Purchase Solution

Organizational Learning and the Economy

Not what you're looking for?

Ask Custom Question

Question 1
- Identify the differences between the concepts of 'organized learning', 'organizational learning', and the 'learning organization'.
- Is it possible for any organization in any culture to embrace organizational learning?

Question 2
- While it is important to discuss employment relations at a national level, the global economy is changing the nature of the workforce.
- Is it now more appropriate to talk about regional/international employment relations rather than local employment relations?

Question 3
- Using resources from online library or journal articles, identify some of the strategies that are emerging with regards to global staffing or international HR management.
- How are organizations supposed to balance the desire to recruit a culturally diverse workforce with being sensitive to the local labour market?
- If a decision is made to outsource, what considerations must be made to ensure a positive outcome to organizational performance?

Purchase this Solution

Solution Summary

This solution provides detailed information regarding many topics related to Human Resources including: organizational learning, organized learning, learning organizations, employee relations, global workforce, international employment, national employment, global staffing, outsources, and general employment. Three multistep questions are answered in this solution.

Solution Preview

There are a number of differences between the concepts of organized learning, organizational learning, and a learning organization. First and foremost, it is important to note that the term of organized learning is used far less frequently than the other two terms mentioned.

Organized learning relates to the process of creating and developing single or team based learning opportunities for employees to take part in. Organized learning is common within organizations that believe in the importance of continuous training and development. When thinking of organized learning, it is best to think of the approach to encouraging learning among employees.

Organizational learning is the process of training and developing employees to become competent regarding a specific task or skill-set. According to an order article written by Levitt and March (1988), organizational learning is "routine-based, history dependent, and target oriented." Therefore, organizational learning is a process that is planned, analyzed, executed, and evaluated. Organizational learning can be limited to one time only learning experiences among employees or continuous training and development opportunities.

A learning organization is an organization that encourages constant training and development of employees in order for those employees to acquire a specific skill-set. When thinking of a learning organization, I often think of organizations that encourage self-directed learning and dedicate a large sum of finances/ resources to the continuous development of employees.

I am very slow to rule out possibilities of continuous growth and development within an organization, regardless of culture. Yet, I believe that it is important to note that few organizations, regardless of culture, encourage organizational learning. Organizational learning, which is often identified as employee training and development (to met the specific skill-sets/ competencies of employees), is undervalued. Very few organizations offer the opportunity for organizational learning to occur, because these organizations are too consumed with meeting the bottom line. What this means is that training and development efforts are far less likely to occur when the organization is not meeting financial goals. While training and development is important, regardless of organizational type, encouraging organizational learning to occur is a difficult process, which begins from the top (executive level).

I do believe that it is possible for organizations to embrace an organizational learning culture, yet I believe that there are many reasons why organizations do not invest in increasing human capital. Some of the reasons why I believe that organizational learning cultures are few and far between include (York 2009):
1. Over emphasis on organizational profit.
2. Decreased attention to the lacking competencies of employees.
3. Poor HR management/ oversight.
4. Failure to recognize the benefits of training and development.
5. Lack of organizational capital.
6. Lack of time.

It is important to note that all cultures have the ability to ...

Purchase this Solution

Free BrainMass Quizzes
Operations Management

This quiz tests a student's knowledge about Operations Management

Balance Sheet

The Fundamental Classified Balance Sheet. What to know to make it easy.

Organizational Behavior (OB)

The organizational behavior (OB) quiz will help you better understand organizational behavior through the lens of managers including workforce diversity.

Change and Resistance within Organizations

This quiz intended to help students understand change and resistance in organizations

Writing Business Plans

This quiz will test your understanding of how to write good business plans, the usual components of a good plan, purposes, terms, and writing style tips.