Learning organization modelling patterns

Abstract

International audienceIn continuously changing external environment the learning organization can provide a competitive advantage. However, the concept has been largely criticized for lack of conceptual clarity and operational imprecision. This has strongly undermined the possibility for development of learning organization models. The aim of this paper is to identify the generative mechanism of the learning organization by applying the pattern oriented modelling. This is achieved through development of learning organization conceptual model that contains learning as central domain supported by additional ten domains organized in four pillars: direction (vision and strategy), infrastructure (structure, technology and processes), informal (culture, power, politics) and change (leadership and change). Then by development of patterns for each domain of the model the Learning Levels and the relation " transcend and embed " were identified as a generative mechanisms of the learning organisation

Learning organization and organizational citizenship behaviour in West Malaysia: moderating role of team-oriented culture

“…Additionally, having a team-oriented culture as a moderator provides additional variance on the direct relationship between LO and OCB. This study adds to Santa and Nurcan's (2016) conceptual paper of developing an LO. Including team orientation as a culture, along with establishing an LO, improves the overall functioning of organizations to achieve their visions.…”

“…By being an LO, organizations could provide more learning opportunities and experiences to individuals, teams and organizations. As an integrated learning system within organizations (Marsick and Watkins, 2003), an LO can encourage all learning entities (individuals, teams and organizations) to engage in different learning processes and activities (Santa and Nurcan, 2016). These encouragement and support at the organizational level could help employees be more involved in diverse activities as citizens of their organizations.…”

“…With an LO, organizations can reduce the cost to select and recruit potential talent, as existing talent with contextualized knowledge have a better possibility of staying with organizations (Örtenblad, 2013b). Having team players in organizations ensures the continuity of a high level of team-oriented culture, which is important to drive LOs towards achieving their vision (Santa and Nurcan, 2016). Without a strong foundation of an LO and team-oriented culture, organizations fail to achieve their strategic objectives to create a unique architecture to compete with a competitive advantage.…”

The Organizational Change Process: Its Influence on Competences Learned on the Job

“…Teams are the place where the rubber meets the road; if teams cannot learn, the organization cannot learn (Senge, 1990). The literature also does not both foster the relationship between the levels and support it with empirical data (Santa & Nurcan, 2015).…”

“…These concepts have been largely criticized for lack of conceptual clarity and operational imprecision (Santa & Nurcan, 2015). In a learning organization, learning takes place at the individual, team and organizational levels (Karp, 2006).…”