- To: (Name), CEO.
- From: (Your Name), HR Vice President.
- Date: May 08, 2022.
- Subject: Organizational Learning Issues.
During the research on the learning issues in the organizations, several problems were identified as ones that require attention the most. The first issue refers to the cultural-organizational disconnect: employees are not aware of their roles in the organization and importance of their work, thus lacking motivation to improve and grow. Another problem lies in the passive behavior the employees display: they do not have the cultural mechanisms that would continuously support their need to learn.
There are several aspects to the problem of organizational culture’s attitude towards learning. First of all, the culture does not support continuous development of individuals, relying mainly on the collective coaching. Moreover, the culture is also not innovation-driven, which results in lack of education about new technologies and methods for the employees. Kraśnicka et al. (2017) state that “innovation supportive culture stimulates the generation of new solutions or their absorption from the outside and contributes to the more effective implementation of creative ideas” (745). To offer them an opportunity for improvement and growth, specific organizational learning mechanisms (OLMs) need to be introduced. Online/Internal OLMs should be the base of the learning process, as they allow employees to work and study at the same time – they can apply the skills they learned instantly in their work. Offline/Internal OLMs can also be used to train more practical skills or design individual learning plans for employees that have specific needs.
The basis for the psychological comfort of employees in any organization in a market economy is the high quality of management. According to Williams et al. (2018), “the true benefit for a firm appears to lie not in any one particular action but in a conglomeration of strategic thinking approaches” (43). The core of any management strategy is each employee’s clear awareness of their responsibility and their role in the company’s achievement of desirable results, which provides a sense of belonging and meaningfulness. Thus, a new approach to management would presuppose, first of all, the creation of a more innovation- and learning-driven organizational culture. This culture would specifically contribute to the psychologically comfortable growth of personnel, and, through it – to the innovative potential of the organization as a whole. Next, an effective communication campaign should be implemented to ensure the employees’ awareness of the latest learning initiatives and offer them a comfortable way to engage in organization’s growth.
Works Cited
Kraśnicka, Teresa, et al. “Management Innovation, pro-Innovation Organisational Culture and Enterprise Performance: Testing the Mediation Effect.”Review of Managerial Science, vol. 12, no. 3, 2017, pp. 737–769.
Williams Jr., R. I., S. C. Manley, J. R. Aaron, and F. Daniel. “The Relationship Between a Comprehensive Strategic Approach and Small Business Performance”.Journal of Small Business Strategy, vol. 28, no. 2, 2018, pp. 33-48.