How can your organization benefit from organizational learning? How would you implement it?

I think that before we discuss how we benefit from organizational learning, we should understand why we are doing organizational learning first. Briefly, organizational learning allows a business to continue to advance its professional growth and align its employees as a team. As the company improves, it develops and accumulates a broad range of knowledge and information for its future. Now, we know the advantages. Let's look at how to implement it. 

There are many vital aspects we must consider such as leadership, customers, alignment, widespread, support, measurement, and communication. Based on this concept, I believe that I have to plan an organizational learning program. Therefore, I sorted these factors into interconnected principles. Starting with customer satisfaction and leadership, I believe that developing and clearly communicating the desired vision is the first step. Then, develop the measurement system, and align and support the learning processes. After that, widespread the story and keep it in the policies and management. For example, Dyson, a name that has become synonymous with vacuum cleaners and is known for transforming a brilliant engineering idea into a bright success. The consistency in the open culture is embedded in the very fabric of the organization where mistakes are not punished but rather valued because of the potential to be turned into success. In addition, 3M’s unique 15% Culture encourages employees to set aside a portion of their work time to proactively cultivate and pursue innovative ideas that excite them. Whether it’s experimenting with new technology, forming a special interest group around a fresh idea, or finding a new way to run a process, its 15% Culture gives employees in all areas the license to innovate. 

Two years ago, when I worked at a coffee shop, I found that the barista is more likely to actively practice and make better latte art when they feel valued and respected. Employees can do one thing as good as 60% or as good as they can to make it close to 99%. I think it is the core of effective learning, so I discussed this observation with my boss and provided my recommendations. She(the boss) accepted my idea and began to share their art stories. Moreover, I suggested a Tasty Program. In this program, everyone can discover and find their favorite formula of drink with the support of the shop. And, they can directly benefit from the revenue generated by the formula which means a proportion of the profit per sup of the drink sold. Each week, the most popular top three will be listed in a specific area of the menu called, The Barista, "the innovator's name" series. 

Reference

How leaders can change company culture: Lessons from 3M and Six sigma. Network for Business Sustainability (NBS). (2022, February 21). Retrieved May 14, 2022, from https://nbs.net/other/the-challenge-of-change-3m-six-sigma-and-corporate-culture/

Indeed Editorial Team. (2021, July 7). Career development | indeed.com. What Is Organizational Learning and Why Is It Important? Retrieved October 9, 2022, from https://www.indeed.com/career-advice/career-development

Ltd, A. A. (2021, December 31). Dyson Company Analysis: Industry and Culture. UK Essays. Retrieved February 1, 2022, from https://www.ukessays.com/essays/business/examining-the-rise-of-the-dyson-company-business-essay.php

Quality Management (Knowles) Ch 13 p 150-166, Ch 15 p 177-185