August 3, 2015
Summary of Learning Organizations and Leadership
A form of an adaptable organization that can be described as innovative is the learning organization. The principle perspective of the learning organization is its significant capability on being adaptable. Both adaptive learning and generative learning are the two underlying aspects that influence and organizations malleability. This form of reactive learning assists in managing or obtaining knowledge of how to adapt to which is recognized. “An example of adaptive learning would be an affirmative industry focusing on adapting services, products, and work processes to meet the evolving needs of customers and consumers”, (Newsbreak, 1999).
A form of a preemptive organization that is innovative in how they observe and understand their consumer-base as well as how they manage it is called generative learning. This form of learning uses the comprehension of change to anticipate potential consumer demands. Generative learning encompasses continual exploration of potential innovative resolutions. “An example of generative learning would be a human service agency leaping ahead of the customer's or consumer's known needs and developing a cutting edge program such as a Senior Center for adults with developmental disabilities,” (Newsbreak, 1999).
North American culture typically fixated on the more traditional style of leadership where a charismatic individual stands out as a leader during a time of hardship. This does not hold true within a learning style organization as it is crucial for them to have the ability to implement and teach. With a primary focus on future advancement, learning organizational leaders have accountability for generating organizational values with their workforce, (Newsbreak, 1999).
Learning organizations should be reinforced by strong leadership where the workforce is influenced for unremitting development. Facilitative leadership emphasizes evolving the workforce and influencing their drive to excel within the company. This leader will also promote continual efforts to contest customary expectations about the company and the typical way it operates while expressing strong visualizations for its future, (Newsbreak, 1999).
Authors Conclusion and/or Recommendation The author of this article describes learning organizations having training which is accepted as a sufficient method to advance, grow, or enhance ones abilities or understanding as well as present innovation to those abilities or knowledge within a company. Rational reasoning indicates effective introduction of any new ideas within organizational learning to the highest levels of management, expansion of educational and training platforms conjoined with a target emphasis on emerging organizational learning that is appropriately essential, (Newsbreak, 1999).
My Conclusion and/or Recommendation
I agree with what the author here describes as characteristics of what learning organizations should encompass. Training always helps increase the prospect of company growth by educating the workforce on the most innovative methods available. Training helps orchestrate ones abilities to the most advanced techniques and knowledge and become most effective while used to amplify performance and