“Organizational Learning Mechanisms (OLMs) and Organizational Culture” Please respond to the following:
In your own words, contrast the core differences between off-line and online Organizational Learning Mechanisms (OLMs). Then, create a scenario in which one (1) of the following types of OLMs would be an effective structure: off-line/internal OLMs, online/internal OLMs, off-line/external OLMs and online/external OLMs. Justify your reasoning for selecting the OLM for the scenario.
Organizational Learning Mechanisms (OLMs) is the structural facet of organizational learning and focuses on the institutionalized structural and procedural arrangements that allow organizations to systematically collect, analyze, store, disseminate and use information that is relevant to the performance of the organization. The core differences between off-line and online Organizational Learning Mechanisms (OLMs) is a matter of learning over the entire dataset (offline) versus learning in increments (online, on module at a time). For online learning you will on average have the ability to access more data and will be able to distribute in increments. Any changes made at a given stage depends heavily on the current state of the organization. It is natural that with time content will change and the ability to change that content would be much easier. With offline learning, the weight changes are more dependent on the entire data set of learning defining a global cost function. With offline learning unlike online the content is used repeatedly until the cost function is received. It is much costlier to replace/update offline learning mechanisms versus online. Online learning occurs concurrently with tasks, as offline learning is usually separate from tasks. In a scenario of labor markets, offline OLMs are more suitable in designing an internal labor market. An organization can use the offline OLMs in dealing with the instability of the internal labor markets. In this scenario offline OLMs are more appropriate because of its ability to interact with the external environment to understand the company’s internal labor challenges.
Use the Internet or the Strayer Library to research the impact of organizational culture on a productive learning environment. Next, examine the extent to which organizational culture can impact productive learning within an organization. Next, select two (2) cultural norms (i.e., inquiry, issue orientation, transparency, integrity, and accountability) that you believe generate knowledge and lead people to act on this knowledge within your organization or an organization with which you are familiar. Justify your selection.
Organizational culture plays a very important role in the development and continued growth. Creating a learning culture, is creating a culture with organizational values, systems and practices that support and encourage both individuals, and the organization, to increase knowledge, competence and performance levels on a continuous basis . Having a productive learning environment promotes continuous organizational improvement and supports business goals. It can also affect the organizations ability to adjust with change, making it less resistant. Organizational culture can impact productive learning within an organization because it enables employees to challenge status quos, think more strategically and critically. It also ensures that the team does not become comfortable in the way things are always done. It can also create the capacity and adaptability needed for change. The two cultural norms that I believe generate knowledge and lead people to act on it within an organization is integrity and transparency. I chose integrity and transparency because if you have both or even one of the two, you will only perform those duties that you are knowledgeable on and ask for additional training on those tasks that you are not as familiar with. You will care enough about the well-being of the organization not to put it in jeopardy.