Introduction
Continuous learning is an essential element of organizational longevity and sustainability in the context of the contemporary highly competitive business environment. The process of learning implies the development and acquisition of new skills, knowledge, and forms of performance improvement. Thus, the implementation of learning in an organization drives its qualitative growth and competitive advantage, which instills higher standards and new knowledge. This paper outlines the most vivid characteristics of a learning organization and explains the importance of organizational learning in the context of change management to emphasize the key role of the learning process in driving organizational goal achievement.
Key Characteristics of Learning Organizations
A learning organization or organizational learning, which are two interchangeable terms for the same concept, implies that the process of learning is essential to an organization. In other words, a learning organization is an entity that continuously generates and transforms new skills and knowledge by driving improvements in its performance and the sphere in general (Örtenblad, 2018). There are several pivotal characteristics that differentiate a learning organization from the rest. Firstly, as claimed by Örtenblad (2018), a learning organization is one that facilitates, arranges, and supports the learning of the employees. In other words, a business entity functions as a facilitator in the overall organizational learning process. Secondly, the availability of a climate for learning manifested through the instilling of a learning culture is another characteristic (Örtenblad, 2018). In this regard, an organization builds an environmental foundation that prioritizes learning inside the company as an immediate aspect of performance.
Thirdly, a learning organization is characterized by its functioning as a learning unit, in which the knowledge and skills acquired by employees are stored in the organizational memory. Further, this memory “is continuously updated and functions as a basis for conducting work tasks and further learning” (Örtenblad, 2018, p. 152). Finally, the fourth characteristic is manifested in the organization being the end product of learning. According to Örtenblad (2018), an organization is viewed as a number of teams that learn how other teams function; thus, the performance of an organization is not limited to a particular team. Thus, continuous acquisition of new skills and knowledge, their improvement, sharing, and facilitation for the benefit of the organizational development characterize a learning organization.
The Importance of Organizational Learning in Change Management
When striving to fulfill the needs of customers, organizations must engage in continuous improvement through change. Any change occurring within a business entity entails employees’ learning via the acquisition of new skills and knowledge, as well as the cultivation of new performance standards and patterns (Giannetti, Cinquini, Miolo Vitali, & Mitchell, 2021). Therefore, when managing change, the lack of learning processes might jeopardize the implementation of change-related interventions and minimize the organization’s opportunities for improvement. While change might be influenced by both human and non-human factors, it is people who drive change by improving their knowledge and skills. As researchers state, “People involved in change have an active role in identifying and interpreting pressures, constraints, and opportunities coming from networks and embedding both human and non-human factors” (Giannetti et al., 2021, p. 484). Thus, for a required change to become a new standard in an organization, it should be supported by continuous and facilitated learning.
Conclusion
In summation, the exploration of key characteristics of organizational learning has revealed that it is an essential element in business management that strives for development and growth. Since human resources and their talent are the most valuable assets of any business entity, it is fundamental that organizations function as facilitators and supporters of learning. Being a unit of learning and providing all necessary resources to employees for professional development, an organization can lead change and ensure enhanced competitive advantage.
References
Giannetti, R., Cinquini, L., Miolo Vitali, P., & Mitchell, F. (2021). Management accounting change as a learning process: a longitudinal analysis. Qualitative Research in Accounting & Management, 18(4/5), 484-515.
Örtenblad, A. (2018). What does “learning organization” mean?. The Learning Organization, 25(3), 150-158.