A learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights.
A simple truth: new ideas are essential if learning is to take place.
They may be created de novo, through flashes of insight or creativity.
They may arrive from outside the organization or are communicated by knowledgeable insiders. Whatever their Whatever their source, these ideas are the trigger for organizational improvement.
Many organizations may have arrangement for acquiring new knowledge but notably most are less successful in applying that knowledge. That interest to utilize the formal arrangement, learn and use the knowledge in improving behavior that improving processes is still not there in large numbers in the organization.
Building Blocks of Learning Organizations
Learning organizations are skilled at five main activities: systematic problem solving, experimentation with new approaches, learning from their own experience and past history, learning from the experiences and best practices of others, and transferring knowledge quickly and efficiently throughout the organization.
These practices are to be used by industrial engineers first in developing, promoting and implementing product and process improvements. Then they have promote learning in their organizations and develop them into learning organization.
Building a Learning Organization
by David A. Garvin
HBR July–August 1993
https://hbr.org/1993/07/building-a-learning-organization
Need to remember Prof Y.K. Bhushan, who took sessions in a program in NMIMS in year 2000.
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