The change has become inevitable in this fast paced competitive, resource starved world. The organizations that are quick to learn and adapt to these changes are in a better position to sustain themselves than the organizations that are reluctant and traditional in their approach. This is because of the globalization phenomenon that has rendered the world ever competitive and fighting for the scarce resources of human and financial capital. In this ever changing environment whether it is business, culture or politics the only constant that we can rely on is change itself .
Though the globalization phenomenon is not a new one and can be traced back to the industrial revolution yet the modern day globalization phenomenon is new in the respect that the world has grown interdependent on variety of things. With the advent of globalization, the world which was a simpler place to live and work in has become more complicated. The interdependence factor has increased our vulnerability to events that may be happening in some remotest part of the world. This in-turn has compelled us to adapt quickly to the shock waves. Another aspect that has emerged from the phenomenon is the competition. We are living in a world that is now characterized by increased level of competition whether it is natural resource or financial resource or the human resource; all are sought after commodities. This competition has also brought in changes in the scientific and technological fields. These changes have made the world more complex place to live in. The predictability factor has almost disappeared and the events and changes can not be predicted with certainty.
Keith Yamashita and Sandra Spataro (2004) highlight that change is inherent in nature; the competitive environment has compelled organizations to adopt strategies that would enhance the organizational effectiveness and efficiency (Sohail, Daud and Rajadurai, 2006). The changes that we see in nature do create chaos and confusion, but ultimately lead to survival. Among a plethora of changes that we witness in nature only a handful of changes have an affect that leads either to survival or to extinction.
The survival of any organization in this complex world of interdependence rests on the capacity of integrating in its structures, the learning processes. Therefore, learning can be viewed as a vehicle that can lead an organization to success or failure. Organizational learning, i.e. developing and applying new knowledge, has the potential to change employees’ behavior which implies that it will strengthen the organization to achieve improved results, ensure adaptability to change, grow through innovation and create result-oriented employees (Bulent Aydin and Adnan Ceylan, 2009). Thus, organizational learning is an important component for effectiveness and it should not only rest with the top management but should also be incorporated at each level of organization (Hayes, 2002).