Running Head: ADULT LEARNING 1

ADULT LEARNING 2

Adult Learning

Student’s name

Institutional affiliation

Introduction and the Reason for Choosing the Topic

My Topic: The relationship between organizational learning and successful companies.

Most companies in the current world performance are the key focus due to stiff competition among firms in the industries. Currently, due to advancements in technology and diversity, many companies are focusing on implementing emerging technologies and the effective application of advanced management skills (Antunes & Pinheiro, 2020). However, human resource management plays a critical role in supporting the organization to make changes that fit the current opportunities and challenges. Therefore, the senior management of a company should focus on empowering the employees to ensure the work is done according to the laid structure. Today, companies are concentrating on the technical infrastructure and work organization.

Organizational learning is the process of detecting, anticipating, and correcting an organization’s errors before they impact the production, sales, and marketing process negatively. Senior management of a company is responsible for facilitating employees’ learning infrastructure, thus leading to organizational learning. Organizational learning deals with four main areas: organizational memory, knowledge gaining, information analytics, and knowledge sharing. Various economic experts also define organizational learning as the process of scrutinizing an organization’s threats, opportunities, weaknesses, and strengths by gaining understanding and insight. Employees acquire organizational learning by conducting tests, surveillance, and research and development.

Organizational learning enables a company to make informed decisions based on the evidence. Although learning benefits a company to keep pace with the ever glowing stiff completion, it also assists employees to have a vast experience in their professionalism, thus creating more opportunities for their career development. The leaders of companies create learning opportunities by exposing their employees to seminars, benchmarking, and enrolling in extra educational courses. Through organizational learning, both the company and its employees must be focused and willing to acquire more education to solve various challenges that affect the local and global markets. I choose the topic since most organizations are closing down due to incompetence among the employees to handle the organizational challenges. The topic will enable many organizations to create a framework for enhancing productivity and competence when handling company matters.

The Application and the Relevance of the Topic to Adult Education

Effective organizational learning determines the company’s success level based on various research conducted across the globe. The applicability of organizational learning depends on the challenges and strengths of an organization. The employees can acquire organizational learning by getting the extra knowledge on how to identify loopholes in the organization and using the relevant skills to develop a strategy to enhance an organization’s future performance. The organization’s learning embraces three models for decision making. The models are when the employees are proactive and aggressive in identifying errors within the organization. The models include single-loop, double-loop, and triple-loop learning.

The single-loop learning model applies to employees when errors have been noted in the organization. The model is applicable when the error is minor and only requires changes in the management without altering the goals, objectives, and policies within a company. The model equips the employees with the knowledge to suggest solutions without altering the organization’s policies governing the nature of the performance. The double-loop learning model is more advanced and applicable when eradicating errors that must alter an organization’s rules and regulations, actions, and policies. The employees must suggest policy changes to eradicate the identified error and ensure no more errors of different kinds will occur.

Organizational learning can also apply to the organization by implementing the triple-loop learning model. The model is the most complex and effective since it alters policies, objectives, goals, and the organizational culture. The model can also alter the senior management structure if the errors emanate from the senior executive. The triple-loop model provides the junior employees with the framework to suggest changes and express their opinions about organizational management.

The topic is relevant in many ways; first, it enables an organization to improve its operation by acquiring knowledge and experience to improve competitiveness and relationship among various key stakeholders. Second, the topic is effective since it enables an organization to eradicate the individualized mentality and embrace teamwork. Enhancement of teamwork enables employees to share their knowledge with their peers and promotes knowledge retention and creation within the organization. Third, the topic is relevant, particularly due to stiff competition and poaching of employees in the order of the day. Fourth, the topic promotes education within the organization and teaches the employees the benefits of embracing the organization’s culture. Finally, the key stakeholders in the organizations embrace ownership through the topic since the senior managers are monitored and prevented from promoting discrimination within the organization. Therefore, employees are less likely to be pouched due to the many professional benefits a company

gains.

The company’s owners can understand the importance of enhancing knowledge among the key stakeholders through the topic. Therefore, the topic enables an organization to improve human resource departments and provide employees with an open platform to complain and make an opinion without fearing any repercussions. Therefore, the topic is relevant since it enhances adaptability to goals, objectives, and goals throughout a company. Furthermore, the topic is essential since it embraces mentorship where there is a creation of leaders at all levels of the organization. Therefore, even the junior-most employees in the organization can lead a company in the top management position. Thus, the company can create efficiency, profits, and productivity, reduce turnover rates, and increase employee satisfaction.

The topic is important to adult learning since it provides the employees with the skills and experience to handle the crisis without the intervention of the senior management. Additionally, many organizations have employees with the highest education but are always reluctant to share their knowledge with their workmates. Therefore, it is vivid that individual learning might not enhance a company’s performance. However, adult learning is enhanced through the topic where employees are taught to share their knowledge gained through individual learning. Furthermore, the topic is critical since the employees can adapt and embrace an organization’s culture, thus enhancing retention.

Description of the topic in Detail

The topic aims at enlightening the reader on the relationship between organizational learning and successful companies. The topic will provide examples of successful companies and how they apply organizational learning knowledge to identify mistakes and prevent the occurrence of such errors in the future. For instance, Samsung is a competent and aggressive electronic company headquarters in Korea. It has been the largest corporate in the electronic industry regarding revenues for the last couple of years. To a large extent, the company has become successful due to the application of organizational learning models. As a result, the company can reduce the cost of training individuals and increase organizational learning, which is the most critical aspect in enhancing the company’s performance.

For instance, in 2007, Samsung Corporation found itself between a rock and a hard place. Due to poor production and testing department management, the company released the Samsung Note 7 to the market without following the right procedure (Coe & Lee, 2006). Approximately two weeks after the product’s release to the market, various clients complained that the phone was vulnerable to catching fire, and in most cases, the battery was overheating. A flexible mechanism in the company enables an immediate recall of all the phones in the market. Through applying the single-loop model, several employees noted that the brand had not gone through the testing process outlined by the company. After other employees noted the loopholes, major reshuffles were conducted in the production and testing department. Although the reputation of Samsung Company was destroyed, it could restore its dignity since the error has never occurred again.

Successful companies like Samsung train specific employees who later come to the organization and share the knowledge. For instance, many employees, not members of the IT department, can detect data breaches due to organizational learning. Computer experts in successful companies are encouraged to teach and mentor employees from other departments the most basic skill to manage electronic data while detecting data breaches. Therefore, organizational learning creates a model where the employees take an active role in the organization’s management. The organization’s learning ensures every individual plays a critical role in making models and policies that benefit the entire organization. The reader of the essay should understand that the topic connects the organization’s success obtained through organization learning.

The topic denounces individualism and embraces system thinking where an organization identifies models and the big picture rather than joint objectives of an individual. The main reason where many companies succeed as a result of organizational learning is that they divide major activities of an organization view them as a whole and as separate components to get insight. Successful companies use system thinking to analyze the performance of the entire organization. The other aspect of organizational learning embraces personal mastery (Yun, Jeon, Park & Zhao, 2018). The concept indicates that personal learning also plays a critical role in developing organizational learning. Many scholars believe organization learning is an employee’s dedication to the learning process. A successful company has more willing employees who are in a continuous learning process.

The organization’s learning, in many cases, embraces a mental model where the employees embrace honesty and mental flexibility. Successful companies also ensure that most employees advocate for a shared vision. The shared vision is when employees and the senior management have similar goals and objectives to accomplish within a specific period. The development of the shared vision ensures that the employees in an organization are committed, dedicated, and in compliance with policies, rules, and regulations without being forced. The shared vision is one factor that ensures future commitment among the key stakeholders in a company. The other critical factors that make the companies embrace the organization learning can enhance team learning. The team learning attitude ensures that the individuals cooperate and collaborate to seek solutions o challenges facing a company. Accessibility to data and proficiency improves problem-solving and promotes efficiency in managing human resources.

Analyzing the Current State of the Topic at the Current Times

Currently, most companies enhance individuals’ cognitive processes that facilitate organization and individual learning. Most companies in the current world are enhancing education to employees through seminars, workshops, and benchmarking while ensuring the employment of qualified and competent employees to reduce the cost of further training and education enhancement. 10to 20 years ago, companies were not technologically oriented, and therefore most cases, organizational learning effectively manages employees in most cases. For instance, Apple Company defines organizational learning as the process that maintains, disseminates, and generates knowledge in an organization. Apple is one of the large companies that use organizational learning through mental models and its vision.

Apple Company uses organizational learning by utilizing enterprise intellectual capital, developing knowledge-based goods and services, and developing knowledge employees. The core aspect of organization learning Apple Company is innovation. Today, Apple depends on innovation to attract and retain customers (Edmondson, 2018). Twenty years ago, Apple Company had no advanced technological infrastructure, and the company was not aggressive in the development and enhancement of employees’ performance. However, today the company has enhanced mentorship and employees education to embrace technology. The advancement of technology in the current business environment has increased customers’ number of online goods. Apple has aggressive teams to enhance a culture that embraces new technologies to attract customers and maintain most of its technical data.

Through organization learning, Apple’s employees have proposed project implementation that aims at enhancing technological data management and production of goods and services through emerging technologies. For instance, the company uses cloud computing technology to safeguard the organization’s data and analysis of performance. The cloud computing technology in the Apple Company was a collaborated effort by stakeholders after an organization learned that emphasis o the implementation of technology to cope with the ever-growing competition within the industry (Tortorella, Vergara, Garza-Reyes & Sawhney, 2020). The implementation of cloud computing has benefited the entire organization. For instance, the human resource department benefits from the technology since they can analyze the performance of every employee on demand. Cloud computing has enabled the HRM to determine the strength and weaknesses of every employee on demand. Unlike 10 to 20 years ago where the Apple Company could depend on manual analysis of data to determine promotion and rewards, today, the company can access information on demand and promote employees on merit.

Cloud computing technology provides accurate information without human interference. Decades ago, data and most of the promotions were discriminative, thus preventing the hard-working candidate from benefiting from rewards and promotions. However, today many companies promote their employees based on merit since there is no chance for human interference of data stored in the cloud computing technology. One to two decades ago, the organization’s learning focussed on maintaining data in files while advocating for high integrity in preventing files misplacements and theft. However, the current companies enhance organization learning to ensure every employee is equipped with the technological know-how to prevent data breaches and create vulnerabilities for black hat hackers. Employees in many organizations are exposed to mentorship programs to ensure they can detect and report cases of email phishing within the organization. Data breach after the life of every employee and client in a company.

The black hat hackers will break into a single system and access critical information such as bank information, passwords, and pins. Therefore, data beach in the human resource department can affect data and individuals in the finance department. Therefore, the organization’s learning has enabled employees to enroll in computer and IT courses to enhance data security for individual and organization information. Decades ago, the employees were engaged in learning to enhance physical security. Physical security refers to the technological measures that prevent unauthorized physical intrusion into an organization’s compound. Decades ago, files were more vulnerable to displacement and theft, and an organization required all the employees to be vigilant and report any suspicious person within a company’s compound. However, organizational learning has changed drastically since most of the data is stolen electronically. Therefore, organizations are enhancing the organization to teach the employees the importance of biometric technologies.

The most common biometric technology utilized in the current organizations is iris and face scanning. The biometric technology allows only specific people to access information and critical areas such as servers and database rooms. Additionally, the organization learning has equipped the employees with the knowledge to protect data within their internet devices and its infrastructure. Most employees in many companies collaborate and enlighten their workmates on how to set the two-factor authentication to verify access to their databases. Therefore, over the last 10 to 20 years the organization learning has changed due to technological advancement.

The Revolution of the Topic in the Recent Decades

The relationship between organizational learning and successful companies will remain the subject of discussion across organizations currently and in the future. Companies are getting clients and employees from across the globe. For this reason, organizations will have to enhance organizational learning create policies that respect every person in the organization regardless of race, gender, originality, or ethnicity. The policy, rules, and regulations should be based on evidence-based information through research and development on the culture. Diversity is critical to the success of any organization. Unlike decades ago, where employees were discriminated against and there were no places to complain, today, there are many labor laws that protect the welfare of employees across the globe. Through enhancing organizational learning, employees are getting more knowledge on how they can work together and better their lives as employees within a company.

For instance, in the healthcare sector, the employer must report to the Health Insurance Portability and Accountability Act of 1996 (HIPAA) for any negligence and medical errors (Senders, 2018). Therefore, the employer in the healthcare sector must expose the healthcare workers to more training through seminars, benchmarking, and workshops to eradicate the causes of medical errors in the healthcare sector. Organization learning to ensure the healthcare workers work together to prevent medical errors is essential for the entire organization. HIPAA not only can penalize individual doctors but can also impose a penalty of up to one million USA dollars for medical errors and negligence (Yaraghi & Gopal, 2018). However, healthcare companies are currently implementing advanced technologies such as Electronic Health records (EHR) to prevent medical errors.

EHR provides a framework where doctors and nurses can intervene through the internet when they’re in a case of a medical error for mitigation purposes. Additionally, doctors and nurses record every piece of information concerning the patient. Any person can view the medical history in an organization embracing EHR technology through the internet (Classen, Holmgren, Newmark, Seger, Danforth & Bates, 2020). Through the organization’s learning, healthcare companies have developed policies that ensure healthcare personnel review patients’ medical history before providing any treatment. If a medical professional has questions regarding the patient, the previous doctor who handled the patient can be consulted since their details are stored in the EHR system.

What I have discovered about the topic over the year

What I have discovered about the topic is that it will continue to change due to advancements in technology, diversity, and globalization. The organization’s learning changes due to ever-growing stiff competition among the industries’ firms. The process ensures that employees are more comfortable working in an organization. Most organizations across the globe do not embrace organizational learning but pouches employees who are competent from other firms.

What has been discovered about the topic is that employees are the main assets of an organization. They need to be treasured, valued, and loved to enhance employees’ retention (Hardika, 2020). The previous statistics show that companies using organizational learning are more successful. The companies are efficient and lack many common errors that others organizations. Therefore, I would recommend every organization embrace organizational learning and ensure respect for all the employees. Employees should be proactive and suggest activities to be implemented to enhance their productions and career progression while improving the welfare of the entire organization.

References

Antunes, H. D. J. G., & Pinheiro, P. G. (2020). Linking knowledge management, organizational learning and memory. Journal of Innovation & Knowledge, 5(2), 140-149.

Classen, D. C., Holmgren, A. J., Newmark, L. P., Seger, D., Danforth, M., & Bates, D. W. (2020). National trends in the safety performance of electronic health record systems from 2009 to 2018. JAMA network open, 3(5), e205547-e205547.

Coe, N. M., & Lee, Y. S. (2006). The strategic localization of transnational retailers: The case of Samsung‐Tesco in South Korea. Economic Geography, 82(1), 61-88.

Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. John Wiley & Sons.

Hardika, A. L. (2020). Demographic Bonuses in Optimizing the Strategy Management of Village-Owned Enterprises to Realize Superior Products in Rural Areas. Solid State Technology, 63(4), 5249-5261.

Senders, J. W. (2018). Medical devices, medical errors, and medical accidents. In Human error in medicine (pp. 159-177). CRC Press.

Tortorella, G. L., Vergara, A. M. C., Garza-Reyes, J. A., & Sawhney, R. (2020). Organizational learning paths based upon industry 4.0 adoption: An empirical study with Brazilian manufacturers. International Journal of Production Economics, 219, 284-294.

Yaraghi, N., & Gopal, R. D. (2018). The role of HIPAA omnibus rules in reducing the frequency of medical data breaches: Insights from an empirical study. The Milbank Quarterly, 96(1), 144-166.

Yun, J. J., Jeon, J., Park, K., & Zhao, X. (2018). Benefits and costs of closed innovation strategy: Analysis of Samsung’s Galaxy Note 7 Explosion and withdrawal scandal. Journal of open innovation: Technology, market, and complexity, 4(3), 20.