About culture and learning organization.

1. Culture and learning organisations.
Ramanpreet saini(12)
Sanjna prabhu(13)

2. Definition-
• Organizational culture is a system of shared assumptions, values, and
beliefs, which governs how people behave in organizations.
• It is important to consider culture while managing change in organisation.
• Culture can be both, as input and as output.

3. Characteristics of organisation culture
• Innovation and risk taking
• Attention to detail
• Outcome orientation
• People orientation
• Team orientation
• Aggressiveness
• Stability

4. Types of culture-
According to Robert E. Quinn and Kim S. Cameron are 4 types of culture-
• Clan oriented cultures are family-like, with a focus on mentoring, nurturing,
and “doing things together.”
• Adhocracy oriented cultures are dynamic and entrepreneurial, with a focus on
risk-taking, innovation, and “doing things first.”
.

5. Cont.
Market oriented cultures are
results oriented, with a focus on
competition, achievement, and
“getting the job done.”
Hierarchy oriented cultures are
structured and controlled, with a
focus on efficiency, stability and
“doing things right

6. Strategies for strengthening organizational
culture
• Actions of founders and leaders - Founders are often visionaries whose
energetic style provides a powerful role model for others to follow.
• Introducing culturally consistent rewards- Reward systems strengthen
corporate culture when they are consistent with cultural values
• Maintaining a stable workforce- organizations depend on a stable
workforce to communicate and reinforce the dominant beliefs and values

7. Cont.
• Managing the cultural network -Organization culture is learned, so an
effective network of cultural transmission is necessary to strengthen the
company’s underlying assumptions, values, and beliefs.
• Selecting and socializing employees-It is the process of learning about the
company’s culture and adopting its set of values. This process begins long
before the first day of work

8. Learning organisation

9. Defination-
• A learning organization is the term given to a company that facilitates the
learning of its members and continuously transforms itself.
• Learning organizations develop as a result of the pressures facing modern
organizations and enables them to remain competitive in the business
environment.

10. A learning organization has five main features-
• System thinking- Learning organizations use this method of thinking when
assessing their company and have information systems that measure the
performance of the organization as a whole and of its various components.
• Personal mastery- The commitment by an individual to the process of
learning is known as personal mastery.
• Mental models- The assumptions held by individuals and organizations are
called mental models.

11. Cont.
• Shared vision - The development of a shared vision is important in
motivating the staff to learn, as it creates a common identity that provides
focus and energy for learning.
• Team learning- Team learning requires individuals to engage in dialogue
and discussion, therefore team members must develop open communication,
shared meaning, and shared understanding.

12. Benefits-
• Maintaining levels of innovation and remaining competitive
• Being better placed to respond to external pressures
• Having the knowledge to better link resources to customer needs
• Improving quality of outputs at all levels
• Improving Corporate image by becoming more people oriented
• Increasing the pace of change within the organization

13. Adult learning
• Andragogy (adult learning) is a theory that holds a set of assumptions about
how adults learn.
• Andragogy emphasizes the value of the process of learning. It uses
approaches to learning that are problem-based and collaborative rather than
improving, and also emphasizes more equality between the teacher and
learner.

14. Cont.
• Knowles identified the six principles of adult learning outlined below
• Adults are internally motivated and self-directed
• Adults bring life experiences and knowledge to learning experiences
• Adults are goal oriented
• Adults are relevancy oriented
• Adults are practical
• Adult learners like to be respected.

15. Types learning styles
• Visual learners: learn through seeing
• Auditory learners: learn through listening
• Tactile/kinesthetic learners.

16. Example of learning organisation-WNS
• WNS (Holdings) Limited is a leading global Business Process
Management(BPM) company.
• Headquarters in Mumbai.
• WNS delivers an entire spectrum of business process management
services such as customer care, finance and accounting, human resource
solutions, research and analytics, technology solutions, and industry-specific
back-office and front-office processes.
• Total no. of employees is 29,672.

17. Learning organisations
• WNS continually builds its employees' expertise in their respective domains.
• The organization's learning function established "domain universities" to
equip employees with skills in such business areas as finance, banking,
healthcare, logistics, retail, and insurance.
• The team implemented a sales training program, defined appropriate sales
measurement tools, and developed a sales management system.
• The learning function also implemented talent development roadmaps.