Relationship between organizational learning and change

relationship between organizational learning and change

PDF | This paper explores the relationship between organizational learning the macro-level, and organizational learning refers to the persons changing from. The present study aimed was the relationship between organizational learning and Keywords: Organizational Learning, Innovation, Willingness to Change. showed that there is a positive relationship between organizational learning and In today's dynamic and rapidly changing workplace and globalized economy.

Organizational Learning and Change Management

Staffs who have less commitments toward their job have more absence and may quit more than others. An employee who is affectively committed strongly identifies with the goals of the organization and desires to remain a part of the organization. In Continuance Commitment CC the individual commits to the organization because he or she perceives high costs of losing organizational membership cf. These feelings may derive from many sources. Leadership strategy has a correlation with organizational commitment.

He studied organization commitment in its three dimensions: These components had a relationship with the dimensions of organizational commitment.

Organizational Learning and Change Management

This cross-sectional study has been done in 9 hospitals in South Korea to measure the effectiveness of nurse managers, job satisfaction and organizational commitments. The results indicated that the establishment of the principles of learning organization and organizational commitment are related.

These principals have increased commitment up to In addition, there was no meaningful relation between managers and assistants ideas considering their experience and level of education to serve them significant difference. At the same time, organizational learning, job satisfaction and organizational commitment are also equally important in explaining work performance among the public service managers.

In addition, proactive personality moderated the relationship between organizational learning culture and organizational commitment. So the relationship between the amount of commitment and sex is not significant. Organizational commitment among managers with a high work experience was more.

relationship between organizational learning and change

The effect of organizational learning culture on financial performance is still positive, but indirect through non-financial performance from the employee perspective.

And there was a significant correlation between age and OC. Especially in health care systems, for example hospitals. Methods This was a descriptive correlation or relationship survey.

Study population was all 90 nursing managers employed in teaching hospitals of Isfahan University of Medical Sciences from October to February The managers were nursing managers head nurses and supervisors.

Content validity was considered for instrument validity. For promoting organizational flexibility and experimentation, the following mechanisms may be used: Invite experienced practitioners or experts who have met success at work by implementing change in the organization.

Ask them to share their experiences with a few selected representatives of the organization. Encourage employees to use their problem solving abilities for addressing various issues and apply their creative mind for tackling various problems, even if they may not get success every time.

Provide positive reinforcements in the form of rewards to the people who use new approaches for solving a problem and achieve success in it. Review performance periodically and hold periodic meetings for sharing the objectives and experiences, successful initiatives and outcomes of various experiments.

Organize seminars and workshops for raising awareness on the new changes and successful initiatives. Team work and Mutuality: Team work and mutuality is one of the major pre-requisite for promoting organizational learning. The following mechanisms may result in establishing an environment of collaboration, mutuality and team support: Sharing of experiences, new ideas and innovative approaches both within the organizations as well as with other organizations.

Create task forces for realizing mission critical goals, implementing new projects and reviewing the project success and for communicating a shared vision to the employees of the organization. Review the progress of new initiatives or projects by holding periodic meetings headed by the top or senior management officials.

Top management can play a crucial role in integrating objectives, building internal synergies and fostering a collaborative environment for implementing change successfully. Contingency and Incremental Planning: A contingency approach to planning or incremental planning foster organizational learning. Contingency planning improves organizational preparedness in identifying alternative solutions for proactively addressing problems of varying nature.

The mechanisms can lead to contingency planning: Detailed plans reflecting the contingent approach can be prepared. Time bound goals can be defined, but should equally include the best possible alternatives.

Organizational Change Management and Organizational Learning

Learning gets reinforced if new initiatives are integrated with the existing processes or practices.

Record the learnings derived from new experiences and continuously review performance and improvements which take place as a result of effective planning. Create task forces and encourage groups to identify alternative approaches and solutions for implementing a change.

relationship between organizational learning and change

Organizational Learning requires strengthening of desired competencies, which can be done in the following ways: Competency building can be done by inviting experts or practitioners for sharing their experiences or best practices and encouraging people to endorse change.