promotion and dissemination of organisational learning across varied levels have
considerably revolutionized the overall operations of the entity which resulted in overall
enhanced employee satisfaction duly accompanied by enhanced productivity and efficiency
from the entire operations of the firm while simultaneously resulting in generating profitable
operational and financial results for the organisation that systematically promotes the entire
entity at a global level as the employer with the best of workplace practices.
It would be safe enough to appropriately claim in this regard that the implemented strategies and regulations
at the workplace are directly related to almost all the functional areas within the
organisational context that then subjectively streamlines the overall processes.
Organizational learning and its varied impacts
There has been a unanimous acceptance of the fact that it is ultimately the overall culture of
learning and sharing of mutual information and knowledge that systematically derives the
overall outlook and performance of the entity and is only possible because of the existence
of a conducive learning environment where employees of the firm act as learners for due
enhancement of their personal and professional level that constructively enables them to
appropriately disseminate the overall set of information in a substantial manner.
It would be safe enough to appropriately claim in this regard that the overall existence of an environment
of learning has considerable effects on the varied set of operations and processes being
executed or performed at the organisation that then subjectively influences the members of
the team to duly participate in the overall process of learning that will enable them to
appropriately transform and upgrade themselves (Hökkä et al 2017).
However, the
implementation and existence of a conducive environment of learning and practicing are
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possible only via the due coordination of strategic management of the entity that subjectively
takes considerable and notable initiatives for due enhancement and upgrading of the overall
existing processes of sharing of mutual information and knowledge within the organisational
context that subsequently sets or defines the overall prospective benchmark to be followed
by prospective employees.
It has been very rightly claimed by Mr. Contu that there exists a material relationship
between the overall existing set of power or control in an organisation that then subjectively
lays out the overall prospective process of learning.
In the existing age of globalization and
digitalization all across the globe duly powered by the existence of dynamic and uncertain
operational circumstances, it has been witnessed multiple times in the context of large global
entities that for due obtaining of long term sustainable competitive advantage, it is of crucial
and utmost importance that all the factors of the organisation simultaneously learn and grow
side by side which will enable the entity to enjoy long term competitive operational benefits
(Dunlop and Radaelli 2017).
It has also been witnessed that one of the primary reasons
behind the increasing divergence of the global entities towards the trend of introducing
initiatives on training and development of employees across varied operations of the entity
is the overall comprehensive promotion and upgrading of the existing levels of organisational
learning while simultaneously guaranteeing the stay of the employees after due provision
and training of employees that will subjectively optimize the overall set of business
operations of the entity.
Due creation, retention, and effective dissemination of relevant operational, strategical,
tactical, and financial knowledge critically enable the managers to place a vigilant and critical
eye on the overall outlook of the market while simultaneously exercising their overall
comprehensive operational command on other varying matters pertaining to operations of
the entity that will then critically streamline the overall process.
In this regard, it would be
safe enough to duly claim that it is ultimately the overall proactive approach and thinking of
the strategic management of the entity that will subjectively decide via its implemented
strategies and policies in the context of workplace environment that they either want to
enhance the existing due level of learning so that the operations of the entity are carried
forward smoothly without any operational disturbance and which will promote or assists in
the development of an environment of learning and development (Ning, Lee and Lee 2016).
The overall process of learning critically involves certain features which involves an effective
and comprehensive process of learning duly accompanied by knowledge generation and
dissemination duly powered by the existence of flexibility in the entire operations of the firm
that then subjectively labels the entity as a referred organisational model. It has been
witnessed that the transformation of an entity into an organisational learning firm has
conclusively provided massive operational and financial benefits to the firm from the due
execution of existing varying operations of the firm and has enabled the entity to
appropriately enjoy a long-term global competitive advantage.
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Relationship between power and learning in organizational context
It has been witnessed in the practical business environment across multiple geographical
locations and circumstances that there exists a direct relationship between the overall set of
existing power and influence duly exercised by the senior management of the entity for
overall promotion and initiation of a conducive learning environment that then prospectively
assists in the overall process of solving of certain complex and technical issues and problems
that simultaneously arise in the due execution of several processes carried out by the
management of the entity.
It is because of the fact that it is ultimately the topmost leader or
the strategic management of the entity that systematically plans to implement an overall
comprehensive environment of learning and sharing of mutual information and knowledge
that subjectively assists the senior management in making updated and relevant decisions
that materially benefits the entire operations of the entity.
It is ultimately the overall longterm planning and the proactive approach of the management or the business leader that
subjectively aims for the development of an entity-based learning approach across their
varying work practices that typically enumerate best practices that then subjectively derive
the performance of the entity (Dixon 2017).
In this regard, it is very critical to realize the fact
that one of the major characteristics of entities that exercise or possess learning
characteristics is the fact that they are adaptable and comprehensively flexible to the overall
varying conditions of the external market while simultaneously aiming to identify certain
procedural and operational weaknesses that critically influences their overall ability to duly
change and adapt.
It has been the case that when the top business leader aims to appropriately initiate or
develop an environment of learning and sharing of mutual information and knowledge, the
first step that the leader aims to systematically develop an environment of overall learning
duly accompanied by the acquisition of technical competencies and knowledge that
subsequently paves the way for the entity to duly accomplish potential global opportunities
in varying and dynamic business environments.
It has duly been read multiple times that the
effective and proactive leader systematically aims to appropriately develop such an
environment of learning and sharing of knowledge that subsequently enables the
management of the entity in appropriately preparing for the unfavorable and unexpected
outcomes from their operations while simultaneously developing relevant technical
competencies and skills that actively enhances the overall confidence of the management
(Cacciolatti and Lee 2016).
It has also been the case that whenever the leader exercises power
in the context to enhance or duly incorporate an environment of learning at every
organisational level, the overall circumstance or situation effectively alters the overall
existing perception and mindset of the individual leader or the team of the strategic
management to critically view the overall situation from the aspect of learning which will also
enable the management to critically plan and duly assess the overall set of varying resources
available to them for the due accomplishment of their predetermined targets and objectives.
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Similarly, in this regard, it has also been the case that when the leader does not exercise due
control or power for dissemination of relevant technical and operational knowledge, it
systematically results in ambiguity concerning to active accomplishment of the desired
targets and objectives which then simultaneously puts the organisation at the backend from
the ongoing global existing race of operational competitiveness in the existing uncertain
business and economic environment.
It has duly been witnessed in the case of large global
organisations that failure to exercise due power and control on the overall environment of
learning systematically results in failure of development of a comprehensive vision and
strategy that subjectively develops or duly promotes an overall environment of learning while
ensuring the overall seamless and streamed flow of relevant knowledge and information
across all levels in the workplace environment (Tong, Tak and Wong 2015).
It is therefore
very much important for the business leader and the associated strategic team of
management to appropriately preset a relevant and comprehensive business strategy that
critically aims to address and duly accomplish organisational goals and targets while
simultaneously exercising a strict and vigilant check and balance along with the implemented
outcomes while promoting an environment of learning and sharing of knowledge and
information.
Development of effective workplace ecosystem for maximization of benefits
A lot has been discussed and written in the past regarding the development of an efficient
and effective workplace ecosystem that subjectively assists in the overall maximization of
economic benefits for the entity. Concerning to varying dynamic and uncertain business and
economic environment all across the globe, it has crucially become very important for the
business leader or the strategic management of the entity to carefully plan out relevant
strategies and regulations that subjectively ensures the entity of long term sustainable
advantage while proactively informing or warning them of the potential problems before
they arise.
In this regard, it is subjectively very crucial and important for senior management
and the business leader of the entity to comprehensively put in considerable and relevant
efforts that significantly puts the organisation on the path to overall economic and business
progress. One of the primary steps needed to be taken in this regard is the overall free flow
of communication and coordination among different departments and teams with the aim
to appropriately develop a due environment of learning that simultaneously benefits all in
the long run while simultaneously setting a policy or regulation to be effectively followed by
the prospective employees (Radovic Markovic and Salamzadeh 2018).
It has been witnessed
in the existing business environment that the overall performance of the entire workforce
duly accompanied by the existence of measurement of productivity of the workforce from at
all levels is the result of effective communication and dissemination of mutual sharing of
knowledge and information that subsequently transforms the entity into a learning
organisation.
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In the existing business and economic circumstances all around the globe, it is not only
necessary to plan out the overall framework to be followed in the future times by the
management of the entity. In fact, it is the overall plan of implementation that subjectively
plays a crucial part in the overall due implementation and practicing of certain regulations
and guidelines for due obtaining of long-term competitive advantage in the practical business
circumstances. It would be safe enough to claim in this regard that the existence of a
developed and structured strategic management approach duly provides a systematized plan
of action for due achievement or accomplishment of sustainable long-term advantage over
business competitors while simultaneously achieving overall laid down organisational goals
and objectives. It is very much important to critically note down the fact that a proactive and
visionary leader appropriately takes into consideration the overall varying factors related to
both the internal and external environment of the entity that conclusively influences the
overall process of operations, innovation process, and certain other management processes
before taking a business decision because of the fact that the business leader is critically
aware of the fact that the decision taken has long term significant considerations on the
overall operating environment of the entity (Ashurst 2017). Many strategic managers in the
existing times duly associate this aspect with the overall subjective attributes and features of
the business leader and duly claim that it is ultimately to the subjective discretion of the
business leader that explicitly shapes out the overall outlook of the entity and simultaneously
lay down the overall process of framework to be actively followed in this regard.
It is very much important and necessary that the different components of the overall business
strategy are appropriately aligned and duly coordinated with for due achievement of the
predetermined goals and targets set forth by the management of the entity. Along with this,
it is also very important to duly note down the fact it is very much important and necessary
that the implemented business and operational strategy should strictly align with defined
goals and objectives that subjectively serves the overall purpose of the existence of the entity
in the competitive business environment. Many renowned entities of the existing times
optimized their entire set of business operations and have appropriately expanded to
multiple geographic locations due to following a unified business strategy that
simultaneously assisted them in obtaining a competitive advantage over their competitors in
the long run while simultaneously optimizing their overall business processes and operations
(Osborne and Hammoud 2017). It has also been witnessed in the existing business
environment that due to the existence of technological advancement in almost every other
aspect of business operations that have materially optimized the overall set of business
operations, it is up to the proactive approach and long term vision of the business leader to
appropriately incorporate relevant and comprehensive technological systems that crucially
assists in the overall smooth and efficient running of the entire business operations which
will also enable the business leader to exercise due and appropriate operational and financial
control on the overall operations of the entity.
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Conclusion
There absolutely exists no doubt in accepting the fact that there exists a significant
relationship between the overall exercise of power and the due level of learning in an
organisational context and how it significantly affects the overall entire operations of the
entity. It would be safe enough to claim in this regard that it is ultimately the overall
comprehensive and proactive approach and thought process of the leader that subjectively
influences him to take several critical and tough decisions that will conclusively assists or
streamline the overall entire operations of the entity and will put the organisation in the face
of business growth. In this regard, the development of an effective set of communication and
coordination across all levels duly powered by the existence of information application
system systematically offers a global competitive advantage to the entities over their
competitors because of the fact that these technological systems enable the entity to
appropriately identify which areas need the most attention and efforts from the
management of the entity while also critically overlooking certain matters that the
management feels that specific alterations would comprehensively optimize the overall set
of existing business operations.
Generally speaking, organisational learning refers to the overall process by which an entity
aims to appropriately enhance its existing level of operations through adequate acquisition
and obtaining of relevant operational experience, which then subjectively lays out or
determines the organization’s overall outlook or prospective pathway. For overall
organisational development and learning, it is widely accepted that senior management of
the entity must correctly produce, maintain, and transmit overall common knowledge in
order for the entity as a whole to grow and learn. The overall dissemination of knowledge in
an environmental context is properly carried out on the basis of the presence of an effective
and comprehensive learning culture in the workplace that benefits team members,
individuals, and the overall entity as a whole, and that also enables the entity to reap intraorganizational benefits as a result of this culture. Overall, it has been observed in the context
of the global workplace business environment all over the world that the implemented
strategy of promotion and dissemination of organisational learning across varied levels has
significantly revolutionised the overall operations of the entity, resulting in overall enhanced
employee satisfaction, which has been accompanied by increased productivity and efficiency
from the entire operations of the firm, while also resulting in a reduction in costs. In this
respect, it would be reasonable to assert that the strategies and rules that have been adopted
at the workplace are directly tied to practically all of the functional areas within the
organisational setting, which therefore subjectively simplifies the overall operations.
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