Commitment to learning: the responsibility of leaders or employees?

摘要

The main factors common to all three levels of learning are: 1. A reward and recognition system. 2. Clear understanding of goals. 3. Clear direction from leaders. As illustrated in Figure 1, these factors are critical to the rigor and frequency of learning at all organizational levels. In order to cultivate a learning organization, every member needs to be mindful of his or her potential in learning, with outcomes translated directly into action that will benefit the organization in the long term. Although these key enablers are important to all levels of learning, the way they influence each level is different. This can be seen in the variation in terms of the ranking presented in the three tables above. At the core of all factors is the alignment of goals between the three levels - personal, team and organizational - that will propel the organization to meeting greater business demands. It is only when the larger goals of the organization are considered that the right mindset will follow - that is, the commitment to learning. In summary, Argyris' (1999) views of what leaders should do to inculcate committed employees are: 1. implement the strategy, process and job requirements as faithfully, reliably, and effectively as possible; 2. monitor such implementation to assess effectiveness; and 3. be vigilant about recognizing actual or potential gaps, errors and inconsistencies, as well as new and unrecognized challenges.