Organizational learning in the context of KM can be defined as “the process of responding proactively to a rapidly changing external environment”. It-can also is thought of as a process of improving organizational actions through better knowledge and understanding.
In other words, organizational learning can be thought of as the manner in which an organization builds, supplements, and structures knowledge and actions centering around their core activities and within their cultures and in the process adapt and develop organizational efficiency by improving and expanding the use of the broad spectrum of skills of their workforces.
A learning organization would immensely benefit if it could bring about a change in its range and style of behavior drought the learning’s effected by its processing of information.
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The key objective of Organizational Learning is to purposefully construct structures and strategies so as to enhance and maximize organizational learning to bring about tangible benefits. The concept of a learning organization is increasingly becoming popular since organizations want to be more adaptable to change.
Learning is a dynamic concept and it emphasizes the continually changing nature of organizations.
The focus is gradually shifting from individual learning to organizational learning. Just as learning is essential for the growth of individuals, it is equally important for organizations. Organizational learning contributes to building, development, enhancement and sustenance of an organizational memory.
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Thus, learning systems not only influence immediate members but also future members due to the accumulation of histories, experiences, norms, and insights. The following is the sequential chronology of the development and the types of information systems employed by most organizations:
Operational level IS:
a. Handles routine day-to-day customer interactions.
b. Automates repetitive activities.
c. Improves customer interface efficiency.
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d. Capable of providing highly structured and repetitive decisions.
Managerial level IS:
a. Used by middle level and functional managers.
b. Automates the monitoring and controlling of operational activities.
c. Improves organizational effectiveness.
Executive level IS:
a. Used for aggregate summaries.
b. Provides statistical analyses, trends and projections.
c. Capable of providing complex, unstructured decisions with long term ramifications.