Characteristics Of Learning Organization Research Articles

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.

An investigation of the impact of the knowledge sharing and the characteristics of learning organization on employees’ organizational intelligence

The aim of this study was to investigate the impact of the knowledge sharing and the characteristics of learning organization on employees’ organizational intelligence in Red Crescent Society of Ardabil Province. The present study was a descriptive correlational research in terms of method and a survey research in terms of data collection. The population for the study consisted of the entire staff of Crescent Society of Ardabil Province which was equal to 210 individuals. Due to the limited statistical population, instead of sampling, all 210 employees were selected as the sample. Among 210 questionnaires, a total of 190 questionnaires were returned and entered the analysis. In this research, the data gathering tools were the learning organization questionnaire by Mahmoodzadeh (2005), Albrecht’s (2003) organizational intelligence questionnaire, and Pai’s knowledge sharing questionnaire (2006). In order to analyze the collected data, SPSS software was conducted and to analyze the hypotheses, simple and multiple regressions were used. Results indicated that the knowledge sharing and its components had a positive and significant impact on organizational intelligence of the employees of Red Crescent Society of Ardabil province. Moreover, the characteristics of learning organization and its components had a positive and significant impact on organizational intelligence of the employees of Red Crescent Society of Ardabil Province.

The Learning Organization

Abstract Why do organizations need to learn? This question will be discussed in this article, as well as the definition and characteristics of learning organizations. The reader will get a comprehensive description of a learning organization based on Peter M. Senge “The fifth discipline” to understand how a learning organization differs from traditional organizations. The final chapter will get an outlook that future learning processes within networks will have a stronger role, since it allows a better understanding between intraorganizational and interorganizational learning processes. Purpose of the article: This article will lead you within the topic of learning organizations. It will set a first input to different approaches how a learning organization can be defined and get established.Through this the reader will get an impression that a common vision is very important for these approches. So this article will set a first trigger for the interested reader for learning organisazations. Methodology/methods: Literature study for creation of new knowledge due to scientific work.Scientific aim: The reader will get a comprehensive description of a learning organization based on Peter M. Senge “The fifth discipline” to understand how a learning organization differs from traditional organizations due to literatur study. The article will show that there is still a lot of research potential to create a role model concept for the implementation of a learning organizsation. Findings: Due to the inconsistent research results further multifaceted approaches remain to gather further research results. As more people will be employed in organizations, communication will become a more important component within a learning organization. Furher more a common vision is very important to establish a learning organization. Conclusions (limits, implications etc): Core issue lies in questioning how learning processes of individuals and within organizations are working. The various concepts for “learning organization” describing organizational learning, to constantly expand the learning ability of organizations and, consequently, the skills to solve problems from individuals and organizations itself. Here the integrative approaches e.g. the fifth discipline try to close the research gap and clarify the phenomenon of organizational learning. (cf. Liebsch 2011:124). Due to the inconsistent research results further multifaceted approaches remain to gather further research results. As more people will be employed in organizations, communication will become a more important component within a learning organization. (cf. Unger 2002: 38). Different approaches showed the importance of communication within learning organizations as a fundamental component of those. Following the results of these concepts, it is important to promote collective learning processes so that organizational learning can occur. (cf. Unger 2002: 39). In future learning within networks will get a more and more important role, as it allows to forster the understanding between intraorganisational and interorganizational learning processes. (cf. Liebsch 2011: 124).

The relationship between the characteristics of the educated organization and the development of intellectual capital and their impact on achieving continuous improvement of service organizations

This study aims to identify the relationship between the two concepts which are learning organization characteristics with its dimensions (continuous learning - dialogue - strategic leadership – collaboration and team learning - empowerment - systems to share and capture the knowledge - adaption with the external environment), and capital intellectual development with its components (human capital - structural capital – customer capital) and their impact to achieve continuous improvement of service organizations, particularly at the University of Sulaimani. The questionnaire were designed to collect data and measurement standards were developed using the random sampling method, the questionnaire forms were distributed to the study sample represented by the teachers in the different colleges of Sulaimani University. Several statistical techniques were used including statistical Cronbach's alpha and arbitrators to ensure the honesty and consistency, Pearson correlation analysis and simple linear regression. The results showed the existence of a positive relationship between the variables and the effect of varying proportions. Based on the results, a number of recommendations were presented to all the organizations to concentrate on the learning characteristics, intellectual capital development and continues improvement.

Professional Learning Community’s of Teachers Conceptualization in the Context of Research of Learning Organization

This article deals with conceptualization issues of teacher professional learning communities. Scientific problem, addressed in the article, is presented by analysing world’s scientists and national laws of education. In which the need of learning community, and the suggestion that teacher professional learning communities are the most effective way to reach it is declared. In the first part many definitions of teacher professional learning communities and various definitions of the concept are analysed. The analysis is divided in to 2 groups, where the first one is about definitions of teacher professional learning communities, which is shown in the table, ant the second one shows the characteristics of teacher professional learning communities. In the second part of article foreign and national scientists are discussed, who researched definitions of learning organization. It is found out that there are significant amount of research about school as a learning organization, city as a learning organization, learning organization, but these researches do not defines teacher professional learning communities. After defining the characteristics of learning organization, the characteristics of teacher professional learning communities and learning organization were compared according to the scientific literature. A figure was created, showing mentioned differences and similarities of characteristics. Keywords: teacher professional learning community, learning organization. DOI: http://dx.doi.org/10.15823/su.2015.38

Does organizational learning lead to higher firm performance?

Purpose– The purpose of this paper is to develop a framework for studying organizational learning, firm innovation and firm financial performance.Design/methodology/approach– This paper examines the effects of organizational learning on innovation and performance among 287 listed Chinese companies.Findings– The results indicate a positive association between organizational learning dimensions and firm performance (both objective financial performance and perceptual innovation measure).Research limitations/implications– The sample includes only firms for which secondary data are available. Different results might have been obtained if we include smaller, private firms into the sample. This paper only includes a limited number of measures of financial performance to assess the relationship between organization learning dimensions and firm performance. Therefore, researchers are encouraged to test the proposed propositions further with different performance measures.Practical implications– The results showed that 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.Originality/value– The integration of objective measures of firms’ financial performance with perceptual survey data represents a unique methodology that has not been widely used in the organizational learning literature. The positive correlations between the eight learning dimensions and the measures of firms’ performance lend credence to the efficacy of the organizational learning concepts.

Implementing learning organization components in Ardabil Regional Water Company based on Marquardt systematic model

This main purpose of this study was to survey the implementation of learning organization characteristics based on Marquardt systematic model in Ardabil Regional Water Company. Two hundred and four staff (164 employees and 40 authorities) participated in the study. For data collection Marquardt questionnaire was used which its validity and reliability had been confirmed. The results of the data analysis showed that learning organization characteristics were used more than average level in some subsystems of Marquardt model and there was a significant difference between current position and excellent position based on learning organization characteristic application. The results of this study can be used to improve work processes of organizations and institutions.

EDUCATIONAL INSTITUTION AS LEARNING ORGANISATION

An educational institution by its structure, the mission and the mission and the composition of the staff and their competencies, as well as requirements on the quality of the education likely are according of the learning organization characteristics. Learning organization and its influence could be seen from various development levels: global, regional, organizations, teams, individual. For all the schools in Latvia now is a very important regional and organizational level. The school to be created as a learning organization, has everything necessary objective conditions. Empirical research shows that the learning environment for teachers in schools are provided, but required for school leaders using the learning outcomes target-based school development, and also make it visible to the teachers themselves.

Implementation of Learning Organization Components in Ardabil Social Security Hospital

This study aimed to investigate the implementation of learning organization characteristics based on Marquardt systematic model in Ardabil Social Security Hospital. The statistical population of this research was 234 male and female employees of Ardabil Social Security Hospital. For data collection, Marquardt questionnaire was used in the present study which its validity and reliability had been confirmed. Statistical analysis of hypotheses based on independent samples t-test showed that learning organization characteristics were used more than average level in some subsystems of Marquardt model and there was a significant difference between current position and excellent position based on learning organization characteristic application. According to the research findings, more attention should be paid to the subsystems of learning organization establishment and balanced development of these subsystems.

Learning Organization Profile of Educational Hospitals in Iran: Practice of Organizational Interlocking Systems.

Background:Organizational learning has been identified as necessary for different organizations to improve their performance in the changing and competitive environment.Purpose:The main purpose of this research was to specify the learning organization profile of educational and health centers of Tehran and Qazvin Universities of Medical Sciences in Iran.Methodology:The present research was conducted using a cross-sectional method in the academic year of 2013-2014. A staff of 530 from educational hospitals subordinated to Tehran and Qazvin universities of medical sciences participated in the research. The participants were selected using stratified random sampling. That is to say, a random sample of a proportionate size was selected from each hospital. The instrument for data collection was a Likert-scale questionnaire involving 50 items. The statistical techniques of ANOVA, t-test, Chi-square, correlation coefficients (Pearson and Spearman), and regression were utilized to analyze the data. All of them were performed using the Statistical Package for Social Sciences (SPSS) 16.0 for windows.Result:The results indicated that 449 of participants (84.7%) had a B.S. degree and 78 of them (14.7%) had an M.S. or a Ph.D. degree. Among the fivefold dimensions of “Learning Organization” model (Learning, Organization, People, Knowledge, and Technology) in comparison of the two universities, the “people” dimension was the highest-rated dimension with the mean rating of 25.71±8.36 and the “learning” dimension was the lowest-rated dimension with the mean of 25.35±8.04. Comparison between the two universities yielded the result that educational hospitals in Tehran University of medical sciences with the rating of 126.56 had a more complete profile than that of educational hospitals in Qazvin university of medical sciences with the rating of 122.23.Conclusion:The hospitals of the two above-mentioned universities were, to a great extent, far from the characteristics of Learning Organization. In light of the massive mission of these centers to maintain and improve the community health and to train the skilled labor force, the centers should embark on updating the data and institutionalizing learning. Furthermore, to modify staff’s behavior and performance and to achieve their goals, they should accentuate the importance of acquiring, creating, and transferring knowledge.

Exploring the relationships between the learning organization and organizational performance

Purpose The purpose of this research is to evaluate the Dimensions Of Learning Organization Questionnaire (DLOQ) framework from the perspective of public sector organizations. We have used performance indicator data after organizational learning inspired intervention in a semi-autonomous network of public sector organizations. Design/methodology/approach This study used original administrative data to track the learning progress, as measured by a ratio of access to funding sources. The study also collected survey data using tailored DLOQ instruments and then determined the efficacy of DLOQ framework for public sector organizations. Several data analysis techniques were used to specify a final set for the learning organization instrument with construct validity and instrument reliability. Confirmatory factor analysis was selected to test the construct validity for the measurement of the dimensions of the learning organization and to verify the adequacy of the item to factor associations and the number of dimensions underlying the construct. Findings We found evidence that confirms that the organizational level (particularly the system connection) has a positive impact on organizational performance and a mediating effect on the relationships between the individual/group levels of learning organization characteristics and organizational performance. This study extends the Watkins and Marsick’s (1993, 1996) learning–organization framework that helped to produce case-specific outcomes such as the extent of error reduction. This framework provides a useful structure for other researchers to study learning dimensions and their relationships with other organizational performance variables. The results also show evidence of internal consistency and the construct reliability of the dimensions of the learning organization. Research limitations/implications Care should be taken in generalizing the structural equation model identified in this study. Because of the multidimensional and complex nature of the learning organization, the research setting for this study might be only one of the possible settings that specify the relationships among different levels of the learning organization and performance outcomes. There are rather complicated interactions among these dimensions and in each attribute of a learning organization. Originality/value This study theoretically confirms that the organizational level (particularly the system connection) has a positive impact on organizational performance and a mediating effect on the relationships between the individual/group levels of learning organization characteristics and organizational performance. This study also methodologically shows evidence of internal consistency and the construct reliability of the learning organization measures along with significant efficiency gain in theory.

Assessing the effects of learning organization characteristics in Korean non-profit organizations: Focusing on the association with perceived financial performance and employee satisfaction

During the last decade in Korea, non-profit organizations (NPO) have shown incredible growth in both their number and size due to the development of civil society and government-subsidizing policies. Most registered NPOs are subsidized by the government but their learning capacities and financial performance in meeting new social needs in an innovative manner is somewhat limited and even less sustainable. In this article, the authors assume that the learning organization characteristics of NPOs influence their levels of performance and employee satisfaction. An analytical framework that enables a better understanding of the relationship between learning organization and perceived financial performance is proposed. On the basis of the proposed framework, the hypothesis that the learning organization characteristics improve the financial performance of NPOs is empirically tested. The analysis results confirmed that the learning organization characteristics enhance financial performance and employee satisfaction.

An Investigation of the Characteristics of Learning Organizations in Turkish Companies: Scale Validation

In this study it was aimed to identify the characteristics of learning organizations and testing the learning organization scale in Turkish companies. The questionnaire was applied to 48 managers and 426 employees in 11 companies, operating in outsourcing for call center industry. The reliability and validity of the “Organizational Learning” scales developed by Mets and Torokoff (2007), which were based on Senge's five disciplines, in order to determine the characteristics of the learning organizations was investigated for Turkish study population within the scope of this study. According to study findings, it can be stated that aforementioned scale is a powerful tool that can be used to measure organizational learning with its high reliability and validity, specifically for Turkish respondents. The reliability and validity of the “Organizational Learning” scales developed by Mets and Torokoff (2007), which were based on Senge's five learning disciplines and Mets’ three-dimensional learning model, for the Estonian enterprises, were investigated for Turkish study population within the scope of the study and results indicate that this scale is considered valid and reliable for Turkish use.

The Effect of Cybernetic Pattern on the Characteristic of Learning Organization in University : A Case Study of Iran

By debating the issue of academic independence, it is expected that the academic systems act more efficiently than before and academic system had to rethink about the structures, aims and goals to understand the complex nature of its organization and widen its social realm with a more modified and proper design. The present research aims at studying the effect of cybernetic structure on characteristics of learning organizations. 163 of faculty members of Iran universities were chosen as the sample and participants of the present study through random classification method and using a standard questionnaire. In order to analyze the data and answering the research questions and also studying the fitness of the conceptual model which introduces a meaningful network of relationship among the variables, the path analysis and structural equation model analysis were used. The findings suggest direct effects of the Cybernetics model on learning organization have been (0.63).

A learning approach to the ethical organization

Purpose – This review explores the parallels between the characteristics of learning organizations and the characteristics of ethical organizations. Design/methodology/approach – A review of the literature was conducted to examine the characteristics of learning organizations and those that encourage and support ethical behavior. Findings – There are significant parallels between the characteristics of learning organizations and those of ethical organizations. These include leadership, culture, communication, systems thinking, and problem-solving orientation, which are important in creating learning organizations and in encouraging ethical behavior. These parallels encourage social network stimulation, acceptance of new ideas, open discussion, the ability to disagree without rancor, a lessening of hierarchy, employees seeing themselves as part of a larger whole. All of these elements create an environment wherein organizational members are able to contend with and resolve ethical problems. Practical implications – When endeavoring to foster an ethical organizational environment, managers can be aware of the benefits of creating a learning organization, as the two correspond closely. Additionally, managers in learning organizations can leverage this capacity to enhance ethical decision making and behavior. Originality/value – Research on learning organizations has often centered on their value in encouraging innovation and on strategies for implementing the changes needed to establish them. This paper identifies and discusses the parallels between the characteristics of learning organizations and ethical organizations. This is an area that has not been directly explored in the extant literature.

The nature, characteristics and ten strategies of learning organization

Purpose – The purpose of this paper is to grasp the nature, characteristics and strategies of learning organization so as to construct a learning CCP organization, a learning team and a learning society. Design/methodology/approach – Based on the nature and characteristics of learning organization, this paper proposes ten effective strategies to construct learning organization in China. Findings – This paper proposed ten strategies to construct a learning organization: to construct learning group of leaders; to deliver mission, stimulate aspirations and overcome self-transcendence; to learn comprehensively and change mental models; to promote deep dialogue and expand organizational capacity; to learn at work and work in learning and put learning into practice through solving problems; to eliminate the obstacles of learning and improve the effectiveness; to establish a dynamic model of learning – research – innovation; to make a long-term plan, move forwards step by step and promote sustainable development; to implement evaluation during the whole process of construction; to conduct trial implementation. Practical implications – As well, there are some effective strategies and methods of constructing a learning organization, such as the enhancement of learning leaders, the establishment of a pilot group, the improvement of the mental models in learning, the promotion of the dialogue to expand the organizational capacity, learning at work and the work in learning, the establishment of “three in one” work model of learning – research – innovation, the promotion of the construction through evaluations and a long-term stage to promote sustainable development. Originality/value – Learning organization is not only a new form of the organization, but it is also a leadership strategy that advances the healthy and sustainable development of the organization. Moreover, it is a culture of the organization that enhances organizational learning, improves mental models, increases organizational intelligence quotient and emotional quotient, and the ability of creating the future.

The effects of learning organization characteristics on socialization contents and organizational commitment: the case study of a Korean company in China

The effects of learning organization characteristics on socialization contents and organizational commitment: the case study of a Korean company in China

Relationship between Leadership and Characteristics of Learning Organizations in Deployed Military Units: An Exploratory Study

Previous research has shown that military units operating in the context of risky missions display the characteristics of a Learning Organization. The present work provides preliminary exploratory evidence about the association between Learning Organization characteristics and leadership styles used by military leaders in the field. Based on the literature, we hypothesized that higher Learning Organization characteristics would be associated with a more transformational style of leadership that inspires followers. With this purpose, the five characteristics of a Learning Organization as defined by Peter Senge (Systems Thinking, Team Learning, Shared Vision, Mental Models, and Personal Mastery) and leadership styles as defined by the multifactor leadership model of Bass and Avolio (Transformational, Transactional, and Passive-Avoidant), were measured among commanding officers who had recently served in a mission abroad. Associations with organizational outcomes (Extra-Effort, Effectiveness, and Satisfaction) were also investigated for both Learning Organization characteristics and leadership styles. The correlations showed that Learning Organization characteristics were highly related to Transformational leadership dimensions, and also with Transactional leadership based on Contingent Rewards; meanwhile no association was found with a Passive-Avoidant leadership. Organizational outcomes were also related to Transformational leadership, Contingent Rewards and to various characteristics of a Learning Organization. Implications of these results, as well as avenues for future research, are also discussed.

Why are some firms more innovative than others? Exploring the role of learning organization components

Basing their study on the seven-component framework for a learning organization suggested by Marsick and Watkins in 2003, researchers investigated the combined as well as individual impact of these components on innovation in 139 South Asian companies. They also examined the effect that organizational size and type have on innovation. Their results revealed that the characteristics of learning organizations have a strong positive effect on the innovation performance of firms when they are combined, but that individually the components have no significant influence. In addition, they found that the effect differed depending on the size and type of organization. These findings have implications for organizational managers who wish to encourage innovation. © 2012 Wiley Periodicals, Inc.