تبیین نقش یادگیری سازمانی در سازمان‌های یادگیرنده

نوع مقاله : مقاله پژوهشی

نویسندگان

• محمد عمو اوبائی مقدم ¹
• رحمت‌ اله اللهیاری ²

¹ دانشجوی کارشناسی ارشد مدیریت آموزشی، دانشگاه تهران، تهران، ایران

² استادیار و عضو هیئت علمی دانشگاه تهران، تهران، ایران

چکیده

کلیدواژه‌ها

• یادگیری سازمانی
• سازمان یادگیرنده
• کارکنان

عنوان مقاله [English]

Explaining the role of organizational learning in learning organizations

نویسندگان [English]

Mohammad amo obaii moghadam*: MA of student in educational management, University of Tehran, Tehran, Iran.

 Rahmatollah Alahyari: Assistant professor and faculty member of University of Tehran, Tehran, Iran.

چکیده [English]

Detailed Abstract

Introduction: The purpose of this research is to explain the role of organizational learning in learning organizations.

Materials and methods: The working method in this research was written using library resources and descriptive method.

Results and discussion: According to all the views presented, it can be said that due to the nature of the era in which we live, there is a lot of difference between the organizations of today and the past. One of the basic characteristics of new organizations is their formation based on learning. in the learning organization; Learning is considered a constant need of all employees and in it, while emphasizing on learning, how to learn, absorb and distribute new knowledge, the creation and production of new and needed information and knowledge is addressed, and all these knowledge are reflected in the behavior and performance of the employees of that organization. They manifest. Therefore, managers and employees are always learning and gaining new skills because the strength of any organization is proportional to the amount of permanent training of its managers and employees. A learning organization is an organization that can recognize environmental needs well and provide the necessary tools to adapt to it, thereby continuing its existence and through rapid creation and development. The capabilities needed to achieve future success should be continuously developed. Many experts consider the learning organization as an organization that is constantly evolving and is a living system that focuses on acquiring knowledge and developing learning skills and improves its performance based on that. On the one hand, this allows organizations to make favorable organizational changes in order to respond to environmental changes, and on the other hand, practicing processes and strengthening them leads to the creation of new organizational knowledge. The most important pillar of the learning organization is problem solving, and all people are involved in identifying and solving problems, and in this way, the organization can learn new experiences, improve things, and increase its abilities. Nowadays, a new concept that has attracted a lot of attention due to the complexity of organizations is the concept of learning organization. Organizations in which people do not show resistance to changes unlike traditional organizations, but always try to change and adapt to the environment. Organizations where one of the important things is learning. The kind of learning in which people's behavior and attitudes change and people learn a new way of thinking and learn how to learn together, how to bring ideas, opinions and mental concepts closer together, therefore, the organization is a learning organization. who learns to change and transform. The learning organization is constantly evolving, focusing on acquiring knowledge and developing learning skills and improving its performance accordingly. This characteristic of the learning organization makes it able to make the desired organizational changes to respond to environmental changes and to gain new organizational knowledge from practicing processes and strengthening them. In the dynamic environment of today's world, only organizations are successful that increase their learning rate compared to competitors and create a competitive advantage for themselves. In learning organizations, managers and employees are always learning and acquiring new skills, because the strength of any organization is proportional to the level of permanent training of its managers and employees.

In the context of the importance and necessity of the research, it should be stated that such organizations, conditions, theories and changes in the organizational environments were before the mentioned decade in such a way that all the organizations had started an extensive effort to maintain their survival and in order to be able to to maintain in the turbulent environment around them, they should change from the non-dynamic forms and towards the learning organization. It means to make deep changes in their structure and basis. In comparison, the concept of learning organization is a practical application of organizational learning theory. Learning organizations use the theoretical findings of organizational learning to identify methods for continuous improvement of production, creation and development of organizational knowledge. Today there is a huge difference between current and old organizations. Today's organizations are based on learning and learning that emerge and develop. Their formation is based on learning. Therefore, managers and employees are always learning and acquiring new skills in order to experience more capability and maintain the competitive advantage of their organization. Because the creativity, flexibility, and authority of any organization is proportional to the amount of training it provides to its managers and employees. In this discussion, an effort is made to provide practical concepts and definitions of organizational learning and the learning organization. Finally, a review of domestic and foreign studies has been done so that these concepts are examined more deeply and simply. In this regard, the main question of the research is raised as follows: How to explain the role of organizational learning in learning organizations?

Therefore, today, organizations are placed in a turbulent and changing environment, and the multitude of changes has made organizations face many problems; Facing successive waves of change, in the form of new technologies, is evident in the organization's social relations. In such an era, efforts should be made to lead organizations to innovation and benefit from human scientific and technical achievements, and to pave the way for innovation and presentation of appropriate plans in these organizations. The higher the environmental uncertainty, the more organizations need extensive knowledge and awareness of environmental factors in order to adapt themselves to environmental changes and developments. In such a situation, the only solution for future organizations is to transform themselves into a permanent learning system so that they can recognize the environmental needs and provide the necessary tools to adapt to the environment and thus continue their lives.

Therefore, today, organizations are placed in a turbulent and changing environment, and the multitude of changes has made organizations face many problems; Facing successive waves of change, in the form of new technologies, is evident in the organization's social relations. In such an era, efforts should be made to lead organizations to innovation and benefit from human scientific and technical achievements, and to pave the way for innovation and presentation of appropriate plans in these organizations. The higher the environmental uncertainty, the more organizations need extensive knowledge and awareness of environmental factors in order to adapt themselves to environmental changes and developments. In such a situation, the only solution for future organizations is to transform themselves into a permanent learning system so that they can recognize the environmental needs and provide the necessary tools to adapt to the environment and thus continue their lives.

The discussion begins with the definition of the concept of organizational learning and ends with types of organizational learning, levels and perspectives of organizational learning, the place and importance of using knowledge management in organizational learning, and the goals and benefits of organizational learning. In the past, organizations were designed in such a way that they could use their technologies and achieve their goals for a long time without any modification, change or transformation. But the importance of organizational learning plays a prominent role in current knowledge-based organizations that are designed to apply new ideas and updated information, because we have long since left the age of technology and entered the age of knowledge. In fact, each of the staff members of today's organizations must have skills and expertise in several specialized activities and be continuously learning.

Conclusion: The general conclusion of the research showed that by explaining the role of organizational learning in organizations, employees are able to clearly express the issues and problems related to their field of activity and provide appropriate solutions for them, and sometimes even the issues that are still bothering the organization. design and solve the problem so that when it happens, they have enough time to make the best decisions.

Keywords: organizational learning, learning organization, employees.