Characteristics Of Learning Organization Research Articles

The role of the characteristics of learning organization in reducing the organizational failure: An analytical study of the opinions of a sample of employees in Salah al-Din Health Directorate

The role of the characteristics of learning organization in reducing the organizational failure: An analytical study of the opinions of a sample of employees in Salah al-Din Health Directorate

The Impact of System Thinking on Learning Organization Practice in Non-Profit Management

In India, NGOs are a driving force behind social progress and transformation. When governments are unable to meet the needs and demands of the community, they step in to help. Although "learning organisation" is a popular term in business, its application in the nonprofit sector is still unknown. This quantitative study employs a survey research design to investigate the applicability and degree of system thinking implementation in non-governmental organisations (NGOs) that are involved in rehabilitation services in Kerala. System thinking is one of the characteristics of learning organizations. This survey includes 300 respondents, including professional staff members and managers of 45 non-profit organisations. The study's findings indicate that the degree of system thinking application varies significantly amongst Kerala's nongovernmental organisations. A good continuous learning environment in the nonprofit sector can be ensured by practicing the essence of learning organizations, conceptualizing their purpose, and professionally executing all of their dimensions. It is imperative to view NGOs as learning organizations since they provide invaluable services to both the country and humanity. The study's conclusions highlight the need for system thinking to successfully apply learning organisational dimensions in the NGO sector to transform the organisation and achieve organisational development and innovation while maintaining a high degree of objective truth

The Impact of the Characteristics of the Learning Organization on the Effectiveness of Crisis Management Stages: A Field Study in the Social Security Corporation in the Southern Region of Jordan

The study aimed to analyze the impact of learning organization characteristics in the effectiveness of crisis management stages in the social security corporation, Southern region of Jordan. The study population consisted of all employees in the mentioned branches that consisted of (150) participants. The study used the analytical descriptive method. Statistical methods were used based on (SPSS- Version-20) to answer the questions and testing hypotheses. The study concluded that the level of availability the characteristics of learning organization in the social Security Corporation in the southern region of Jordan, and that the level of effectiveness of crisis management stages level have a high degree. The study showed that there is a statistically significant effect for the characteristics of learning organization and all its dimensions on the effectiveness of crisis management stages. The study recommended forming permanent emergency teams to deal with crises, and delegating authorities to the branches to provide an element of speed in detecting crises and treating damages.

Investigation of the role of individual creativity of employees in the relationship of learning organization and business performance

This study aims to examine the role of individual creativity of employees in the relationship between the learning organization and business performance. Quantitative patterned research methods were used in the study. A survey method was used to collect first-hand data. The research sample consists of a group of 301 employees operating in various sectors and working in different positions in the province of Istanbul, Turkey. The questionnaire consists of appropriate scales to measure learning organization characteristics, individual creativity and business performance. Data analysis was carried out using statistical methods and regression analysis via SPSS 2.0 statistical program. Findings show that learning organization characteristics positively affect the individual creativity role of employees. In addition, it has been revealed that the individual creativity level of the employees has a positive relationship with the business performance. The mediating effect of the individual creativity variable in the relationship between the learning organization and the job performance has also been found. These findings highlight that the learning organization is an effective strategy in increasing business performance and that the individual creativity of employees is a critical factor in this process.

HAVE THE ROMANIAN SCHOOLS BECOME LEARNING ORGANISATIONS? VIEWS OF THE TEACHING STAFF

To meet the diverse needs of students in complex social environments, it is necessary to transform schools into learning organisations (Fullan, 1993; Sava, 2022). Empirical evidences show that learners make significant progress when schools exhibit the characteristics of learning organisations (Harris & van Tassell, 2005; Schechter & Qadach, 2012; Silins & Mulford, 2004). The “learning organisation” approach is necessary and suitable for schools, regardless of their operating context, thus providing a sustainable competitive advantage (Kools & Stoll, 2016; OECD, 2016). Staff in a school may have different perceptions about the extent to which their school is a learning organisation. In this study, we investigated if perceptions about the status of the school as a “learning organisation” differs significantly according to variables such as the school environment, the staff ’s position and seniority. The online questionnaire, applied in April-May 2022, was filled in by 650 participants (70 principals, 543 teachers and 37 auxiliary teaching staff) from 248 Romanian schools. Self-reported data were collected using the instrument developed by Kools et al. (2020), validated in the Romanian context. The results show significant differences among the participants’ responses in relation to the school environment and in terms of the respondents’ position in the school. Data showed no statistically significant difference among the participants’ responses in terms of seniority. The results of the current research represent a useful step in the process of evaluating Romanian schools, with the aim to transforming them into learning organisations.

Evaluation of Public Schools in Context of Learning Organization Characteristics

Evaluation of Public Schools in Context of Learning Organization Characteristics

Organizational Culture and Learning Organization: An Empirical Study of the Colleges in Bhutan

Aims: The study assessed the learning organization (LO) dimensions, dominant culture, and the relationship between the organizational culture and learning organization dimensions of the colleges of Royal University of Bhutan (RUB).
 Study Design: It was a correlational study.
 Place and Duration of Study: The sample consisted of teaching and non-teaching staff of the colleges of RUB. The survey was conducted in Bhutan between February and April 2022.
 Methodology: The study participants were 201 teaching (161) and non-teaching (40) staff of the colleges of RUB. The Organizational Culture Assessment Instrument (OCAI) was used to analyze the culture of the colleges. The Dimensions of the Learning Organization Questionnaire (DLOQ) was used to examine the LO characteristics of the colleges. IBM SPSS (Statistical Product and Service Solutions) version 21 was used for data analysis.
 Results: RUB can be considered as a learning organization, as the average (4.051) of the DLOQ dimensions’ ratings by the staff is higher than the DLOQ scale average. The DLOQ dimension, connect the organization to its external environment, achieved the highest score. The DLOQ dimension, foster inquiry and dialogue, achieved the lowest score. The dominant culture of the colleges of RUB is clan culture. Clan culture significantly positively predicted, and hierarchy culture significantly negatively predicted the dimensions of a learning organization – continuous learning, inquiry and dialogue, team learning, strategic leadership for learning, systems to capture learning, empower people, and connect the organization. These predictors predicted 17.86 percent to 25.72 percent of the variance in the learning organization dimensions.
 Conclusion: The dominant culture of the colleges can promote or act as a barrier to the LO practices in the organization. The colleges need to shift orientation from control to collaboration to promote LO characteristics in the colleges.

Managerial Interpersonal Competencies - Benefiting from Learning Organization Characteristics in SMEs

Abstract To succeed in today’s ever-changing business environment, enterprises must rely heavily on their own abilities to learn and manage acquired knowledge. In this sense, the concept of learning organization has been proposed as an ideal type of organization for competing and surviving in the contemporary, highly demanding business environment. The presumption that employees will be more open to discussions, new ideas, to acknowledge and correct their own mistakes in a favorable and supportive work environment implies that managers potentially play significant roles in developing such environments. The behavioral approach that managers take in interpersonal dynamics with their subordinates stands out as a particularly important factor in developing favorable work environments for learning and change, i.e., encouraging employees to engage in, for them, often risky and unpleasant processes of learning and changing their initial ideas, standpoints and eventually mental models. In the relevant literature, these topics have been explored a number of times in large enterprises, while they are, with a few exceptions, mostly neglected in the case of small- and medium-sized enterprises (SMEs). Therefore, the purpose of this paper is to investigate the role that managers’ interpersonal competencies (MIC) have in the emergence and the development of learning organization characteristics (LOC) in their enterprises. In addition, this paper investigates the effects of the interrelationship between MIC and LOC on overall managerial effectiveness in order to gain a deeper insight into the potential managerial and organizational benefits of the dynamics between MIC and LOC. To provide answers to the stated research agenda, empirical research has been conducted on the sample of 87 employees and managers from Croatian SMEs. Collected data were processed via SPSS 23.0 and Microsoft Excel. Results obtained suggest that there is a significant interplay between MIC and LOC and that LOC may play a positive mediating role in the effect of MIC on managerial effectiveness.

LEARNING ORGANIZATION: A NEW MANAGEMENT PARADIGM

The article substantiates the need and forms an actual conceptual foundations vision of a learning organization development, which has a number of unique competitive advantages due to the effective intellectual potential use. A number of differences in understanding the essential learning organization characteristics, as well as its fundamental differences with a traditional organization, are distinguished. The key concepts of the formation of a learning organization, as a fundamental component of the intellectual potential management system are specifying. Implementation of the formulated concepts will create a basis for building a learning organization to accelerate the transition to an innovative development model. The problems of individual and organizational training as the necessary condition for the development and effective use of the organizations intellectual potential are analyzed. The fundamental principles of learning organization constructing, which are based on a new management paradigm are highlighted. The author's definition of the "learning organization" and "corporate culture" categories essence is given. The theoretical model of the learning organization, which contains a description of such an organization and interconnection between its basic elements, is developed. For these organization elements, the requirements of which contributes to the development and implementation of the over pointed self-learning organization abilities at the highest possible level consideration and systematized. The main norms and values representing the corporate culture of the learning organization are given. Motivators and tools that make it possible to create an effective system of employees’ motivation to increase the level of labor intellectualization in the organization are revealed. The personnel professional development motivation methods are analyzed. The pyramid of managers’ professional competencies by organizational and serving levels and is accentuated at leadership phenomenon. The strategic vision of the learning organization development is formed. The actual directions of a defined problem further development is the search for ways to effectively use intellectual potential in the learning organizations conditions based on the use of a systematic approach.

Assessing the functioning of government schools as learning organizations

The present study examined teachers' perceptions of school leaders' practices towards employing the characteristics of Learning Organisations in public education schools. The research used a mixed-method research design, implying that the study conflated quantitative and qualitative data to achieve aims. Moreover, the study used simple random sampling to recruit the participants, enhancing the validity and reliability of the gathered data. Data was collected through a learning school questionnaire (LSQ) administered to two hundred and forty-seven school leaders and two hundred and twenty-one school teachers selected from the selected region's government schools. Findings showed the criticality of school leadership in enforcing and sustaining learning organisations. Also, some impediments to creating Learning Organisations were centralisation, the low level of administrative support in educational departments, and the ineffectiveness of organisational education training programs, which require financial, administrative, and training stimulation to develop schools. School actors can implement the recommendations included in this research to remodel their educational systems as Learning Organisations.
 
 Keywords: Learning organisations, school leaders, teachers, learning school questionnaire

UnderstandingMulti‐levelLearning in Organizations: A Comparison of Lean and the Learning Organization

Learning organization (LO) models emphasize learning at multiple levels (individual, team, and organization). The Lean literature addresses multi-level improvement in performance with specific strategies to coordinate and mobilize individuals, teams, and organizations. We review the key models in LO and Lean literatures to identify factors that facilitate learning and performance, respectively. We compare and contrast Lean and LO characteristics for better understanding of how divergent foci on learning and performance are likely to affect organizational learning and performance in different ways. The review concludes with implications for theory and research for workplace learning and HRD.

Impact of learning organization on organizational effectiveness – An applied study on Five Star hotels in Jordan –: أثر خصائص منظمة التعلّم في تحقيق الفاعلية التنظيمية – دراسة ميدانية على فنادق الخمس نجوم في عمان – الأردن –

This study aims to identify the availability of learning organization characteristics and its impact on organizational effectiveness in five-star hotels in Amman. This study employed purposive sampling. The sampling unit included all employees in the administrative departments in the three hotels which consisted of (237) individuals. The results show the availability of learning organization characteristics in five- star hotels in a high degree, which indicates the awareness of five stars hotels management of the importance of learning organizations characteristics & the presence of a statistically significant effect of learning organization characteristics and its dimensions on organizational effectiveness. In light of these findings, the study provided a set of recommendations. Mainly: management of five-star hotels should give workers more freedom to do the work that is entrusted to them, and to give them more participation in the decision-making process, as well as paying more attention to financial incentives given to their employees in order to encourage continues learning among them.

Opportunities for Leadership Expression in a Learning Organization

Opportunities for Leadership Expression in a Learning Organization

Learning Organization for Corporate Social Responsibility Implementation: Unravelling the Intricate Relationship Between Organizational and Operational Learning Organization Characteristics

Because corporate social responsibility (CSR) is potentially beneficial for companies, it is important to understand the factors that improve a company’s CSR practice. Scholars hypothesize that facilitating learning organization characteristics, which are divided in characteristics at the organizational and the operational level, may improve CSR implementation. These characteristics stimulate companies and their members to be critical, learn from the past, and embrace change, but there is limited empirical evidence of this approach. This study addresses this gap by surveying 280 CSR professionals and performing bootstrap mediation analyses to test multiple hypotheses. Learning organization characteristics at the organizational level, play a key role in supporting CSR implementation: leadership for learning, system connection, and group learning show a direct relationship with CSR implementation. It is striking that the role of the learning organization characteristics at the operational level is only indirect; the organizational characteristics mediate their relationship with CSR implementation.

Learning organization: world experience and Ukrainian realities

The concept of the learning organization is studied and the basic principles of its construction and operation are highlighted in this paper. The author emphasizes the need for constant updating of knowledge and professional skills in adulthood, in accordance with the concept of lifelong learning, recognized by UNESCO as a guarantee of sustainable human development. Based on the learning organization characteristics proposed by P. Senge (improvement of personal skills, shared vision, group learning, mental models and system vision), a new definition of this type of organization is derived, and it is compared with the definitions of other researchers. Examples of foreign companies that are appropriate to this definition (McDonalds, Walt Disney Company, Coca-Cola, Procter & Gamble, General Electric, etc.) and peculiarities of the learning organization concept introduction in Ukrainian realities are analyzed. The main ways, forms and tools of corporate learning depending on the goals and size of the enterprise – from creating its own educational platform or collaboration with leading educational institutions or service centers to webinars, trainings and distance training of the staff are considered. The author's vision of the life cycle of the learning organization, which in contrast to the life cycle of the normal organization do not consists of 5 phases (formation; growth; stability; decline; transformation), but of 4 (formation; growth; stability and transformation as the ability to respond to external and internal challenges facing the organization) is presented in this paper. Peculiarities of personnel management at such enterprise are offered (special attention is paid to planning of personnel career; flexible and transparent motivation system promoting the introduction of changes and innovations; formation of a certain corporate culture in which training and education are recognized as positive phenomenon at all levels of organizational structure; education of loyalty to the organization among the staff as guarantee of the personnel outflow reduction; attitude to personnel as talents, realized or unrealized, etc.). Prospects for increasing the number of learning organizations in Ukraine are analyzed in this paper.

Curriculum Review: Analysis through a Learning Organization Lens

This retrospective analysis of curriculum change in an academic unit explored the extent to which characteristics of learning organizations developed during the process. Three practitioner researchers designed the study as a practice-based, interpretive, single-case study using mixed methodology with data collected from documentary analysis, an online Learning Organization Survey, and semi-structured interviews. The findings suggest that aspects of a learning organization did indeed develop and that the framework proved useful in evaluating change processes. We present a methodology for higher education practitioners wishing to assess their departmental practices and change processes through the framework of a learning organization.

The impact of project citizenship behaviours, project commitment and learning project organization on the success of the project: a model proposal

Purpose - This study examines the concepts of organizational commitment, organizational citizenship behaviors and learning organization characteristics from a project organization point of view; aims to explain how the behaviors and characteristics in this context would affect achieving the objectives of the project. Based on these results it is also aimed to create a model that would maximize success in project management. Methodology - A broad literature survey has been conducted on the organizational citizenship behavior, learning organizations and organizational commitment concepts from project management point of view. The results of researches that are directly related to the topic have been put together. At the last stage, research findings were synthesized and a model is developed based on the dimensions that positively influence success in the project management. Findings- In addition to knowing and implementing the right tools and techniques, it has become clear that the presence of human factors such as stakeholders’ commitment to the project, learning organization, and project citizenship behaviors also play a very important role in achieving the goals of the project successfully. Conclusion- Recently, practitioners focus more on the tools and techniques used in the project management and the competencies of the team. But the human factors in project management remain neglected. This study draws attention to the shortcomings of these elements, which have been overlooked in traditional project management approaches, which are currently being implemented intensively. Drawing attention to these elements through this study, a model is developed which could be beneficial for the academicians as well as professional project managers.

The dimensions of the learning organization questionnaire (DLOQ)

PurposeThis study aims to address the reliability and validity of the shortened versions of the Arabic dimensions of the learning organization questionnaire (DLOQ) to provide evidence on the learning organization (LO) concept in Lebanon and to draw attention to the applicability of the LO concept to facilitate the development and operationalization of the LO in the Lebanese context.Design/methodology/approachA total of 298 cases from five Lebanese firms were analyzed. Rigorous translation procedures have been applied to ensure the relevance of this instrument in the Arabic context. Confirmatory factor analysis, item-internal consistency estimates and item intercorrelation analysis showed that the 21- and the seven-item versions of the Arabic DLOQ have produced reliable measurement scores with a construct validity adequate to measure the LO culture in the Lebanese context.FindingsThe results of the current study confirmed that the shortened 21- and seven-item versions of the Arabic DLOQ are reliable, validated and applicable in the Lebanese context. This study also added to the stability of this foundation and pointed out weak areas that can be addressed by refining and developing the research, theory and practice of the LO.Research limitations/implicationsThe results of this study based on the shortened versions contributed to operationalizing a conceptually developed LO theory, which is an appropriate example of theory building in an applied discipline. The results also suggest that the LO comprised interdependent building blocks that need to be integrated at the individual, team and organizational levels to promote change and development in a system.Practical implicationsThis study provides managers and HR practitioners, especially in the Lebanese context, with a sound model of the LO theory to be applied in their organizations.Originality/valueThis study provides scholars with an understanding of the potential value of the LO in the Lebanese context. The results present evidence of the cultural impact on the perceptions of the LO in the Lebanese context, confirm the applicability of the shortened Arabic DLOQ and provide HR practitioners in Lebanon with a tool to diagnose LO characteristics accurately and consistently and to determine if there is a link between the LO and organizational performance.

Spiritual development – a missing and powerful leverage when building learning organizations

PurposeThe purpose of this paper is to examine and discuss the role that spiritual development plays in the development of learning individuals and organizations. Spiritual development has been examined though the lens of various meditative practices (such as transcendental meditation, mindfulness and flow) and religious indoctrinations (such as Hinduism and Islam).Design/methodology/approachPossibilities of developing learning individuals and learning organizations have been examined by reviewing the benefits of meditative practices and core beliefs of several religious indoctrinations. The findings have been discussed and put into context of the desired learning organizations characteristics, especially from the perspective offered by Peter Senge.FindingsThe presented discussion points to the conclusion that spiritual development, either by practicing certain meditation practices or by implementing core values of different religious indoctrinations, can be considered as a missing and a powerful leverage when developing learning organizations. Spiritual development of individuals might be the missing link or the Holy Grail which could make the learning organizations, as defined by Senge, not only logical and desirable but also attainable.Research limitations/implicationsIn this paper, other religious indoctrinations and their correspondence with the learning organization philosophy, besides Hinduism and Islam, have not been considered.Practical implicationsImplications for practitioners, especially managers, have been identified regarding recommendations for designing working environments that would enable space and time for practicing meditative practices. Implications for raising the level of consciousness have been identified for individuals striving to enliven their state of being and hence improve their creativity and motivation, as well as the inner sense of serenity and well-being. Suggestions have been provided for practitioners in the academic environment regarding the need to introduce the benefits of raising the level of consciousness to their students.Social implicationsRaising the level of consciousness and developing spirituality can have tremendous positive social implications in terms of improved health, ethical and moral conduct, social relations, creativity, productivity and general welfare.Originality/valueBy comparing the benefits of raising the level of consciousness by practicing meditation and reflecting on religious core values and beliefs with the desired learning organization characteristics, it becomes clear that individual spiritual development is the missing link when building learning organizations.

Ideas, experiments and open minds

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings The results indicate a positive association between organizational learning dimensions and firm performance. It is the combination of several learning characteristics and not a single dimension that influenced the variance of firm performance. The findings reinforce the notion that systemic interventions that address a variety and different combinations of learning organization characteristics will be more likely to be successful than interventions that solely focus on singular or a limited number of dimensions. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.