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PeterSenge suggests that organizations that will excel in the future willbe the organizations that discover how to utilize people`s commitmentand capacity to learn at all levels in an organization. Whatcharacteristics of individual learning will have the greatest effecton organizational learning? Why? How might forces external to theorganization affect the relationship between individual learning andorganizational learning?

Itis worth noting that organization learning is a process ofgenerating, maintaining as well as distributing knowledge within anorganization (Barrette, 2007). From the answer, this processincorporates various stakeholders, such as the employees, customer,competitors and employer for it to be successful. In addition, thelearning process requires time as the organization gain experience aswell as skills. As a result of experience and skills gained, anorganization is able to form knowledge. As noted by Edwards (n.d.),this knowledge is the one that transforms an organization into asuccess. The knowledge is formed in four distinct units, which aregroup, individual, inter-organizational as well as organizational.The external forces, which are mainly attributed by competitorsrequires a sharp response in order to keep an organizationcompetitive. This requires organization to learn the market and theircustomers’ needs (Lam, 2000).

Schwandtand Marquardt claim that, in the near future, only organizations thatadequately leverage organizational learning will survive. Companiesthat do not will soon go the way of the dinosaur and die because theywere unable to adjust quickly enough to the changing environmentaround them. Do you agree with the claim made by Schwandt andMarquardt? Why or why not?

Ialso sail in the same boat with the answer for this question. Thecurrent playing field for business cannot be fully forecasted, and asa result, any organization ought to be prepared for adjustment, whenthe need arise (Rakowska et al, 2015). The way organization used toprepare for risk, they must now be vigilant to adapt to newenvironment at any time. As a result, this requires an organizationto keep learning on how to innovate and remain in a competitivenesslevel along with its competitors (Rivard 2006 Zhang &amp Zhu,n.d.).

References

Barrette,J. (2007, September 22). Organizational Learning among SeniorPublic-Service Executives: An Empirical Investigation of Culture,Decisional Latitude and Supportive Communication. CanadianPublic Administration.

Edwards,L. (n.d.). A review of: “ ganizational Climate—Explorations of aConcept”. By R. TAGIURI and G. H. LITWIN (Editors). (HarvardBusiness School, 1969.) 50s. Ergonomics,807-808.

Lam,A. (2000, May 1). Tacit Knowledge, Organizational Learning andSocietal Institutions: An Integrated Framework [*]. OrganizationStudies.

Rakowska,A., Valdes-Conca, J., &amp Juana-Espinosa, S. (2015). AffectingFactors of Public Employees’ Ganizational Commitment. InternationalJournal of Synergy and Research Ijsr,5-5.

Rivard,P. (2006, August 1). Enhancing patient safety through organizationallearning: Are patient safety indicators a step in the rightdirection?(Patterns, Culture, and Reliability). HealthServices Research.

Zhang,Z., &amp Zhu, X. (n.d.). Empirical Analysis of the Relationshipbetween Or-ganizational Culture and Organizational Performance.Proceedingsof 2012 National Conference on Information Technology and ComputerScience.