Introduction
Learning is extremely beneficial in an organization. This is because learning necessitates improvement. On the other hand, improvement is significantly essential as without improvement most firms stagnate. Organizations operate in a dynamic environment which is characterized with changes every now and then. Mistakes and variances from the expected results occur quite often. Therefore, it is beneficial to learn new skills and technology so as to ensure efficiency in service delivery. In addition, learning is necessary to ensure quick acquisition of skills than competitors in order to maintain a competitive hedge in the market. For instance, Kudler Fine Foods should promote learning so as to appreciate the fact that solutions to work related problems lie within the organization. The organization should also promote learning in order to enhance creativity and innovation. This paper discusses the application of fifth discipline system thinking model in Kudler Fine Foods, action learning and appreciative inquiry and the possible implementation outcomes.
Fifth Discipline System
The fifth discipline system thinking model is compose of five disciplines that employed in developing the learning abilities. The three learning abilities include enhancing comprehension, aspiration, and reflective conversation. The five disciplines include personal mastery, mental models, building shared visions, and team learning. The five disciplines must be mastered when introducing the concept of learning into an organization. Firstly, the system thinking refers to the ability to view the bigger picture. There is a need to be able to see the bigger picture and not to blame external forces for the problems we face in our daily operations. This is beneficial as it enables employees to differentiate various patterns rather than conceptualizing amendment as an isolated event. For instance, in the case of Kudler Fine Foods, employees should be made to learn to find solutions to the problems within themselves. They should also think for other opportunities of how they can expand the organization. Nevertheless, system thinking alone cannot be used to initiate learning in an organization. The other discipline required is personal mastery. Personal mastery aims at being the best person amongst the others. One needs to commit him or herself to lifelong learning. As such, an individual should be more realistic and focus on achieving self-actualization. Such a spirit will facilitate achievement of a full potential. This in turn will lead to overall improvement in an organization. Employees should know that learning is an on-going process throughout someone`s life. Thirdly, mental models are necessary in enabling a learning organization. People ought to appreciate the fact that real change can never be realized unless they drift their focus on openness. Thus, mental models should be managed in order to see to it that organizational practises and new powerful insights are implemented. Mental models commence with shifting one`s mind from generalization and past belief structures. One then comprehends how unearthing strongly held beliefs can dramatically affect their daily operations in life. Fourthly, building shared visions should be enhanced in order to foster a commitment in the long run. Visions begin with personal views and may not be necessarily be in tandem with the leaders’ vision. The most vital feature to be taken into account is ensuring that a vision is genuine and can ensure commitment during bad or good times. Fifthly, team learning is necessary in an organization. Team learning is the process of creating desired results in form of goals and working as a team to achieve the results. In general, team work is very essential as people in an organization have different skills. When employees work as a team, they share ideas and contribute positively towards the achievement of the organization`s goals and mission at large. In short, a learning organization challenges all the employees to use all their potential and resources to achieve desired results. This is with the hope that employees are in a position to build their own organization based on principles of humanity, liberty, and a united will to learn.
Action Learning
Alternatively, action learning and appreciative inquiry can be used in place of the five disciplines to realize a learning organization. Action learning is a process in which people learn and work together by reflecting on their actions and handling real issues. Therefore, learners acquire skills and knowledge through real practise and actions rather than through old instructions. Action learning is helpful as it facilitates performance improvement and guide future action. The learning points arise when an individual reflects and reviews his or her actions and realizes the weak areas that require improvements. Individuals are allowed to reframe their choices, beliefs and assumptions, and to move away from the prevailing ideologies. Therefore, action learning can be viewed as a process of learning how to unlearn. Unlearning involves breaking away from one`s perceived ideologies in order to conform to other allegiances. Kudler Fine Foods can apply action learning by focussing on questions other than mere statements. This is because questions not only make groups think out of the box but also generate innovative ideas and become a cohesive group. In general, action learning promotes learning, improves performance, and enables organizations to position themselves strategically.
Appreciative Inquiry
Alternatively, appreciative inquiry can be employed in order to realize a learning organization. Appreciative inquiry involves focussing on organizations strengths rather than eliminating weaknesses. Therefore, an organization carries out an inquiry from its` suppliers, customers on its` strengths and weaknesses. It then seeks to develop, build, and renew itself based on the findings. Nevertheless, application of appreciative inquiry is limited since it can only be applied in organizations that face rapid change and growth. Thus, appreciative inquiry is based on the fact that there will be a tendency of focussing on a particular direction. Appreciative inquiry commences with the belief all employees in an organization have positive attributes which they can build on. Appreciative inquiry relies on the results of interviews to comprehend an organization`s potential strengths. Appreciative inquiry can be implemented through diverse gatherings and mass interviews. All the approaches bring a diverse group together to study an organization. Kudler Fine Foods can use appreciative inquiry in order to determine their strengths and weaknesses. This will enable them to focus more on their strengths with an aim of improving the overall performance.
Outcomes
There are various outcomes depending in the type of approach used in an organization. For instance, using appreciation inquiry will make an organization focus on its` strengths only. Therefore, it will overlook its` weaknesses. On the other hand, action learning will enhance questioning of most processes. This will encourage innovation and creativity.
Conclusion
In conclusion, organizational learning can be achieved through different methods. These include appreciative inquiry, action learning, and the five disciplines. Learning is extremely beneficial as it enhances improvement and growth in an organization.
References
Cooperrider, D., & Whitney, D. D. (2005). Appreciative Inquiry: A Positive Revolution in Change (Illustrated ed.). San Francisco, California: Berrett-Koehler Publishers.
McGill, I., & Beaty, L. (2004). Action Learning: Revised Edition (2, Illustrated, Revised ed.). London: Routledge.
Robert, L. F. (2002). Rethinking The Fifth Discipline: Learning Within the Unknowable (Illustrated, reprint ed.). London: Routledge.
