Debate
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Organizational learning involves members acting as learning agents who respond to internal and external changes. It includes innovation, implementation, stabilization, experimentation, mutuality, planning, temporary systems, and competency building. Organizational culture is the relatively uniform perceptions within an organization. It distinguishes one organization from another and integrates individual, group, and system variables. Key dimensions of organizational culture include openness, confrontation, trust, authenticity, proaction, autonomy, collaboration, and experimentation.
Debate
- 1. Organizational Learning: In this members of the organizations act as learning agents for the organization, responding to changes in the internal and external environments of the organization. Innovation: Any change introduced in the organization for e.g., new structures, new technologies or any such input. Implementation: Retaining the acquired input, which will be effective only if it is integrated with existing practices. Stabilization: Involves adapting the new input in light of experience gained in its use. Experimentation: Implies applying past experience to current problems to reach beyond and trying out new ways to deal with issues and problems. Mutuality: Mutual support, mutual respect, learning from one another, collaborative work, and effective team to solve problem. Planning: It helps the organization to recognize possible difficulties to take steps to prevent them, and to take alternative actions if they occur. Temporary Systems: Mechanisms to generate ideas and take quick action, e.g., project groups, problem identification and so on. Competency Building: Comprises of resources that can be used when needed. 1
- 2. 2. Organizational Culture It is relatively uniform perception of the organization, it has common characteristics, it is descriptive, it can distinguish one organization from another and it integrates individual group and organization system variables. It consists of the following dimensions: Openness: Spontaneous expression of feeling and thoughts, and the sharing of these without defensiveness. Confrontation: Facing rather than shying away from problems. It also implies deeper analysis of inter-personal problems. All this involves taking of challenges. Trust: Maintaining the confidentiality of information shared by others, and not missing it. Authenticity: It shows congruence between what one feels, says and does. It is reflected in owning up one's mistakes and in unreserved sharing of feelings. Proaction: Taking the initiative, preplanning and taking preventive actions and calculating the pay-off of an alternative course before taking action. Autonomy: Using and giving freedom to plan and act in one's sphere, which will result in willingness to take on responsibility, individual initiative, better succession planning. 2
- 3. Collaboration: Working together (individual and groups) to solve problem and team spirit. Experimentation: Using and encouraging innovative approaches to solve problems, using feed back for improving, taking a fresh look at things and encouraging creativity. 3