October 20, 2020
Today’s global environment is characterized by the constant change of organizations, which cannot be successful if employees are not aware of the need for change and if they do not adopt a strategy promoting continual evolving. Employees and the knowledge they have are the most important means by which a company can create a competitive advantage. Therefore, companies are becoming aware that they need to do more in the field of employee development.
When a company supports an “open” organizational climate and feedback in support of organizational learning, and when it includes management in the educational process, we are talking about a learning organization. The concept of a learning organization has recently become a popular way of softly changing an organization.
The definition of organizational learning is the ability to create, acquire, and transfer knowledge and change behavior at all levels of the company. The foundation of a learning organization is an active and creative person who feels a certain responsibility and takes care of acquiring new knowledge and skills for their work, participating in the design of educational programs, transferring acquired knowledge, and using it in practice. There is an awareness in the learning organization that change is a necessary factor of business, an opportunity to learn and improve the existing situation.
Learning enables a faster and more efficient response to a complex and dynamic environment, increases the transfer of information, understanding, and success of the decisions they make in the organization. Organizational learning is important for innovation and is a bridge between work and creativity.
Knowledge is power and if we share knowledge, we also share power. Therefore, knowledge management is the basis of the learning policy of a learning company. The company wants to use as much knowledge as possible that employees have, and in return, it must respect them, trust them, believe in them, and give them the opportunity for creativity and self-realization.
A learning organization is one that can create, acquire, and transfer knowledge and reflect new knowledge and insights in changed behavior. The main activities of the learning organization are systemic problem solving, experimenting with new approaches, learning from personal experience and history, learning from the experiences and best practices of competitors, and fast and efficient transfer of knowledge among employees of the organization.
We can describe it as space where people are constantly expanding their abilities to create desired results. New patterns of thinking are nurtured in this space, there is a voluntary collective effort, and people are constantly learning how to learn.
Effective knowledge management requires a combination of people and technology. While humans are needed to understand, synthesize, and interpret various types of unstructured knowledge, computers and communication systems enable its collection, transmission, and distribution. Computer and network systems and their use enable an easy and fast exchange of knowledge regardless of distance, and can greatly contribute to building a learning organization.
Although probably, the concept of a learning organization is still not entirely clear, its success has less to do with definition or content than with learning conditions and mechanisms by which people can learn more and faster.
Among the factors influencing the likelihood that learning will occur, most often mentioned are corporate culture and leadership conducive to learning, a strategy that allows flexibility, an organizational structure that enables innovation and new insights, and a supportive environment.
The above factors have recently become apparent in the context of researching a reconfigurable organization that can quickly combine and recombine skills, competencies, and resources across the enterprise to respond to changes in the external environment.
However, given that learning is essential for organizations that are dynamic and want to be reconfigurable, it is necessary to create a context conducive to learning.
With all this in mind, it can be said that for many companies the process of becoming (being) a learning organization is closely linked to the integration and usage of an appropriate learning management system.
The LMS enhances the learning process in four key areas:
It is not enough to just implement a LMS platform. A problem arises in situations and organizations in which managers perceive time devoted to learning as a necessary but imposed task.
We believe that EdApp has the ability to make the transformational path less strenuous and more fun.
EdApp’s design and development are guided by this philosophy. The features are not just supporting the four key areas mentioned above, but offer a wide range of possibilities to embrace the learning organization concept and support the employee growth and improvement.
Some of the ways through which EdApp strengthens companies quest for knowledge:
In this way, EdApp can answer organizations’ needs to constantly monitor the environment and determine what should they learn next to better cope with and anticipate external pressures, and respond to internal demands as well.
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