Article Analysis
Article one
This article illuminates on the necessity for learning and development that is triggered by the ever-changing world economy, increasing competition and the corresponding technological advancements that plague the contemporary working environment. Changes in the working, industrial and knowledge paradigms are imminent at all times. Therefore, the article briefs on the importance of organizations to ensure that their employees have the necessary capabilities of adapting and continually learning to remain relevant in the market and production scales in general. The article points out that it is the duty of organizational and managerial personnel to ensure that the relevant initiatives geared towards improving the skills and knowledge of their employees are implemented and kept up to date. Moreover, the initiatives ensure that employees are resilient and capable of coping with the dynamic nature of the working environments (Rana, Ardichvili, & Polesello, 2016). The article maintains that customer and shareholder satisfaction is purely dependent on the organizational capacity to innovate, adapt and improve all the running processes with the primary goal of creating acceptable and consistent value.
The article review several pieces of literature to come up with clear and results oriented findings designed to generate sustainable value for customers and the inherent shareholders by improving the human resource available to organizations. One of the primary strategies identified by the article entails promoting and improving self-directed learning, SDL, by the human resource personnel. The report acknowledges the primal technicality that faces organizations in attempts to improve and promote positive change and value. Therefore, the article proposes the concepts of the organizational capacity to promote and espouse SDL among the workforce in a bid to accelerate value creation, addition and improvement for customers, shareholders, and the corporate wellbeing (Rana, Ardichvili, & Polesello, 2016). According to the finding of the article, SDL offers a myriad of benefits to the organization, shareholders and clients in general such as ensuring continuous learning, promoting active inquiry, dialogue, and encourages collaborative learning and improvement among other merits.
The article finalizes by elaborating on the acute importance of the SDL to the development of the human resource in the workplace. The article argues that the principal tenets of successful SDL rely on open communications, a systems approach form of thinking, dynamic and adaptive features. Additionally, the article explicates on the distinction between organizational learning and learning organization by stating the that the former pertains to culture, norms and value system that the organization espouses to improve the corporate knowledge paradigm (Rana, Ardichvili, & Polesello, 2016). The later relates to the integrated structures, practices, initiatives and learning environment that enables value creation through continuous and productive learning.
Article two
“Working together – learning through sharing”
The article is an action research project that aims at examining and identifying the major factors that promote and inhibit collaborative working within the ambits of social care by primarily focusing on practical and real-time experiences as reported by caregivers and social practitioners. The article employs research and practice data collection schemes in the identification of the inherent problems, resolution, and resource development in implementing the desired approach.
The article argues that treatment and service offered by caregivers are the direct tenets of the outcomes that are desired from the process. Therefore, it is imperative that the efforts and work of caregivers be improved by creating understanding and general recognition. The article reports that research points to considerable ambivalence among caregivers and practitioners as to whether they should work with the available resources and inbound systems or they should implement and espouse a need basis and general person-centered contextual service (McEvoy & Nosowska, 2012). Therefore, the article proposes from the findings that shared learning and caregiving should be primarily focused on direct active action which is a tenet of practical learning which ultimately results in fundamental and motivated learning process.
The objective of the article is to create an understanding and method of appreciating the work done by caregivers and practitioners while at the same time elaborating on the methods and approaches that can be engaged to make caregiving more efficient and ensure quality service delivery as per the concerns of the service clients. The article identifies the authorities as the primary legal tenet that guarantees quality rapport between caregivers and the survive seekers. Additionally, the report maintains that national evaluation of individual budgets IBSEN found that inclusive, comprehensive planning and strategizing of the caregiving policies and laws immensely promotes quality service delivery (McEvoy & Nosowska, 2012). Interim research findings presented by article indicate that respect when interacting with people is mandatory for efficient and productive interaction, recognition and valuing caregivers exponentially improves the process and that understanding the caregiving process eliminates barriers, creates an enabling and motivating environment, creates excellent communication, improves relationships and yields proper caregiving perspectives and approaches.
References
McEvoy, C., & Nosowska, G. (2012). Working together – learning through sharing. Journal of Integrated Care, 20(1), 62. doi:10.1108/14769011211202300
Rana, S., Ardichvili, A., & Polesello, D. (2016). Promoting self-directed learning in a learning organization: tools and practices. European Journal of Training & Development, 40(7), 470-489.
