HRM 652 - Identifying the Organizational Learning Issues

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timer Asked: Oct 15th, 2018
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Question Description

Required Resources

Lipshitz, R., Friedman, V. J., & Popper, M. (2007). Demystifying organizational learning. Thousand Oaks, CA: Sage Publications, Inc.

Supplemental Resources

American Society for Training and Development. (n.d.) General format. Retrieved from www.astd.org

Chief Learning Officer. (2012). General format. Retrieved from www.clomedia.com

Cronin, G., & Andrews, S. (2009). After action reviews: A new model for learning. Emergency Nurse, 17(3), 32-35.

Maden, C. (2012). Transforming public organizations into learning organizations: A conceptual model. Public Organization Review, 12(1), 71-84.

Society of Human Resource Management. (2012). General format. Retrieved from http://www.shrm.org

Assignment 1: Identifying the Organizational Learning Issues
Worth 250 points

Suppose that your organization, or an organization with which you are familiar, is dealing with a major issue in transitioning individual learning (e.g., sharing knowledge, training programs, working as a team, experiences, procedures, processes, etc.) into organizational learning. The Chief Executive Officer (CEO) has asked you, as the Vice President of Human Resources, to assist with the issue and to help the organization transition its culture to this new way of learning. Before you provide any recommendations to address the issue, you must first research the root of the problem and the resistance to this transition.

Note: You may create and / or make all necessary assumptions needed for the completion of this assignment. In your original work, you may use aspects of existing processes from either your current or a former place of employment. However, you must remove any and all identifying information that would enable someone to discern the organization[s] that you have used.

Write a four (4) page paper in which you:

  1. Assess the organization’s culture as it relates to shared knowledge, then specify the significant issue(s) that you discovered with the culture. Determine the disconnect you observed between the culture and organizational learning using three (3) of the five (5) mystifications. Support your response with at least one (1) example of each selected mystification within the organization.
  2. Give your opinion on the current Organizational Learning Mechanism(s) (OLMs) that hinder organizational learning. Support your response with one (1) example of a training or learning initiative (e.g., sharing knowledge, training programs, working as a team, experiences, procedures, processes, etc.) and the outcome when it was applied to the organization.
  3. Determine which one (1) of the following OLMs is suitable for replacing the identified OLM(s) that hinder organizational learning as a corrective action to facilitate the transition from individual to organizational learning: Off-line/Internal, On-line/Internal, Off-line/External or On-line/External. Justify your selection.
  4. Evaluate the norms of the organization’s learning culture to determine the source(s) that currently prevent productive learning by applying two (2) of the following norms: inquiry, issue orientation, transparency, integrity or accountability. Provide at least one (1) example of each of the selected norms’ manifestation within the organization in your evaluation.
  5. Use at least seven (7) quality academic references in this assignment. Note: Wikipedia does not qualify as an academic resource.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

  • Examine the processes of how organizations learn and organizational barriers that impact the process.
  • Use technology and information resources to research issues in developing a learning organization.
  • Write clearly and concisely about developing a learning organization using proper writing mechanic.

Click here to view the grading rubric.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.

Points: 250

Assignment 1: Identifying the Organizational Learning Issues

Criteria

Unacceptable

Below 70% F

Fair

70-79% C

Proficient

80-89% B

Exemplary

90-100% A

1. Assess the organization’s culture as it relates to shared knowledge, then specify the significant issue(s) that you discovered with the culture. Determine the disconnect you observed between the culture and organizational learning using three (3) of the five (5) mystifications. Support your response with at least one (1) example of each selected mystification within the organization.

Weight: 20%

Did not submit or incompletely assessed the organization’s culture as it relates to shared knowledge, then did not submit or incompletely specified the significant issue(s) that you discovered with the culture. Did not submit or incompletely determined the disconnect you observed between the culture and organizational learning using three (3) of the five (5) mystifications. Did not submit or incompletely supported your response with at least one (1) example of each selected mystification within the organization.

Partially assessed the organization’s culture as it relates to shared knowledge, then partially specified the significant issue(s) that you discovered with the culture. Partially determined the disconnect you observed between the culture and organizational learning using three (3) of the five (5) mystifications. Partially supported your response with at least one (1) example of each selected mystification within the organization.

Satisfactorily assessed the organization’s culture as it relates to shared knowledge, then satisfactorily specified the significant issue(s) that you discovered with the culture. Satisfactorily determined the disconnect you observed between the culture and organizational learning using three (3) of the five (5) mystifications. Satisfactorily supported your response with at least one (1) example of each selected mystification within the organization.

Thoroughly assessed the organization’s culture as it relates to shared knowledge, then thoroughly specified the significant issue(s) that you discovered with the culture. Thoroughly determined the disconnect you observed between the culture and organizational learning using three (3) of the five (5) mystifications. Thoroughly supported your response with at least one (1) example of each selected mystification within the organization.

2. Give your opinion on the current Organizational Learning Mechanism(s) (OLMs) that hinder organizational learning. Support your response with one (1) example of a training or learning initiative (e.g., sharing knowledge, training programs, working as a team, experiences, procedures, processes, etc.) and the outcome when it was applied to the organization.

Weight: 20%

Did not submit or incompletely gave your opinion on the current Organizational Learning Mechanism(s) (OLMs) that hinder organizational learning. Did not submit or incompletely supported your response with one (1) example of a training or learning initiative (e.g., sharing knowledge, training programs, working as a team, experiences, procedures, processes, etc.) and the outcome when it was applied to the organization.

Partially gave your opinion on the current Organizational Learning Mechanism(s) (OLMs) that hinder organizational learning. Partially supported your response with one (1) example of a training or learning initiative (e.g., sharing knowledge, training programs, working as a team, experiences, procedures, processes, etc.) and the outcome when it was applied to the organization.

Satisfactorily gave your opinion on the current Organizational Learning Mechanism(s) (OLMs) that hinder organizational learning. Satisfactorily supported your response with one (1) example of a training or learning initiative (e.g., sharing knowledge, training programs, working as a team, experiences, procedures, processes, etc.) and the outcome when it was applied to the organization.

Thoroughly gave your opinion on the current Organizational Learning Mechanism(s) (OLMs) that hinder organizational learning. Thoroughly supported your response with one (1) example of a training or learning initiative (e.g., sharing knowledge, training programs, working as a team, experiences, procedures, processes, etc.) and the outcome when it was applied to the organization.

3. Determine which one (1) of the following OLMs is suitable for replacing the identified OLM(s) that hinder organizational learning as a corrective action to facilitate the transition from individual to organizational learning: Off-line/Internal, On-line/Internal, Off-line/External or On-line/External. Justify your selection.

Weight: 15%

Did not submit or incompletely determined which one (1) of the following OLMs is suitable for replacing the identified OLM(s) that hinder organizational learning as a corrective action to facilitate the transition from individual to organizational learning: Off-line/Internal, On-line/Internal, Off-line/External or On-line/External. Did not submit or incompletely justified your selection.

Partially determined which one (1) of the following OLMs is suitable for replacing the identified OLM(s) that hinder organizational learning as a corrective action to facilitate the transition from individual to organizational learning: Off-line/Internal, On-line/Internal, Off-line/External or On-line/External. Partially justified your selection.

Satisfactorily determined which one (1) of the following OLMs is suitable for replacing the identified OLM(s) that hinder organizational learning as a corrective action to facilitate the transition from individual to organizational learning: Off-line/Internal, On-line/Internal, Off-line/External or On-line/External. Satisfactorily justified your selection.

Thoroughly determined which one (1) of the following OLMs is suitable for replacing the identified OLM(s) that hinder organizational learning as a corrective action to facilitate the transition from individual to organizational learning: Off-line/Internal, On-line/Internal, Off-line/External or On-line/External. Thoroughly justified your selection.

4. Evaluate the norms of the organization’s learning culture to determine the source(s) that currently prevent productive learning by applying two (2) of the following norms: inquiry, issue orientation, transparency, integrity or accountability. Provide at least one (1) example of each of the selected norms’ manifestation within the organization in your evaluation.

Weight: 20%

Did not submit or incompletely evaluated the norms of the organization’s learning culture to determine the source(s) that currently prevent productive learning by applying two (2) of the following norms: inquiry, issue orientation, transparency, integrity or accountability. Did not submit or incompletely provided at least one (1) example of each of the selected norms’ manifestation within the organization in your evaluation.

Partially evaluated the norms of the organization’s learning culture to determine the source(s) that currently prevent productive learning by applying two (2) of the following norms: inquiry, issue orientation, transparency, integrity or accountability. Partially provided at least one (1) example of each of the selected norms’ manifestation within the organization in your evaluation.

Satisfactorily evaluated the norms of the organization’s learning culture to determine the source(s) that currently prevent productive learning by applying two (2) of the following norms: inquiry, issue orientation, transparency, integrity or accountability. Satisfactorily provided at least one (1) example of each of the selected norms’ manifestation within the organization in your evaluation.

Thoroughly evaluated the norms of the organization’s learning culture to determine the source(s) that currently prevent productive learning by applying two (2) of the following norms: inquiry, issue orientation, transparency, integrity or accountability. Thoroughly provided at least one (1) example of each of the selected norms’ manifestation within the organization in your evaluation.

5. 7 references

Weight: 5%

No references provided.

Does not meet the required number of references; some or all references poor quality choices.

Meets number of required references; all references high quality choices.

Exceeds number of required references; all references high quality choices.

6. Writing Mechanics, Grammar, and Formatting

Weight: 5%

Serious and persistent errors in grammar, spelling, punctuation, or formatting.

Partially free of errors in grammar, spelling, punctuation, or formatting.

Mostly free of errors in grammar, spelling, punctuation, or formatting.

Error free or almost error free grammar, spelling, punctuation, or formatting.

7. Appropriate use of APA in-text citations and reference

Weight: 5%

Lack of in-text citations and / or lack of reference section.

In-text citations and references are provided, but they are only partially formatted correctly in APA style.

Most in-text citations and references are provided, and they are generally formatted correctly in APA style.

In-text citations and references are error free or almost error free and consistently formatted correctly in APA style.

8. Information Literacy / Integration of Sources

Weight: 5%

Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.

Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.

Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.

Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.

9. Clarity and Coherence of Writing

Weight: 5%

Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.

Information is partially clear with minimal reasons and evidence that logically support ideas.

Information is mostly clear and generally supported with reasons and evidence that logically support ideas.

Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.


Tutor Answer

ProfJamesmiller
School: UC Berkeley

Hello, i have completed the assignment. its nice working with you

Running head: ORGANIZATION LEARNING ISSUES

Organization Learning Issues
Institution Affiliation
Date

1

ORGANIZATION LEARNING ISSUES

2

Introduction
The transition from individual to organization learning processes is hindered by various
organization learning issues. The issues and disconnects in the organization culture prevent
learning processes making employees less productive. It is therefore critical that the organization
learning mechanisms be evaluated to ensure they contribute to the learning process and create a
favorable working environment for the employees.
The organization culture, significant issues in the organizational culture, and disconnects
observed
Lotto is a manufacturing company that specializes in the manufacture of water tanks and
other plastic products such as chairs, pipes, packaging containers, plastic bottles among others.
The company’s culture has limitations which management has not addressed making the working
environment less favorable for the employees. One of the issues that are indefinable in the
company is the lack of training programs for current and new employees. When new workers are
hired, they are not well trained and evaluated due to the lack of a training program. They, therefore,
become underutilized since they are not as productive as they can be.
Another issue is that there are no improvement processes and training programs for
continuous improvement of the employee skills and knowledge. Continuous improvements are
necessary to enable employees to learn new things and become more productive (Maden, 2012).
The company processes are therefore outdated due to lack of continuous improvements. The last
issue is the lack of a free environment in which employees are free with management and
communication is constant. This leads to a non-favorable working environment and potential
errors in the company operations.

ORGANIZATION LEARNING ISSUES

3

Various disconnects can be observed from the company about mystifications. The first
mystification is the assumption that organiza...

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Anonymous
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