Learning Organisation – Synonym for a Successful Company of the Future

The goal of every modern organisation is to operate successfully and maintain its competitive advantage in the future. However, the question arises as to how to achieve this in the face of increasing globalisation of the economic space and growing consumer demands. There is no room here for vertical hierarchy, execution of orders and control of every single activity carried out. The aim of her diploma thesis was to determine, through research in the selected company xy, the commitment of employees, their attitude towards knowledge and education, and the methods of transferring knowledge and information amongst employees.

Problem

The goal of every modern organisation is to operate successfully and maintain its competitive advantage in the future. However, the question arises as to how to achieve this in the face of increasing globalisation of the economic space and growing consumer demands. The answer lies in the approach to the concept of the learning organisation, which is already well known in Western Europe and the USA.

The concept of the learning organisation does not only represent a different attitude towards knowledge in companies, but fundamentally affects the organisation itself, the method of management and the way of thinking of the entire company. In it, management has the role of mentor, adviser, promoter of new ideas and innovation. The learning organisation is based on a higher organisational culture, a different way of communicating, a different approach to knowledge management and, above all, on respect for every employee.

Employees know the mission of their company, are committed to common goals and strategy. Moreover, they create the strategy together.

Solution and Method

There is no room here for vertical hierarchy, execution of orders and control of every single activity carried out. The learning organisation has in its ranks self-confident people who carry out their work in teams, whilst at the same time working independently and responsibly, therefore they do not require supervision from above, they are prepared to continuously educate themselves and share their knowledge with others. With the help of the knowledge of all employees, the learning organisation creates new, organisation-specific knowledge, which is the basis for progress and its business success.

Employees in learning organisations are highly motivated and rewarded for their achievements. Rewards do not always represent only money. This can also be education.

The latter, as one of the fundamental tasks of the learning organisation, influences the personal development of individuals and improves their competences. In Slovenia, there are not yet many learning organisations. There may be several reasons for this.

The majority of them have not yet decided to approach learning organisations because they are still convinced that employees need them more than the other way round, and organisational structures are not yet prepared to change. Other organisations would decide on such a step, but they do not know how to carry it out and when is the most appropriate moment for introducing the concept of the learning organisation. However, the fact remains that in their desire to survive and progress, they will have to do this as well.

They will certainly need the help of experts. The USP Institute, based in Ljubljana, was established precisely for this purpose. In addition to promotion, its work is entirely dedicated to supporting Slovenian companies in transforming into learning organisations and evaluating their achievements.

Fifteen Slovenian companies have already succeeded in this with its help. In her diploma thesis, she attempted to present the concept of the learning organisation and the way in which companies can become learning organisations, as she believes that in the future this will be the only form of organisation that will be able to operate successfully. Companies will therefore have to start their transformation quite quickly, no matter how difficult it is to part with the traditional form of organisation, where everyone knows their responsibilities and defends their privileged position (if they have one) at any cost.

This also applies to all Slovenian companies, except for those fifteen that have already decided on this step. Of key importance in learning organisations are people with their knowledge, the intellectual capital of every company, whose value will need to be recognised. In companies, it will be necessary to start developing such an organisational culture and climate that employees will feel good in them and genuinely enjoy working and educating themselves, rather than just going to work every day for a salary.

High motivation and self-initiative of employees will be those factors that will ultimately bring companies what they desire – profit and recognition.

Results

The aim of her diploma thesis was to determine, through research in the selected company xy, the commitment of employees, their attitude towards knowledge and education, and the methods of transferring knowledge and information amongst employees. The research yielded very encouraging results, as it found that employees are loyal to their company and also act in their free time in such a way that they do not jeopardise the reputation of their company, that they are favourably disposed towards education, as they are aware of the impact of good education on success at work, and also that the exchange of information and knowledge in the company is well organised.

The basic assertion of her diploma thesis, that employees have a reserved or, in some cases, negative attitude towards education, which is directly proportional to the level of education and age, was refuted by the research, as it was participated in mainly by employees aged between forty-one and sixty years, who are aware of the importance of knowledge and education, and therefore do not have a negative attitude towards it. Moreover, the research showed that the majority of employees are prepared to educate themselves even in their free time, if it will contribute to improving the quality of work performed and the lives of employees.

Respondents in their answers refuted the assertion that better education can contribute to greater loyalty to the company, although she herself is of the opposite opinion. Education is not intended only for employees, but also for the company, and there are several types of knowledge, including those that can bind the company and employees more firmly together. The company is the one that must take the first step on the path to creating a strong bond with employees.

How? By creating an appropriate organisational culture and climate. The first step in this process is to give employees recognition and the necessary respect.

Without employees, no company can operate. When creating an information system, the company needs people for this, when creating products and services it uses the ideas of people, these products and services are again sold by people, all activities in the company therefore revolve around people. Therefore, the advice is that companies, including the selected company xy, should include people in their mission.

"….With the help of loyal, professionally trained employees …," is just a few short words that can work wonders. The second step in a company such as the selected company xy is the motivation of employees. Their motive must, instead of stimulation to basic salary and advancement due to higher personal income, become the joy of working and creating in a company where they feel good.

Employees already today appreciate praise and encouragement, but it is rarely spoken about outside the immediate working environment. The selected company xy has a renovated information system, well-designed information pathways, well-organised and effective training, encourages and welcomes employees' aspirations to acquire new knowledge and even finances them. It only lacks, through an appropriate organisational culture and recognition of the value of every employee, to get to all the knowledge and ideas that employees hide within themselves, but do not know how or dare not express.

Thus, the selected company xy will become a true learning organisation, whether it has this written in its mission or not.