Employee Reward nd Development Essay Example | Topics and Well Written Essays - 1500 words

Employee Reward nd Development - Essay Example brassal attainment has been proposed as a fundamental st arraygic lick and the only sustainable competitive advantage of the future (Vera and Crossan, 2004) as it increases the rate of change, provides flexible formation of structures, continuous improvement, and organizational interactions are actively managed and optimized (Easterling, n.d.). Smith, Araujo and Burgoyne (Vera and Crossan et al (2004) developed a metaphysical model with 4I simulation linked by four social and psychological processes like intuiting, interpreting, integrating and institutionalizing. Organizational education is viewed as a process of change in thought and action among individual and root which is embedded in and affected by the institutions of the organization. It is further argued that tension between assimilating new learning (exploration) and using what has been learned (exploitation) is the basic challenges of organizational learning. The learnin g organization concept is about building learning and knowledge creating capacity in individuals and enabling the effective dissemination of this knowledge through the organization. The learning organization is the product or result of a critical combination of internal change mechanisms concerned with structure, process and human capability allied to continuous environmental reviews which is intended to improve performance (Thomas and Allen, 2006). According to Egan, Yang and bartlett (2004) organizational learning culture can enhance employees job satisfaction and both of these variables trance the organizational outcome variables of motivation to transfer learning and turnover intention. The analytic framework of the learning organization developed by Watkins and Marsick (Egan, Yang and Bartlett, 2004) provides a lucid and broad definition of the construct of learning organization which non only identifies underlying learning organization dimensions but also integrates such di mensions in theoretical framework which specifies interdependent relationship and was also agreed by Ortenblad (Egan, Yang and Bartlett 2004)). Vince (2001) while examining the organizational learning in Hyder Plc mentioned that the conceptualization which indicates that individual staff can benefit from on-the-job learning and training which is highly possible and applied (p.1326) and further argued that organizational learning is visible in the organizational dynamics which is created from the interaction of authorities (power relations) and emotions. According to Miner and Mezias (1996) various theories have tacitly assumed a fixed world of exogenic conditions to which organizations must adapt while learning carries a positive connotation in many cultures. behavioural learning scholars claim that incremental learning is common and has useful outcomes. It is pertinent to mention that incremental and root word learning are both meaningful concepts that enhance survival and prosp erity while may aim damage the organizational culture. According to Yeo (2002) behavioral or adaptive learning approach clarifies that learning is immediately associated to some action which follows it. Cognitive learning assumes that learning is more than just applying rules or responding to small musical scale problems and making basic elements of a subject. Sanchez, Vijande and Gutierrez (2010) mention that