Practitioner Literature of Organization Learning
Organization practitioners are essential in an organization as they help analyze companies to determine the changes that can be applied to perfect the performance of an organization (Adam et al., 2020). The organizational practitioner uses behavior science that is issued within an organization and in the system to align the capability, strategy, and interviewing of the system to enable employees to work as a team towards achieving the organization’s goals and objectives.
For organizations to perform excellently, it requires the knowledge and skills of practitioners to guide employees on how to conduct organization and oversee employees on how an organization should be handled (Adam et al., 2020). Practitioner plays an essential role in ensuring that there are continuity and better performance of an organization. Organizational practitioners are people who have been trusted to promote regulatory changes. They have the responsibility of following the performance of an organization and ensuring that the organization is operating in an effective way (Anderson, 2019). They are supposed to know how the organization is performing, progress, and the challenges these organizations face.
It is the role of all organizations to look for a specialist who will guide its employees on how to handle organization, make decisions, and raise the alarm when an organization is not operating well. Generally, the ideas of having practitioner literature are to provide corrective measures that should be taken to ensures that organizations are moving on in the right direction. It also aids in ensuring that all the organization members are certified with the kind of services provided. They further ensure that they can handle employees differently: the fast learners and the slow learners should be treated individually and group people according to their capabilities and potentials.
Organization learning is commonly known as creating, retaining, and moving of knowledge from one organization to another to learn how other organizations are operating and procedures they are using to have a better performance. With the help of practitioner literature, organization learning is conducted smoothly, enabling the organization to gain its goals and objectives. Further organization can create programs that promote to the development of an organization; they retain the best performing employees as well as taking its employee’s training on a regular base to ensure that they gain more knowledge on how to operate well to attain the goals of an organization (Robinson, 2020). Finally, through the help of a practitioner, a strong bond between management and employees of an organization has been able to develop. The performance of the organization has improved, and the organization is in a better position to attain its goals and objectives (Rupcic, 2019).
In conclusion, from the above analyses of a practitioner of organization learning, we conclude that practitioners’ literature is necessary for any operating organization. This is because it promotes the performance of an organization. It creates a strong bond between employees and management, and finally, it makes the organization achieve its goals and objectives. Therefore every organization should have a specific practitioner that guides them on how to operate their particular organization.
Reference
Adam, J. K., Indradewa, R., & Syah, T. Y. R. (2020). The Leadership Styles Impact, In Learning Organizations, And Organizational Innovation Towards Organizational Performance Over Manufacturing Companies, Indonesia. Journal of Multidisciplinary Academic, 4(2), 63-69.
Anderson, D. L. (2019). Organization development: The process of leading organizational change. SAGE Publications, Incorporated.
Robinson, G. (2020). An appreciation of Arie de Geus’ contribution to the learning organization. The Learning Organization.
Rupcic, N. (2019). Organizational learning in stakeholder relations. The Learning Organization.