Ways of Learning

Continuous learning and transformation is the principle of founding a learning organization. Thus, the model of learning in the “learning organization” context appreciates change (Serrat, 2010). As mentioned earlier, change is inevitable. The inevitability of change is significant since organizations can predict future states and manage their desired changes. In that light, learning organizations tailor their learning process to achieve desired results (Serrat, 2010).  Generally, the learning process can be internal, external, or reflective.

Internal learning occurs within an organization. Usually, an organization facilitates the access of opportunities to improve on skills and knowledge, or professional development (Serrat, 2010). Internal learning occurs through training, benchmarks, or seminars. The purpose of internal learning is to gain holistic professional and personal development of employees. It is a critical exercise since every person in an organization has a contribution to the achievement of an organization’s goals.

External learning entails the evaluation of certain aspects of the organization’s environment. For instance, an organization seeks to understand the nature and trends in the competitive market, and consumer tastes and preferences (Serrat, 2010). Since globalization and the rapid development of new technologies impact both competition and consumption, learning various trends is critical for a learning organization.

Reflection in the learning process entails probing the paradigms and assumptions prevalent in an organization. In the reflection model of learning, organizations identify strategies which have been rendered redundant, and those requiring improvement or new opportunities (Serrat, 2010). Also, while organizations should not encourage failing, past or present failures may be avoided in the future after reflectional learning.