Defining Organizational Learning

Defining Organizational Learning

Introduction

The classical organizational theory has experienced many forms of fluctuating changes that have ensued in the running of the organization. The contemporary organizations in public, as well as, private business sectors are conformed to be facing an environment which does not seem to be favorable to their framework that is aligned to the values of classical theory of organization (Alajloni, Almashaqba and Al-Qeed, 2010). Furthermore, in the classical organizational theory there is the development of universal values or principles that are predestined to apply to all kinds of organizations. Taylor, Max Weber and Follett among others are the pioneers and founders of the classical theories of organization, which lasted for a period about thirty years.

Classical theorists affirm that the theory is founded on the assumption that; the relationship between the management and the workers gets cleared by means of formal formalized communication procedure, defined responsibility, and defined duties. This structure got established in order to avoid conflicts within their relationships. In addition, the employees got treated as economic fellow who can be enticed by means of financial gains only. The other assumption states that, the employees are considered as a product of mean of production or as an axle in the wheel. This paper is going to explore the theoretical support on the concept of learning organizations.

The classical theory supports the concept of learning organizations through its principles analyzed in terms of human relations, administration and production efficiency. This knowledge gets associated with the creation of appropriate knowledge and management of the organization. As if not enough, the human relations concept supports organizational learning through understanding the aspect individual and organizational ethics.  The individual value within the organization get to be immensely critical since it helps in promoting aspects of organizational learning.

On the other hand, classical theory gets inapplicable to the concept of learning in the following ways: First and foremost, the theory assumption discredit organizational learning through treating employees as economic man who can be enticed by means of money only. This assumption deprived the workers their individual value of being among the key stakeholders in the organization. The other inapplicability stands to be the assumption that the workers are considered as a product of means of productions of the organization. By the fact that organizational learning requires the aspect organizational ethics, treating the employees as assets or products discourages the need for organizational learning for workers.  Additionally, records indicate that public and private enterprises seem to face a non-conducive environment that is based on the principles of classical theory of organization (Alajloni, Almashaqba and Al-Qeed, 2010).

Since the classical theory got structured and improved by scholars, new principles were enumerated to enhance efficiency in organizations. Thus, the principle division of labor or work got formulated, which can help in organizational learning. The value of individual and organizational ethics is also promoted in classical theory, as well as, resource dependence theory (RDT). Resource dependency theory emphasizes on the relationships between organizations; hence it can be adaptable for organizational learning. In addition, through the assumptions that, the environment contains scarce and valued resources essential to organizational survival; adapting it to organizational learning is important. The consistency in RDT with ecological and organizational theories of institutions enable organizational learning environment become conducive for advancement purposes. In the maximization of power as the definition of RDT can be adopted in appropriating of adaptive and generative learning within an organization.

                                                                 Conclusion:

The organizational learning creates a clear understanding of the system analysis required by the organization; hence enabling continuity of advancement learning. Furthermore, the value of adaptive and generative learning gets to be supported in classical theory through competitive realizations of the institution. The value of individual and organizational ethics also gets support in the classical theory through the new principles of the organizational relations like responsibility and authority.

                                                                   References:

Alajloni M. M, Almashaqba Z.S, & Al-Qeed A.N. M (2010) The classical theory of organization and it’s relevance International Research Journal of finance and economics issue 41 Retrieved on 12/13/12 from http://www.eurojournals.com/IRJFE_41_06.pdf

Daft L. Richard (2009) Organization theory and design Publisher: South-Western College Pub
ISBN:978-0324598896

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