Learning Organizations are essential in helping a business operate efficiently. When an organization learns collectively they acquire knowledge and innovate faster, which will help them survive and thrive in a rapidly changing environment. When companies establish a learning organization, it creates a culture that supports and encourages employee learning, risk taking with new ideas and critical thinking. Organizations that promote learning allow employees to make mistakes and learning from your mistakes is part of the learning process. Learn from the experience, experiment and come up with the best solution. For employees to learn they need to be informed by distributing new knowledge throughout the organization and incorporating it into daily activities. Here we will summarize an article that talks about learning organizations; summarize the author’s conclusion and/or recommendation; summarize my conclusion; lastly, we will summarize how the concept in the article applies to my organization.
Summary of Article In the article of 5 Keys to Building a Learning Organization, Mr. Bersin talks about the key notes in building a learning organization. He first starts off by saying that corporations should not resort back to the 1980s’ and build corporate universities, because this could be costly. Bersin (2012), states that the corporate training industry is about $135 billion, which indicates how costly training is. So, how do we minimize these costs? Bersin came up with five key points that help a company avoid training costs while still incorporating a learning organization. The five key points are: 1, Remember that corporate learning is “informal” and HR doesn’t own it; 2, promote and reward expertise; 3, unleash the power of experts; 4, demonstrate the value of formal training; and 5, allow people to make