Concept Of Learning Organization Research Articles

Learning by doing: a role theoretical approach to learning of inter-governmental organizations

ABSTRACT Inter-governmental organizations (IGOs) have proliferated since World War II and have evolved into significant social actors shaping global governance. The article contends that IGOs, through roles, contribute to the dense network of social expectations, adding a nuanced layer beyond the structural aspects of the international system. The article asserts that IGOs, confronted with changing global dynamics, engage in organizational role learning (ORL) to manage state role conflicts and contribute to international order. While existing scholarship often references roles descriptively, this article advocates for a roles-based perspective, positioning it within the social constructivist paradigm. The article introduces the concept of ORL and applies it to case studies on ASEAN and the African Union, revealing shifts in role conceptions and emphasizing the crucial role of ORL in maintaining organizational efficacy. The study contributes to understanding the intricate interplay between IGOs, their roles, and the evolving global landscape.

Policy and organisational learning in judicial reform: evidence from Italy

The Italian judicial system is well-known for its substandard performance by comparison with its European peers. In this article, we analyse the implementation of an important reform of the Italian judicial system designed and implemented in the context of the National Recovery and Resilience Plan funded by Next Generation EU. The reform, launched in February 2022, involves the introduction of a new organisational structure (The Office for the Trial) staffed with 16,500 newly appointed judicial assistants, representing an increase of about one third of the total judicial workforce employed in Italy. By leveraging the concepts of policy and organisational learning (OL), we show that variation of the modes of policy learning observed in implementation design is linked with variation in the organisational models adopted by different judicial offices to implement the reform. Then, by connecting organisational models to OL and focusing on the performance of five selected sections within the Court of Appeal of Milan, we show that organisational models informed by reflexivity are associated with better performance than models informed by hierarchy. The study contributes to scholarship on policy and OL, as well as providing a first, albeit limited and exploratory, empirical evaluation of a strategic public sector reform.

Current Status of School Culture According to the Concept of Learning Organization at Ho Chi Minh National Academy of Politics

The school culture of Ho Chi Minh National Academy of Politics has both common features and unique characteristics of “Party School Culture”. The cultural levels of the Academy according to the concept of a learning organization are expressed through tangible factors: working environment, landscape, declared value system, development strategy and policy, etc. Correctly identifying the level of response of the elements belonging to school culture according to the concept of learning organization at Ho Chi Minh National Academy of Politics is an important basis to help the school assess the strengths and weaknesses of the current school culture, thereby having measures to build school culture according to the concept of learning organization in a scientific, appropriate and comprehensive manner.

Learning organization and employee performance: the mediating role of job satisfaction in the Vietnamese context

Purpose This study aimed to examine the impact of learning organization (LO) on job satisfaction and individual performance in Vietnamese enterprises. The study further explores the mediating effect of job satisfaction on the relationship between learning organization and employee performance. Design/methodology/approach Data were collected from 653 employees from various types of organizations in Vietnam. Structural equation modeling was implemented to test the hypotheses. Findings The results revealed that the proposed research model was supported. Results indicated that LOs positively influenced employees’ job satisfaction and the broader range of their individual performance. In addition, employees’ job satisfaction motivated them to achieve higher performance levels. The study also found a mediating effect of job satisfaction on the relationship between LO and employee performance. The results underscore the importance of implementing an LO culture for individual outcomes such as job satisfaction and employee performance in the Vietnamese cultural context, which is based on socialism and Confucianism. Originality/value To the best of the authors’ knowledge, this is the first study to examine the relationships among LO, job satisfaction and individual employee performance in the Vietnamese context. The results offer a deeper understanding of the LO concept in the Vietnamese cultural context and highlight the cultural impact on the LO concept and its effects. The results suggest how the LO concept is applied in the Vietnamese context.

Enhancing management performance in rapidly changing organizations: a conceptual exploration

In today's rapidly evolving organizational landscape, effective management is crucial for survival and success. This study addresses the complex challenges managers face in dynamic environments, aiming to fill gaps in existing literature on strategies for improving management performance. Drawing on diverse secondary data sources, the research identifies key factors influencing management effectiveness, such as adaptive leadership, change management models, and the concept of learning organizations. The review highlights that successful management in rapidly changing organizations requires strategic foresight, adaptability, and a culture of innovation, amidst challenges posed by technological advancements, globalization, and workforce diversity. The findings emphasize the critical role of communication, talent management, and organizational culture in shaping effective management practices. This study enhances understanding of management in dynamic contexts, offering practical implications for both industry and academia. Future research should focus on industry-specific applications, theoretical exploration, and methodological enhancements to further advance management practices. Despite limitations associated with secondary data, this study provides valuable insights into strategies that enhance management performance, ultimately enhancing organizational resilience and competitiveness in a constantly changing environment

Responsible learning organizations: a framework to embed responsible innovation within organizations

Purpose The purpose of this paper is to explore the extent to which the concept of learning organization can support the embedding of responsible innovation (RI) in organizations. Design/methodology/approach Based on literature in the fields of corporate social responsibility, learning organizations and quadruple helix collaborations, the authors constructed the responsible learning organization (RLO) framework for RI. With the framework, the authors want to show that the RLO can enable RI within organizations. Findings Based on this framework, the distinction is made between, on the one hand, the learning processes inside the organization, which resemble reflexivity, and, on the other hand, the learning processes that take place with stakeholders outside the organization, which resemble the other three core processes of RI: anticipation, inclusion and responsiveness. Based on these insights, the authors argue that if an organization wants to do good on innovation, which is seen as the core of RI, organization’s core values should guide that. Practical implications Organizational core values should be developed by means of learning inside the organization. Therefore, the process of reflexivity should be stressed more, and employees should be empowered to take part in developing these values, which in return can guide the organization as a compass through all the uncertainty it will encounter during the learning outside the organization when interacting with stakeholders. Originality/value The RLO framework for RI shows what learning processes organizations should facilitate first and what content should be at stake during these learning processes to embed RI. Furthermore, the framework puts emphasis on reflexivity as a condition for responsiveness, inclusion and anticipation.

Exploring the Role of Organizational Culture in Developing Organizational Citizenship Behavior (OCB) through the Implementation of Learning Organization and Information Technology in SMEs

Organizational Citizenship Behavior (OCB) refers to employees' extra-role behaviors that support the overall functioning of an organization. In the context of Small and Medium Enterprises (SMEs), the combination of a strong organizational culture, the implementation of a learning organization approach, and the utilization of Information Technology (IT) can create synergies that foster the development of OCB. The aim of this research is to explore how organizational culture can foster OCB through the implementation of a learning organization and information technology in SMEs. This study is a literature review employing a qualitative approach. Data were collected from scholarly articles obtained through Google Scholar from 1995 to 2024 using relevant keywords. The findings indicate that in the context of globalization and rapid technological advancement, the role of organizational culture, the implementation of learning organization concepts, and the use of information technology are key factors in developing OCB in MSMEs. OCB, encompassing voluntary behaviors beyond official duties, has a significant positive impact on productivity and overall organizational performance. A strong organizational culture, the principles of a learning organization, and prudent information technology usage can synergistically work to enhance OCB in SMEs.

Digital systems for special educational needs documentation in Swedish preschools: new organisational maps for municipalities and professionals

ABSTRACT This article examines the use of digital documentation systems for preschool special education in Swedish municipalities. Drawing on concepts of organisational learning, the research examines the extent to which municipalities use digital systems and their rationales for such use. A survey of municipalities’ use of digital documentation systems indicated three different system types, and findings from interviews with officials in six municipalities suggest two core rationales that guide documentation systems for special education in preschools. The first rationale focuses on managing knowledge rooted in systems’ formal properties and legal-regulatory frameworks. The second concerns managing professional practice through documentation processes, access, and communication. Digital solutions have consequences for managing and processing documentation and the utilisation of professional knowledge. For the municipality to be a learning organisation, greater interactions are needed between the two, and special educational knowledge needs to play a greater role and be generated and stored through documentation practice.

Knowledge Management: Any changes in the Research Agenda?

The concept of knowledge management formed at the end of the 20th century. At the same time, the vector of this concept is evolving due to the emergence of new business models, technologies, and the recognition of the “soft” components of success or the so-called “soft skills”, and changes in the strategies of organizations.The article is a systematic scientific review, the purpose of which is to identify the mainstream in the field of economics and knowledge management. The methodology of the article is based on a set of approaches, including the knowledgebased theory of the firm, the concepts of knowledge engineering, organizational learning, dynamic capabilities and knowledge transformation, etc., and the research methodology is based on taxonomic and cluster analysis of the most cited English-language publications using tools embedded in the VOSviewer software product. The information base consisted of articles for 2018–2024, selected according to the research topic and keywords “Knowledge Management”, and placed in the Dimensions database. As a result, we identified 6 clusters and formalized the directions of modern research in the field of knowledge management. In each cluster, a content analysis of the most cited articles was carried out. The research agenda is currently focused on two main issues: the impact of digitalization and digital technologies on the choice, generation and dissemination of knowledge in an organization; the impact of knowledge on innovation as a mediator of business performance, including its environmental and social aspects. In fact, a consensus has been found in understanding the basic postulates of the concept of knowledge management. However, the problem of finding the “good” metrics for assessing the knowledge of an organization and the impact of their level on business performance remains relevant. It is shown that among the theoretical frameworks in knowledge management, the most popular are knowledge engineering and knowledge-based theory of the firm. The results of the study will be useful to managers-practitioners and researchers in the development of effective knowledge management systems.

ANALYSIS OF PARTICULAR SYSTEMS AND APPLICATIONS IN THE MODEL OF BLENDED LEARNING IN SECONDARY EDUCATION INSTITUTIONS

ANALYSIS OF PARTICULAR SYSTEMS AND APPLICATIONS IN THE MODEL OF BLENDED LEARNING IN SECONDARY EDUCATION INSTITUTIONS

Organisational Learning: A Resource-Based View Analysis

This study theoretically analyzed the relationship between organisational learning (OL) and resource-based view (RBV) in line with examining the concept of OL, concept of RBV, nexus between OL and RBV, response between OL and RBV, calibrating the challenges in synergizing OL and RBV and exploring the competitive advantage in optimizing OL to feature non-substitutable, rare, inimitable, and valuable (NRIV) attributes of RBV. The methodology engaged was the narrative literature review which is validated by its potency to align numerous authors’ perspectives for correlation and explanation. The paper is of the position that OL and its components when optimally refined and optimized are capable of attaining NRIV status and can position an organization at the leading cadre in its industry. The review explored and uncovers relevant literature, and made postulations in comprehending and validating the dynamic relationship in the interplay between OL and RBV.

Methodological approaches as a scientific basis for creating a pedagogical concept of distance learning organization in higher education institutions

The article examines e-learning as a special form of education and a pedagogical system based on the use of digital technologies. The content of the structural components of e-learning at universities is a pedagogical system that includes goals, means of communication, content of educational information, and subjects of the educational process. with guaranteed achievement of results as a system-forming factor. The following features of the means of communication between the subjects of the educational process are taken into account: students, teachers, tutors, specialist experts, resource developers (designers of pedagogical situations) and their functions. Scientific, methodological and technological support for achieving the desired result of e-learning at universities has been built, taking into account the individual needs of students, expanding the functions of teachers and implementing educational information through digitalization. A diagnostic toolkit has been developed for conducting a predictive pedagogical examination to develop, clarify and adjust students’ individual educational trajectories, taking into account expert opinions.

Learning Organization: The Cornerstone of Organizational Development in Non Profit Management

The developmental organizations are trying to develop and incorporate the learning organization’s culture in their strategic plans as profit organizations do. Today learning culture is integral to many NGOs in Europe and America. Though the concept of a learning organization is familiar in the business world, its scope is not yet identified in the Indian nonprofit sector. This quantitative study using survey research design attempts to know the level of understanding of learning organizational practices in nonprofit organizations, various dimensions of a learning organization, and how it is conceptualized by NGO leaders and other professionals. The study was conducted in sixteen rehabilitation NGOs, with 150 respondents including NGO managers and Professionals. The survey used a five-point Learning Organization scale based on Peter Senge’s (1990) Learning Organizations Theory. The survey found a significant difference between the level of understanding of the Learning Organization concept among NGO leaders and professionals in most of the NGOs. The findings suggest that there is an urge among NGO management to practice learning in their respective NGOs by giving prime focus to learning organizational dimensions. It is quite essential to promote individual learning but the organization needs to learn how to learn together to ensure sustainability, professional enhancement, and development.

Analisis Penerapan Konsep Organisasi Belajar Pada AB Home Education

Building a learning organization can be done by maximizing five models of learning organization systems that are interrelated, namely learning, organization, people, knowledge, and technology. Each of the learning organization's five components actively supports each other to get maximum results, be sustainable, and achieve organizational goals. A strong leader is a leader who always tries to learn and build a learning culture in his organization. In the current era of globalization, the concept of a learning organization is very important to adapt to the dynamic changes of the times. This study aims to analyze the extent to which AB Home Education as an educational institution has implemented the concept of learning organization and applied it in teaching and learning activities. The research method used is qualitative research by conducting interviews and researchers are directly involved as facilitators at AB Home. AB Home Education has applied the concept of learning organization, namely (1) personal mastery, (2) mental models, (3) shared vision, (4) team learning, (5) system thinking through a curriculum that is structured based on community-based education and talents management in education. The curriculum is designed with a composition of 60% activity and 40% academic.

Öğrenen Organizasyon ve İnovasyon Koçluğu Modeli Kurumsal Çeviklik Yaklaşımı: Bir vaka çalışması

In today's world, Industry 4.0 and its effects are seen, organizational agility has become a mandatory item for companies serving around the world. The perception of customer focus and quality, which started with the perception of Total Quality Management, spread rapidly and turned into a world in which agile companies take place with the effect of the competitive market. Companies declare that they are agile by performing agile rituals and framework applications. However, the debate continues on what should be the real organizational agility success and what it should change, which gives us maturity. In the research, the concepts of organizational agility and learning organization were explained in detail, and an innovative model recommendation was made regarding the currently recommended agile methods by adding the aim of innovation. The research model recommendation carried out shows important criteria for the issues that agile processes should focus on in the changing world with the effects of Industry 4.0. The results of the model, which was tested on Agile Teams, are also given in detail.

FROM ROVER TO NOWHERE: A CASE STUDY OF A MANAGEMENT FAD

On the ground of the Rover case, the authors were observed criticism of learning organization from the perspective of postmodernism and from the perspective of critical realism, excluding the perspective of positivism as disadvantageous. Postmodernists perspective is twofold, either an ideal that is close to a dream or a nightmare for its members. Learning organization is a postmodern approach to work that requires a paradigm change in the organization, but all postmodernist theses based on the paradigm change are problematic. From the perspective of critical realism, learning organization has failed to meet three objectives which are essential for any well-founded theory: a clear definition, practical operational advice for managers, and tools and instruments for measuring. The concept of learning organization ignores the fact that management rewards those who contribute to the success and punishes those who make the damage, the terms measurable purely in a financial form. The political question in business organizations is related to the fundamental question: for whose interest does the business organization exist, whether the interest of workers or the interest of capital? The legitimacy of managerial authority is a function of maximizing efficiency and effectiveness in the interests of capital. In a contemporary social context where capital dominates, the concept of a learning organization is naively apolitical. Therefore, the authors concluded that simplified recipes, as learning organization, are simply not relevant for modern organizations and they warn about useless journals that continue to promote the learning organization model.

Barriers to Implementing the Concept of Learning Organization in Public Administration – the Example of PIORiN

Theoretical background: An efficient public administration is a prerequisite for a harmonious development of business, and for the security and prosperity of society. Its rapidity and quality are particularly important in the situation of dynamic economic, political and social changes. However, the model upon which administration is built and functions fails to meet the requirements of the present day. The subject of dysfunctional bureaucracy has been thoroughly analyzed and described in detail. Blind adherence to regulations, reluctance to introduce changes and lack of motivation to help clients are well-known vices of bureaucratic organizations throughout the world. Although countless attempts have been made to change the way these organizations function, the design and implementation of such improvements is hindered by a variety of obstacles. In this article, we shall describe barriers to the process of implementing the concept of a learning organization in a large bureaucratic organization. Purpose of the article: The purpose of the article is to discuss a number of barriers to the process of implementing the concept of a learning organization within a specific bureaucratic organization, namely the State Plant Health and Seed Inspection Service (Państwowa Inspekcja Ochrony Roślin i Nasiennictwa, PIORiN). The barriers discussed were identified in the course of research. Thus, the article adds to the existing body of knowledge about the functioning of bureaucratic organizations, their specificity and processes that take place within them. By identifying potential and actual barriers to the process of change, we can better understand organizational behavior. It also provides practical knowledge about the critical elements of the process of change. Research methods: Research was conducted within a large public institution in charge of phytosanitary controls. Three types of triangulation were used in the study: methodological, theoretical and investigator triangulation. Conclusions were drawn on the basis of a total of 51 interviews, of which 31 were conducted within the organization and 20 with external partners (clients). The basic tool used for collecting data was an open interview, always conducted by two researchers at a time. Interviews were transcribed and read on an ongoing basis with a view to carrying out a preliminary selection and category coding. Four team members participated in the coding process. Codes were subsequently analyzed and grouped into categories that served for drawing conclusions. Main findings: A number of barriers of great consequence for the process of implementing the concept of learning organization in administration have been identified; the most important are: excessive formalization, limited use of clients’ knowledge, insufficient financing, inadequate IT support, and limited cooperation with other public institutions.

The impact of schools as learning organisations on teachers’ self-efficacy and job satisfaction: a cross-country analysis

ABSTRACT For 3 decades, policymakers, educators, and scholars have been appealed to the promises of the learning organisation concept. Drawing from the last Teaching and Learning International Survey (TALIS 2018), this paper is the first to use a large-scale cross-country survey to assess the robustness of the relationship between schools operating as learning organisations and teachers’ outcomes, a pivotal question for school improvement and effectiveness. Multiple regression analysis highlights that the factors underpinning a school as a learning organisation (namely, culture of inquiry, shared vision, growing leadership, lower professional learning barriers, and teamwork) have a positive impact on teachers’ job satisfaction and self-efficacy. Policymakers, school staff, and other education stakeholders can use these findings as supporting evidence to engage with the learning organisation concept. Indeed, in times of increased strain on teachers across the globe, becoming a learning organisation can prove a vital shield against deteriorating teachers’ wellbeing.

Investigating the relationship between knowledge management practices and organizational learning practices in the universities’ environment

<span lang="EN-US">The concept of knowledge management (KM) and organizational learning (OL) has been embraced by organizations to complement each other. Higher education institutions have embraced KM and OL as a means to improve organizational efficiency. This research explores the link between KM and OL. The target population included all the 432 academicians and administrators from 35 public universities in Iraq. The sampling was selected using a stratified random sampling technique. The correlation among the components of KM and OL was tested as well as the effect of KM components on OL. The findings were derived using smart partial least square. The findings showed that there is significant correlation between components of KM and components of OL. The regression analysis showed also that the effect of KM and its components; knowledge creation, knowledge sharing, knowledge storage, knowledge application and knowledge acquisition on OL are significant. These findings provide insights to universities management on strategies to implement KM practices that can align with OL practices to assure dynamic lifelong mechanisms for the basic daily activities such as teaching, learning, researching, and supervision.</span>

APRENDIZAGEM E CAPACIDADE DE INOVAÇÃO RESPONSÁVEL

As empresas estão enfrentando um ambiente de negócios cada vez mais complexo e dinâmico, recorrendo à inovação como alternativa para elevar sua capacidade competitiva. No entanto, a emergência de novas tecnologias e a mudança para um novo modelo de desenvolvimento econômico, que combina aspectos econômico-financeiros com perspectivas socialmente responsáveis e ambientalmente conscientes, tem gerado desafios acima da capacidade de resposta destas empresas. O problema reside em como se ajustar às novas realidades, rápida e assertivamente. Estudos recentes apontam que as empresas precisam incrementar a aprendizagem organizacional para desenvolver capacidade de inovação, agora não mais sob parâmetros tradicionais, mas, adotando novos modelos, como a inovação responsável. Este estudo tem o objetivo de apontar fatores determinantes para que, concomitantemente, iniciativas de aprendizagem organizacional e desenvolvimento de capacidade de inovação possam facilitar a inserção da inovação responsável em seus processos. Trata-se de um estudo qualitativo e exploratório, que contou com uma revisão da literatura científica que trata dos conceitos de aprendizagem organizacional, capacidade de inovação e inovação responsável. Os resultados mostram que aprendizagem organizacional e desenvolvimento de capacidade de inovação podem facilitar a implementação da inovação responsável no processo inovativo de empresas, contribuindo para a transição ao modelo de desenvolvimento responsável e sustentável. Esta implementação pode garantir maior capacidade competitiva, diferenciando os produtos e serviços ofertados pelas empresas no mercado, além de se alinhar às novas demandas de stakeholders, principalmente, colaboradores e consumidores atentos às novas realidades tecnológicas e socioambientais.