Organizational Learning & Learning Organization
Villardi and Leitão (2012) explained the fact that term Learning Organization can’t be understood without giving a thought to the prevalent business and Organizational Learning paradigm which requires the managerial thinking. It was concluded that the concept of Learning Organization can definitely provide a potential to transform the changes in a firm to re-conceptualize the business organization.
Guţă (2012) discussed that Organizational Learning is a way to achieve the competitive advantage as it results in increasing the intellectual capital of organization. It was concluded that in the context of knowledge society organizations either need to develop leaning processes at the organizational level or become learning organizations itself. The managers are required to undertake a series of changes for this purpose.
Torlak (2011) focused on developing a comprehensive understanding of the Learning Organization can be created and providing an evaluation of the past history data in order to develop certain propositions for the future research agenda. It was found out that a Learning Organization is like a system that not only provides a strategy, design or structure but also the one that pays attention to the different thinking that exists in the organization in order to find suitable strategies for coping with them.
Huysman (2009) tried to link the conceptual gap that is found between the literature on Learning Organization and that of Organizational Learning. The two streams are totally operated independently from each other. The concept of Learning Organization links learning to the improvement while Organizational Learning does not pay much attention to the result or the outcome. It was concluded that organizations should follow a continuous learning process instead of a fixed process in order to make them a good learning organization. In the short run the positive results might be obtained by avoiding the learning problems but it might result in the stagnation in the long run.
Tseng and McLean (2008) explored the relationship between the Organizational Learning practices and the Learning Organization based on the preexisting data. A conceptual framework helped in understanding the fact that when the learning processes are implemented and fulfilled successfully, a vast number of opportunities arises for the organization to become a Learning Organization. It was concluded that attention should be paid to the Organizational Learning in case an organization wants to obtain Organizational Effectiveness. Also the industries should focus on the Organizational Learning practice which helps them in developing and recognizing the opportunities as and when they start their organization development.
Castaneda and Rios (2007) presented a proposal to understand the way organizations learn by adding two conscious processes: conversation and social modeling to the work of the existing researchers. It was...