Business Finance
MGT 630 Saudi Electronic Explore the Benefits of A Learning Organization Paper

MGT 630

Saudi electronic university

MGT

Question Description

I’m trying to learn for my Management class and I’m stuck. Can you help?

Explore the Benefits of a Learning Organization

Review the Blanc (2019) article in your required readings. For this assignment, discuss the importance of becoming a learning organization specifically as it relates to sustainability. Using your current organization (or one you have experience with) evaluate their efforts, or what their efforts should be to become a learning organization, in maintaining a learning organization and discuss areas where there are opportunities for improvement. Be sure that you accurately answer the following questions in your analysis:

  • In what ways is a learning environment supported?
  • How are the learning processes and practices implemented?
  • How do these activities align with the sustainability of the organization?
  • How does Leadership that reinforces learning?

Your well-written paper should meet the following requirements:

  • Be 4-5 pages in length, which does not include the title page, abstract, or required reference page, which are never a part of the minimum content requirements.
  • Use APA style guidelines.
  • Support your submission with course material concepts, principles, and theories from the textbook and at least two scholarly, peer-reviewed journal articles.
  • Review the grading rubric to see how you will be graded for this assignment.

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3/22/2020 Council Post: How To Evolve Your Company Into A Self-Learning Organization 895 views | May 3, 2019, 09:00am EDT How To Evolve Your Company Into A Self-Learning Organization Sebastien Blanc Forbes Councils Member Forbes Business Development Council COUNCIL POST | Paid Program Leadership POST WRITTEN BY Sebastien Blanc Chief Executive Of cer at Skimlinks, the world’s largest commerce content monetization platform. In a quickly changing environment, what you know is less important than how fast and reliably you can learn. One of the only ways to future-proof a business today is to become a self-learning organization where everyone surfaces and solves problems proactively. It means evolving everything you do -- from meeting structure, organizatio https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2019/05/03/how-to-evolve-your-company-into-a-self-learning-organization/#c9c5ebf8… 1/9 3/22/2020 Council Post: How To Evolve Your Company Into A Self-Learning Organization chart, and culture to key performance indicators (KPIs) -- to gear it toward asking questions and highlighting problems without creating a finger-pointing culture. One year in, my company shows the results of this approach: Growth is quickly accelerating, the company generates substantial positive EBITDA, customer satisfactio went from 78% to 93%, and infrastructure costs decreased by 70%. And this is just the beginning. Here's how you can adopt the same model as a CEO. Key Steps On The Journey It is hard to pinpoint exactly what helped our journey the most. But it probably started with a big initial push to reset expectations and refocus the company on one customer type, one market, one product and one set of company-wide metrics. I recommend implementing these metrics so that everyone has a clear yardstick to assess what they work on and their success working on it. We executed our reset via multiple companywide updates and long workshops with managers. The outcome for us was a plan that felt like a team plan, not just a CEO plan. The second step is to make problems and progress visible in a compelling way. One of the beliefs that underpins self-learning organizations is that good people who see a problem will spontaneously try to solve it. Start discussing fundamental issues -- like employee attrition or EBITDA, for instance -- openly at company meetings, and have Q&A sessions where anyone can voice their concerns. As a CEO, you can be honest abo success, clear on failure and candid about what you still have to figure out. We took the same approach for the management meeting, which we turned into a “problems” meeting: Of course, mention what goes well and celebrate successes, but carve out a substantial part of your time to tackle what we call “blockers.” Blockers are there to be unblocked by the team, not a fact of life you have to live with. You can also make problems and successes visible for everyone by setting up team “discussion” whiteboards (filled weekly by most teams with what’s going well and what they struggle with), displaying company-wide KPIs in real time on screens and displaying the qualitative and quantitative results of ongoing experiments on big boards -- all right in the middle of an open space. https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2019/05/03/how-to-evolve-your-company-into-a-self-learning-organization/#c9c5ebf8… 2/9 3/22/2020 Council Post: How To Evolve Your Company Into A Self-Learning Organization Last but not least, we tried to formalize self-learning in our culture. At a time where we were eliminating waste ruthlessly, we made a point of ring-fencing anything that promoted learning. To do this yourself, you can keep and promote personal learning an development budgets and train people on various tools to make it easier for everyone to learn. For instance, try Kaizen and the Plan-Do-Check-Act Framework (PDCA) -- both ideas from The Lean Manager by Michael and Freddy Ballé -- or read The 4 Disciplines of Execution by Chris McChesney, Jim Huling and Sean Covey. My experience taught me that most employees need structure to make the best of this approach, so managers should work with their team members to create formal yearly learning goals and quarterly actions, for instance. Not All A Walk In The Park While we made a huge amount of progress over the last year, it is clear that some thing didn’t work as well as I hoped. For instance: narrowing our focus meant that many features and data sets became suddenly useless but still consumed resources, and decommissioning them took a lot of time. It also takes a long time to properly learn the skills you need: The first team we radically changed was the product team, but it took a year to go from reading the concepts to having a team that is comfortable producing validated learning at a regular cadence. To be clear: it is not a mindset issue or a talent issue. It is just that some of the things your team will be trying to learn can be hard to interpret and implement. The way the overall team reacted was also different from what I expected. Moving from a top-down organization to a self-learning organization changes the definition of individual performance. In a self-learning organization, everyone is expected to produc knowledge and have a direct, measurable impact. The expectations on everyone increas at the same time that the direction becomes fuzzier: As I like to say: Don’t ask me what to do. Ask yourself where you can find the data you need to improve the metric you own Some people at my company struggled and ended up leaving. Initially I really wanted to bring everyone on the journey, but one year in, I realized that it wasn’t possible -- some people may not really be interested in doing things differently, some won't have the skills to adapt to their new role, and some may feel that the reason they joined the company in the first place no longer exists. https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2019/05/03/how-to-evolve-your-company-into-a-self-learning-organization/#c9c5ebf8… 3/9 3/22/2020 Council Post: How To Evolve Your Company Into A Self-Learning Organization Try to help and support people in these situations, but know that it often fails, at which point the only path left may be to part ways on as good of terms as possible. There are relatively few such cases, though, and the new approach may reveal a much larger grou of new leaders at your organization who drive what you do without necessarily being leaders in terms of management responsibility. You should also invest as much as you can in those who thrive -- for example, in 2018, our team earned more than 115% of the typical bonus amount, and we promoted or raised more than 25% of the team. Building a self-learning organization is primarily about building people, and just like with all things people-related, expect it to take time and go in unexpected ways. But in our case, that is what we signed up for and what makes the journey both dynamic and enjoyable. Forbes Business Development Council is an invitation-only community for sales and bi dev executives. Do I qualify? Sebastien Blanc Chief Executive Of cer at Skimlinks, the world’s largest commerce content monetization platform. Site Feedback Tips Corrections Reprints & Permissions Terms © 2020 Forbes Media LLC. All Rights Reserved. Priva AdChoic ADVERTISEMENT RELATED TOPICS 01. BEST COMPANIES TO INVEST IN 06. PERFORMANCE MANAGEMENT TOOLS LEADERSHIP DEVELOPMENT TRAINING 02. WORK FROM HOME JOBS FOR 2020 07. 03. MOST PROFITABLE SMALL BUSINESSES 08. PROJECT PLAN TEMPLATE 04. BOARD MEETING AGENDA FORMATS 09. EASY START UP BUSINESS IDEAS EMPLOYEE PERFORMANCE REVIEWS SEE ALSO 05. BEST DIGITAL 10. BEST RESUME TEMPLATE https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2019/05/03/how-to-evolve-your-company-into-a-self-learning-organization/#c9c5ebf8… 4/9 3/22/2020 Council Post: How To Evolve Your Company Into A Self-Learning Organization BEST DIGITAL MARKETING COMPANIES BEST SMALL BUSINESS TO START WORK FROM HOME JOBS FOR 2020 HOW TO START A SMALL BUSINESS BEST HOME BASED BUSINESS MARKETING PLAN WORKSHEETS P d b M di N t 110,878 views | Mar 9, 2020, 09:00am EDT Vote Early, Vote Together! A Stronger Democracy Starts With Celebration Donald P. Green Brand Contributor Civic Nation BRANDVOICE | Paid Program Leadership Shira Miller Brand Contributor Civic Nation BRANDVOICE | Paid Program Leadership Four out of ten eligible voters in America did not cast a ballot in the 2016 presidential election, and young people, communities of color, and low-income citizens are consistently underrepresented among the American electorate. One promising strategy to help close this gap is to make voting a celebratory, inclusive, community activity. New results from our research experiments show that voting celebrations are a powerfu and cost-effective tool for increasing voter participation, especially in the context of early voting and presidential elections, and can help build stronger voting habits over the long term. Over the last five years, Civic Nation’s #VoteTogether initiative joined forces with civic leaders and community partners across the country for an ongoing experiment explorin the effects of local, nonpartisan, voting celebrations on voter participation. Here’s how works: An individual or local organization plans a nonpartisan event near the https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2019/05/03/how-to-evolve-your-company-into-a-self-learning-organization/#c9c5ebf8… 5/9 3/22/2020 Council Post: How To Evolve Your Company Into A Self-Learning Organization neighborhood polling site, either during early voting or on election day. Supported by local businesses, libraries, faith-based institutions, community groups, and universities the events can take the form of neighborhood block parties, BBQs, or marches to the polls, and include food, entertainment, and family friendly activities like local DJs, dance troupes, face painting and games. New results from our research experiments show that voting celebrations are a powerful and cost-effective tool for increasing voter participation. #VOTETOGETHER We’ve consistently seen strong results. Randomized controlled trials conducted in the 2016 presidential election, 2017 state and local elections, and the 2018 midterms found that these events resulted in an average turnout increase of 2 percentage points in the precincts where they were held. Considering the small margin within which elections are decided, that is enormous— especially so because of weather conditions that affected the tests: rain soaked 87 percent of the parties in 2017 and 75 percent of locations in 2018. These findings translate to 25-37 more votes per precinct with a cost of $32-85 per vote. Further, these studies indicate that voting celebrations can have a significant impact on voter https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2019/05/03/how-to-evolve-your-company-into-a-self-learning-organization/#c9c5ebf8… 6/9 3/22/2020 Council Post: How To Evolve Your Company Into A Self-Learning Organization participation in any election environment, attracting low propensity voters those who would not otherwise vote, even in high salience presidential elections. Our analysis of early vote celebrations in Florida, North Carolina, and Tennessee in 2018 found that weekend events held at early voting sites had an even greater effect: raising turnout by about 3.5 percentage points, or 90 votes, per precinct. This much is clear—voting celebrations are among the most cost effective get-out-the-vote tactics available. Civic Nation’s #VoteTogether initiative joined forces with civic leaders and community partners across the country fo an ongoing experiment exploring the effects of local, nonpartisan, voting celebrations on voter participation. #VOTETOGETHER What’s more, these celebrations can have a lasting impact on the way citizens and communities think about voting—they are long term investments in civic action. In a recent analysis, we found that precincts that were randomly assigned to hold a party in 2016 showed a 3.9 percentage point increase in turnout two years later compared to their control counterparts. The 2016 festivals appear to have had a remarkably persistent effect on turnout in later elections. This finding reinforces a growing body of evidence that voting forms long term habits. These results also tell us that community https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2019/05/03/how-to-evolve-your-company-into-a-self-learning-organization/#c9c5ebf8… 7/9 3/22/2020 Council Post: How To Evolve Your Company Into A Self-Learning Organization celebrations may cost even less per vote than one may think, since the total number of votes produced may extend over several elections. The full value of #VoteTogether celebrations goes beyond their impact on voter turnout They are tools for communities and local leaders to build more civically connected communities and a culture of inclusive participation. For instance, a community in Florida was ravaged by a hurricane just a few weeks before Election Day in 2018. Despite lost supplies and widespread damage from the storm, the event went on and proved to be an important way to bring the community together. The local government even moved emergency services to the site of the event because so many people gathere there. At another event in North Carolina, the hosting organization reported that their poll party produced the largest single-day votes their precinct had ever seen in a midterm. Here's the bottom line: voting parties are a remarkably effective way to boost turnout in the short and long term. They are cost-efficient and effective. Investing in these types o celebrations can make a measurable impact on turnout rates and help cement stronger voting habits for the next generation. Closing the voter participation gap is critical to building a vibrant democracy. In 2020, we can all help bring communities together and build a culture of participation by making voting a collective celebration. No matter who you vote for or where you live, w can all get behind the goal of celebrating civic participation. About #VoteTogether #VoteTogether is a national initiative that is changing the culture and increasing participation by focusing on community and celebration. We collaborate with hundreds of local organizations, national nonprofits, and major companies to host community celebrations near polling locations during early vote and on Election Day Donald P. Green Donald P. Green is J. W. Burgess Professor of Political Science at Columbia University. Professor Gree is the author of four books and more than one hundred scholarly… Read More https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2019/05/03/how-to-evolve-your-company-into-a-self-learning-organization/#c9c5ebf8… 8/9 3/22/2020 Council Post: How To Evolve Your Company Into A Self-Learning Organization Shira Miller Shira Miller is Managing Director for Programs & Strategy at Civic Advisors and Senior Advisor for #VoteTogether. For over a decade she has served as an organizer,… Read More Site Feedback Tips © 2020 Forbes Media LLC. All Rights Reserved. Corrections Reprints & Permissions Terms Priva AdChoic https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2019/05/03/how-to-evolve-your-company-into-a-self-learning-organization/#c9c5ebf8… 9/9 MGT630 Critical Thinking Writing Rubric - Module 10 Exceeds Expectation Content, Research, and Analysis 25-30 Points Requirements Includes all of the required components, as specified in the assignment. 21-25 Points Content Demonstrates substantial and extensive knowledge of the materials, with no errors or major omissions. 25-30 Points Analysis Provides strong thought, insight, and analysis of concepts and applications. 13-15 Points Sources Sources go above and beyond required criteria and are well chosen to provide effective substance and perspectives on the issue under examination. Mechanics and Writing 9-10 Points Demonstrates Project is clearly college-level organized, well proficiency in written, and in organization, proper format as grammar and outlined in the style. assignment. Strong sentence and paragraph structure, contains no errors in grammar, spelling, Meets Expectation Below Expectation 19-24 Points Includes most of the required components, as specified in the assignment. 16-20 Points Demonstrates adequate knowledge of the materials; may include some minor errors or omissions. 19-24 Points Provides adequate thought, insight, and analysis of concepts and applications. 10-12 Points Sources meet required criteria and are adequately chosen to provide substance and perspectives on the issue under examination. 13-18 Points Includes some of the required components, as specified in the assignment. 11-15 Points Demonstrates fair knowledge of the materials and/or includes some major errors or omissions. 13-18 Points Provides poor though, insight, and analysis of concepts and applications. 7-9 Points Sources meet required criteria but are poorly chosen to provide substance and perspectives on the issue under examination. 6-8 Points Project is fairly well organized and written and is in proper format as outlined in the assignment. Reasonably good sentence and paragraph structure, may include a few 3-5 Points Project is poorly organized and written and may not follow proper format as outlined in the assignment. Inconsistent to inadequate sentence and paragraph development, Limited Evidence 7-12 Points Includes few of the required components, as specified in the assignment. 6-10 Points Fails to demonstrate knowledge of the materials and/or includes many major errors or omissions. 7-12 Points Provides little or no thought, insight, and analysis of concepts and applications. 4-6 Points Source selection and integration of knowledge from the course is clearly deficient. 1-2 Points Project is not organized or well written and is not in proper format as outlined in the assignment. Poor quality work; unacceptable in terms of grammar, spelling, APA style, MGT630 Critical Thinking Writing Rubric - Module 10 APA style, or APA citations and references. Total points possible = 110 minor errors in grammar, spelling, APA style, or APA citations and references. and/or includes numerous or major errors in grammar, spelling, APA style or APA citations and references. and APA citations and references. ...
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Final Answer

Attached.

Running head: THE LEARNING ORGANIZATION

THE LEARNING ORGANIZATION
Name of Student
Name of Institution
Due Date

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THE LEARNING ORGANIZATION

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Introduction

Organizational change is one of the most significant challenges that both the organization
and the individuals within it have in ensuring that they progressively adapt to the new changes
and foster continuous improvement. Total transformation of organization processes and
implementation of new alternatives takes will and time to ensure that all involved individuals are
in a position to establish a well-structured and improved performance. Learning organization
faces different challenges and later develops the continued impact of the change process by
creating the importance and continued improvement gradually (Heaton, 2017). Moreover, this
platform focuses on creating a significant impact by exploring the different aspects of change
organization. These become interpreted from the importance of creating a significant change;
through the various aspects of implementation to the different leadership roles, which in turn
affect who these individuals establish the necessary change within the organization. The primary
aim of a learning organization is to change emanating within an individual and projected through
the continued improvement in different aspects, skills, and performance within the organization
environment.
Importance of learning organization
A learning organization offers significantly essential ways that help in developing and
establishing change within an organization. As a way of improving and creating a significant
impact on the individuals and the organization, the learning organization helps develop and
significantly enhance the different aspects of personal mastery, which encompasses on the
continued personal development and the continued increase in organization and own goal
orientation (Heaton, 2017). Within the change process, the development of mental models and

THE LEARNING ORGANIZATION

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the continued sharing of vision are continually encouraged by the learning organization.
Additionally, the approach of a learning organization is more established through the creation of
team learning where all individuals within the organization are continually involved in a similar
approach and help in developing skills together to create a more concrete aspect of continued
process mastery. However, all these are concentrated and aimed at increasing the entire system
thinking approach. Through learning organization, the employees are in a position to establish
the different future aspects of the organization forecasting and seeing the bigger picture that
would help in creating and developing a creative environment.
Based on the significant approach and composition of my current working place, the
introduction and continued progressive learning organization would effectively encourage the
continued motivation and improvement of employees through the continued mastery of skills and
required process that would help in entirely changing the process and the skills throughout the
organization. Moreover, the learning organization change impacts the organization in different
ways that, in turn, act as benefits to the organization. The interests involve the following;
Increasing the efficiency within the employees as all are focused on the team goal and
continued improvement to establish development within the organization and for personal
development. Secondly, through transparent implementation of learning organization, there are
established continued growth in productivity in the organization as both employees and systems
within the organization work together as a team. Thirdly, increasing the organization's
profitability and creating a culture of inquiry and adaptive capacity throughout the organization.
Furthermore, the continued implementation of change organizations, th...

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