Some people say that the expectation of conformity implied in organizational learning is a threat
to the free will of individuals. Do you agree? Should managers favor organizational learning or
individual learning for their employees?
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Some people think that organizational learning might limit their ability to think and act freely. I
understand this concern, especially when strict processes leave little room for personal input, as
noted by Salib and Haugh (2019). However, I believe it’s more complicated than that.
Organizational learning can actually help people work better together while still sharing their
unique ideas. In my own experience, having clear rules helped my team succeed, but having
some flexibility allowed us to make meaningful contributions.
According to Forbes Business Council (2022), there is no perfect answer to whether managers
should focus more on organizational learning or individual learning. Organizational learning
helps create consistency and ensures everyone works toward company goals, which is essential
for efficiency. However, focusing too much on standardization can limit creativity and make
employees feel disengaged. On the other hand, individual learning supports personal growth and
innovation, allowing employees to develop unique skills that benefit the company. The challenge
is that without alignment, this approach can cause inefficiency or conflicting priorities.
In my experience, the best approach is to combine both types of learning. Managers should
create training programs that not only align with the company’s goals but also give employees
the chance to grow and build on their strengths. Just as important is creating a work environment
where people feel comfortable sharing their ideas and even questioning how things are done.
When there’s a balance between structure and flexibility, it helps the organization reach its goals
while employees feel supported and valued. I’ve seen this work in my own career, and I truly
believe it’s a strategy any manager can use to build a stronger, more dynamic team.
Reference:
Adamopoulos, A. (2022, December 9). The value of learning through alignment with business
goals. Forbes. Retrieved from:
https://www.forbes.com/councils/forbesbusinesscouncil/2022/12/09/the-value-of-learning-
through-alignment-with-business-goals/
Salib, M., & Haugh, K. (2019, March 7). What is an organizational learning plan? Why do you
need one? Social Impact. Retrieved from: https://socialimpact.com/what-is-an-organizational-
learning-plan/
