OB Research And Reflection
OB Research and Reflection
Individual and Organizational Learning
Learning is important aspect wether considering to the individual or organizational growth. As, from leading to management, this concept provides assistance that can lead to improve the performance. That is why the focus of this paper is on the module of individual and organizational learning. The selected module was based on multiple aspects of the leanings for adults as well as their implication to the organizational behaviour as a whole. The module covers the aspect of the learning including its implication to the organizational setup, explaining the adult learning model, different learning styles that exist in the organizational set up along with the model and theory of the adaptive and generative learning. Moreover, the module was very helpful in developing an understanding about the characteristics that should be considered important for the growth of employees and organization. The learnings from the module were extensive, in terms of the knowledge and skills.
All the topics studied in the module were very helpful and interesting based on their application to human behaviour and their effect on the organization. However, a theory that I would like to explore further includes the model of adaptive and generative learning. Hence, the current paper will attempt to cover the implication and importance of the theory chosen. Moreover, along with the importance and implication, it is also important to consider what literature and researches tend to point about this theory. Hence the paper will also provide some recent researches on the topic. Furthermore, personal experience and reflection of the theory will also be focused in this paper.
Adaptive and Generative learning style
Adaptive and generative learning styles are two distinct styles that occur in an organizational setup. The difference between these two styles exist based on the particular behaviours and actions along with the outcomes that they result. Thus, adaptive learning is the earning style which is also known as a single loop learning, tends to detect and cope with the errors, improves or correct the errors and meet the already existing objectives of the organizations. It is also meant to maintain the present laws and policies of the organization and by adapting and adjusting the behaviour to the objectives (Li, 2016). On the other hand, generative learning style also named a double loop learning happens when a correction or improvement in the organization is perform by modifying, changing or questioning the already existing policies, norms and objectives.
The current theory of adaptive and generative learning is taken into account because, these two learning styles based on the fact that which one is employed, has a lot of clear implications. I want to explore this theory further because, both learning styles on which the theory is based are important for the organizational culture because it affects the innovation, creativity, growth, and problem-solving strategies of the organizations as a whole. Thus, consisting of such a vital role it is interesting to explore it further for understanding its impact as a whole on the behaviour of the employees and organizations.
Also every, organization at some point has to face the difficulty while solving, improving or correcting some aspect of the organization, in this way it is important to consider that which learning style should be employed. So, the further research on these learning styles will help the organizations to match the learning style based on their organization, their issues or need at any point. Moreover, the research will also help this field to consider the strengths of their organization based on their learning style and also will elevate the chances to develop the employees for entailing the generative learning style in order to deal with the organizational issues by looking at new ways while dealing with the problems.
Impact on the Organizational Behavior
Based on the implication of this theory on the organizational behaviour, it has been considered that the behaviour of the employees and their emotions are the major aspects that make them take up a particular learning style, including adaptive and generative. Also, it has been pointed by researches that along with the emotions, stressors and the level of stress also account to the use of learning style considering the effect of that stress(Chiva, 2015). As if the effect of the stress is positive it will increase the chances for the employees to use generative learning style in the way of correcting or improving the organizational issue by questioning, inquiring and making innovations in the already existing procedures, norms, and policies (Chiva, 2015).
Researches have also proposed that along with the emotions, other organizational procedures and routines also produce a major effect on the practiced learning style. For instance, if the organization stresses the employees and does not make him able to take time out for dealing and thinking about the possible solutions, it will keep the organization to practice the adaptability learning style (Serrat, 2017). However, if mindfulness and reflection are practiced at the workplace or employees are giving an authority to solve and improve issues, they will automatically tend to take the more innovative path for looking into the organizational matters. Also, they will provide new perspectives in terms of policies and norms.
According to the study, the learning style that is used in an organization also affects the results, performance, and growth of the employees as well as the organizations. In this regard, the adaptive learning style is considered a fast pace and problem-solving practice in the organizations (Cohn et al., 2015). It tends to improve the practices of the organizations. However, generative learning style is regarded as an innovative style, which tends to provide new ways of dealing a particular issue and questioning as well changing the traditional methods of dealing with challenges. Moreover, based on creativity, this style is regarded as more beneficial than that of the adaptive. Thus, it is critical for the organizations to train and provide opportunities to their employees for using generative learning style.
Considering the research on the theory, it is evident that the company or organizations outcomes are also affected by the style used by them. This supports the idea that behaviours on the whole as well as on the individual level, adds to the growth of the organization. Hence, referring to my personal experience, I can recall that the employees in my organization were used to choose a specific style, similar to adaptive, as using the already defined ways for solving any problem, in order obey the policies and norms of the policies. In this way, even the most innovative employees would not encourage to introduce a new idea because that could have violated the policies. The culture had been created in a way that nobody would like to take the risk for the organization because on failure they would have to be fired. Thus, the organization until the day provides no creativity or uniqueness in their services. Also, the employees are not satisfied with the policies that are governed but still they do not have a say.
Based on the knowledge attained in this module, was very helping for looking into this matter and considering the possible reasons. It is quite evident that the negative outcomes of the organization were solely for the reason that they did not give their employees to utilize their own learning style. As it can be seen that there are multiple aspects of the organization that assists n choosing a learning style. As if there was a competition in the organization as compared to the suffocating environment, the learning style would have brought new innovations and advantage to the organization. That is the reason I regard this theory and its relevant research as an important aspect for the field.
MEZ, P. (2017). The effects of ambidexterity and generative learning on new product performance an empirical study.Business Management Dynamics,6(8), 75.
Chiva Gmez, R., Habib, J. (2015). A framework for organizational learning Zero, adaptive and generative learning.
Li, C. H. (2016). From adaptive to generative learning in small and medium enterprises-a network perspective.Journal of Global Entrepreneurship Research,6(1), 11.
Serrat, O. (2017). A primer on organizational learning. InKnowledge Solutions(pp. 359-365). Springer, Singapore.
Cohn, J., Olde, B., Bolton, A., Schmorrow, D., Freeman, H. (2015). Adaptive and generative agents for training content development.Design Recommendations for Intelligent Tutoring Systems, 161.
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