Organisational Change and Learning

 

What is Organisational Change? 

The shift of an organisation from one state of affairs to another is known as organisational change. Change in an organisation can take multiple shapes. A company's structure, strategy, rules, processes, technology, or culture may all be affected. The change could be planned for years or imposed on an organisation due to a change in the environment. Organizational change may be abrupt and entirely transform an organization's operations, or it can be gradual and incrementally modify how things are done. Change means letting go of old ways of doing things and adjusting to new ones in any case, regardless of the type. As a consequence, it's basically a procedure that involves good people management.

Organizations evolve in reaction to changes in the environment and how decision-makers interpret those changes. One of the most significant barriers to organisational change is resistance to change. People oppose change because it breaks patterns, conflicts with certain personality types, produces fear of failure, can have potentially bad consequences, can lead to a loss of power, and can fatigue personnel if done too frequently. Employees must first be prepared for change, then change must be implemented, and ultimately the new behavioural patterns must become permanent.

What is Organisational Learning? 

The process of transmitting knowledge within an organisation is referred to as organisational learning. A company should improve over time as it accumulates experience. You, your team, and your firm should be creating a comprehensive base of knowledge on any and all topics that might enhance the way you do business throughout this time. You should, for example, learn more about your ideal consumer or improve your company operations.

The experts often discuss four categories of knowledge that exist and grow within an organisation. They group them as "learning communities."

Individuals

Groups

Organizational

Inter-organizational

Why Is Organizational Learning Important? 

Increased job satisfaction among employees Reduced employee turnover Productivity, profits, and efficiency have all increased. Leader development at all levels of the organisation Adaptability has improved across the board.

So, what exactly is the significance of organisational learning? Companies already provide training and professional development to their employees. Isn't that sufficient?

Sorry, but no. If it isn't evident from what we've just discussed, organisational learning is required if your company is to compete in a changing environment.

Never In history has the business environment changed faster than it’s changing right now. The twenty-first century delivered fascinating new technology, which has changed the way people live. We no longer purchase, drive, cook, learn, or communicate without the aid of technology. You must adapt to your clients' new methods of doing things if you want your business to remain appealing to them.

Not only have new technology altered people's business practices, but the technologies themselves are continually evolving. The rules governing the usage of certain technologies are also changing.

Take, for example, social media. There was a time when a business didn't even need to be online. For a while, having a simple website and email address was sufficient to be cutting edge. But today, you'd need accounts on social media like Instagram, Facebook and Twitter.

How Can Managers of a Company Promote Organizational Learning?

1. Create knowledge

2. Retain the knowledge

3. Transfer the knowledge