What is organizational learning? How does it differ from the learning organization?

Meet Sue. Sue works for a mid-sized manufacturing company. Starting off as an assistant, Sue rose through the ranks of the company, demonstrating a can-do attitude and a strong work ethic. Her positive demeanor and willingness to work helped offset some of the small deficits in her other skills. After several attempts at a failed promotion, Sue appears to be stuck and wonders if she can continue working at the company or if she needs to seek other employment opportunities. She recently met a member of human resources to discuss what gaps might be preventing her from reaching further achievement. Sue is hesitant to attend training because she is not yet sure the training will help her improve enough for a promotion. Sue’s situation demonstrates an issue with individual learning.

Meet Cheryl, Sue’s supervisor. Cheryl leads a large team that is responsible for the company’s top-selling product. Because of the nature of manufacturing and the number of skilled workers on her team, Cheryl wants to limit turnover with her team. Turnover concerns Cheryl as her team engages in a collective learning process to improve their products, processes, and knowledge together over time. Cheryl wants to leverage what her team members are learning to make their product better so that her organization can improve its efficiency and efficacy. Last year, the company modified one of the assembly line processes based on feedback from her team. Cheryl also meets with a member of human resources, who advises Cheryl to coach Sue towards additional training. Cheryl’s collective team is an example of organizational learning.

“When the learner is informed why the training is important to them and how it could improve their work, they are more likely to engage with the content emotionally” (Yupangco, 2020, para. 16). A recent  article (new tab)  suggested that a top focus area for employers is their training and development of employees to close gaps in skills (Yupangco, 2020). In addition to running a business, organizations are wrestling with questions such as:

· Why do adults want to learn?

· What connections need to be made for adult learners to see the value in training and development?

· What sets adult learners apart from younger learners?

· Do we as leaders need to change our approaches based on the needs of adult learners?

This week, we will engage with the topic of adult learning, based on Knowles’s six principles of adult learners. O’Neill (2020) wrote a short popular  article (new tab)  giving an overview of Knowles’ work on andragogy, or the theory of adult learning.

To further our discussion, we will consider the differences between individual learning and organizational learning as well as what it means to be a learning organization. Individual learning and organizational learning are different, yet related, concepts. As you go through this week, consider Sue and Cheryl, what needs they might have in their roles, and how the concepts of adult learning, individual learning, and organizational learning might apply to their situation.

Upon successful completion of this discussion, you will be able to:

· Identify the characteristics of adult learners.

· Describe the differences between individual learning and organizational learning.

Background Information

To prepare for this week’s discussion, access the tabs below for reading and YOOUTUBE video resources. 

Adult Learning TheoryOrganizational Learning StrategiesAdult Indiviual Learning Styles

YOUTUBE:

Adult Learning Theory | Knowles’ 6 Assumptions of Adult Learners

Organizational Learning Strategies

How to Implement Adult Learning Theo

read  Maximizing Learning to Increase Performance

Instructions

1. Review the rubric to make sure you understand the criteria for earning your grade.

2. Review the information in the Getting Started and Background Information sections.

3. Based upon your reading and review, use the following thought prompts to engage your thinking. Then post a 250–300-word response that integrates the key ideas and stimulates good group conversation and learning (i.e., think about you and your classmates as adult learners).

a. Which of Knowles’s eight characteristics of adult learners apply to the adults within your organization? Which of the characteristics most apply to you?

b. Consider your own learning preferences and reasons for learning.  What motivates you? What emotional, cognitive, or behavioral situations help you to feel more engaged?

c. What are the differences between individual learning and organizational learning? 

d. What is organizational learning? How does it differ from the learning organization?