Disadvantages of A Learning Organization

Learning organizations do not have a solution to the goals-gap challenge. Notably, one of the characteristics of learning organizations is shared thinking (Torlak, n.d). An organization may facilitate learning through its various ways, but synchronizing individual goals for all employees into the primary goals of the organization is a difficult task (Milway & Saxton, 2011). Therefore, some employees take advantage of learning organizations to meet their personal goals rather than for the greater good of their learning organization.

Secondly, learning organizations suffer from resistance to change. Since the learning process is continuous and constant, some employees may manifest resistance to change. Though the challenge may be overcoming, organizations use extra resources in lessening the resistance. For instance, baby boomers may resist shortcuts used by generation Z to meet similar market demands. To an extent, the use of additional resources makes the process costly and rough.

To sum up, “learning organizations” refer to organizations that are in continuous personal and professional development of their employees. The learning process may be internal, external, or reflection. Some benefits of learning organizations include the development of new skills and knowledge, increase creativity and innovation, and improve an organization’s performance. However, learning organizations experience goal-gaps and resistance to change.