The necessity of enterprise learning?

reprint two examples. For reference.

the significance of establishing a learning enterprise

the theory of learning organization holds that under the new economic background, enterprises must enhance their overall ability and improve their overall quality if they want to develop continuously; That is to say, the development of enterprises can no longer rely on great leaders like Ford, Si Long and Watson, such as and while one man guards it, to plan and command the overall situation. The truly outstanding enterprises in the future will be organizations that can make people from all walks of life invest completely and have the ability to keep learning-learning enterprises.

a successful learning enterprise should have six elements: first, it should have the concept and mechanism of lifelong learning, focusing on the steps of lifelong learning; Second, the multi-feedback and open learning system, focusing on creating a variety of learning ways and introducing knowledge by various methods; The third is to form an organizational atmosphere of learning, sharing and interaction, focusing on corporate culture; Fourth, it has the growing motivation to achieve the same goal, focusing on the continuous innovation of the same goal; Fifth, the study of work makes members activate the meaning of life, focusing on stimulating people's potential and enhancing the value of life; Sixth, learning and working make enterprises innovate and develop continuously, focusing on improving their adaptability.

the significance of establishing a learning organization lies in: firstly, it solves the defects of traditional enterprise organizations. The main problems of traditional enterprise organization are division of labor, competition, conflict and independence, which reduces the overall strength of the organization. More importantly, the traditional organization only pays attention to the immediate details and ignores the long-term, fundamental and structural problems, which makes the vitality of the organization very fragile in the face of a rapidly changing world. The theory of learning organization analyzes these defects of traditional organizations, and provides a "good prescription"-"five practices". Second, the learning organization provides a technical means with strong operability for organizational innovation. Every discipline provided by a learning organization consists of many specific methods, which are simple and easy to learn. In addition, Shengji and his assistant also set up a laboratory with the help of systematic thinking software to help enterprise managers try out various possible ideas, strategies, changes in artistic conception and various possible combinations. Thirdly, the learning organization theory solves the problem of enterprise vitality. In fact, it also involves the vitality of people in enterprises. In learning organizations, people can give full play to the potential of life and create extraordinary results, thus realizing the meaning of work from real learning, pursuing spiritual growth and self-realization, and having a sense of unity with the world. Fourth, the learning organization has improved the core competitiveness of enterprises. In the past, the competitiveness of enterprises refers to the competition of talents, and the competitiveness of enterprises in the theory of learning organization refers to the learning ability of enterprises. In the era of knowledge economy, the ability to acquire and apply knowledge will become the key to the level of competitiveness. Only through continuous learning and expanding the depth and breadth of information exchange with the outside world can an organization be in an invincible position. People can use the basic idea of learning organization to develop the potential of their own organizations to create the future, reflect on the various learning obstacles existing in the whole society at present, and make the whole society move towards a learning society as soon as possible. Perhaps this is the far-reaching impact of the learning organization.

Although the prospect of learning organization is fascinating, it is dangerous to regard it as a panacea. In fact, the creation of a learning organization should not be the ultimate goal. What is important is to guide a new concept of continuous innovation and progress through various efforts towards a learning organization, so that the organization can change with each passing day and create the future continuously.

the strategic significance of establishing a learning organization

the establishment of a learning organization is of great strategic significance for enterprises to enhance corporate culture, promote management innovation and seek survival and development in a rapidly changing market environment.

1. Learning organization is beneficial to scientific decision-making of enterprises. First of all, one of the characteristics of a learning organization is that it has a common vision, that is to say, the current objectives and strategies of the organization are generally agreed by employees, and * * * participates in the formulation with the least risk. Only by establishing a learning organization, developing the "enterprise intelligence quotient" to the maximum extent, systematically analyzing the opportunities and threats of the environment, identifying the strengths and weaknesses of the organization, and changing the mental model of making decisions only by experience influenced by the planned economy in the past, can the organization avoid risks as much as possible and adapt to the rapidly changing external environment. Secondly, organizational decision-making is influenced by organizational culture, past decisions, decision-makers' attitude towards risks, urgency of decision-making time and other factors, and the strength of these influences and the magnitude of positive and negative effects directly depend on the learning ability of grass-roots managers in high schools and their adaptability to changes in the external environment. Third, the decision-making process needs a lot of investigation and study, forecast analysis, consultation improvement and feedback correction, which in turn depends on the organization's ability to learn internalized knowledge. The decision-making process itself is a systematic project, which needs to integrate all aspects of intellectual resources that keep pace with the times, and these intellectual resources must be suitable for the enterprise and adapt to the market environment, which requires the organization itself to have tension and flexibility and be good at learning. For example, the reform and flattening of the salary system in enterprises need to be generally recognized by the employees, and the employees must have the ability to identify the management defects and external environmental threats, consciously obey and serve the overall situation of the reform, and actively support and participate in the restructuring.

second, learning organization is conducive to the establishment of advanced corporate culture. After the enterprise reform, it takes a process to form the corporate culture of

first. On the contrary, in the shadow of conservatism, nostalgia, maintenance, factional confrontation and struggle left by the long-term planned economy and corporate culture differences, employees always judge their current decisions according to the past standards, always worry about what they will lose in the changes, and thus have doubts, fears and resistance to the changes that will occur, which makes it difficult to make new decisions, and the implementation of new restructuring and reform plans encounters great resistance, even directly affecting and restricting the thoughts of all organizational members including decision makers. Enterprise informatization, after the implementation of flat reform, some managers are easily assimilated by the backward corporate culture in the past and become a stumbling block to the restructuring reform. That is to say, the most difficult thing in enterprise reform is the change of enterprise culture and the formation of new and advanced enterprise culture. Therefore, it is of far-reaching significance to create a learning organization. In the new learning organization, the survival and development of employees and teams are interactive with the survival and development of the organization. In other words, employees' own learning and progress are positively related to their value in the labor market. In this way, employees will learn to look at and evaluate themselves "outside the pure enterprise circle", which will certainly stimulate their own vitality, eliminate infighting and create a new open and dynamic corporate culture.

third, the learning organization is conducive to the continuous and effective promotion of enterprise reform. In modern society

, organizational change is actually and should be a regular activity in the process of organizational development, and the organization is more accurately called "reorganization". Grasping the opportunity to smoothly promote organizational change has become an important symbol to measure the effectiveness of management work. Whether organizational change can be promoted smoothly depends on whether it can stimulate the motivation of change and overcome the resistance of change. The motivation of organizational change comes from people's understanding of the necessity and benefits of change. For example, the changes of internal and external conditions, the defects and problems existing in the organization itself, the anxiety of managers at all levels in times of peace, the favorable changes in power and interest relations that may be brought about by changes, and the open organizational culture that can encourage innovation, accept risks, appreciate failures and tolerate changes, ambiguities and conflicts, which directly depend on the learning and adaptability of employees and organizations. The establishment of a learning organization is conducive to creating an organizational learning atmosphere, promoting positive conflict factors in the organization, changing the comfortable mentality of managers and employees, enhancing the driving force of reform, truly forming a competitive mechanism for cadres to be promoted and demoted, and removing obstacles for performance appraisal reform.

fourth, learning organization is conducive to improving the maturity of employees and realizing self-control. The maturity of employees

directly restricts the leadership style, production and operation, management and the establishment of learning organizations. By creating a learning atmosphere, helping employees to make career plans in stages, levels and positions, and providing various forms and contents of counseling and training opportunities, it is conducive to helping employees identify their own learning potential, clarify their learning direction, solidify their internal driving force for learning, and improve their skills and quality. At the same time, in the learning organization, employees will strongly feel the pressure of survival and the importance of improving the quality of life, turn passivity into initiative, turn pressure into motivation, and truly realize a new realm of self-motivation, self-discipline, self-care, self-adjustment, self-control and self-development, which is of great significance to the growth and maturity of employees and the development and flow of human resources.

5. Learning organization is beneficial for enterprises to form core competitiveness and realize sustainable development. Just as

glue sticks things together to form a specific pattern, an enterprise will form a unique ability through the continuous integration of various tangible and intangible resources, and the resources and abilities that can bring lasting advantages to the enterprise relative to its competitors are called core competitiveness, also known as core competence. Creating a learning organization will make the organization a team with full-time, whole-process learning, lifelong learning and good at learning, and dilute the division of labor and boundaries of the organization. The innovation vitality of the organization will be stimulated, and the overall performance of the organization will be greatly greater than the synthesis of individual performance. Bill Gates once compared the learning ability of enterprises to "enterprise intelligence quotient" and developed the enterprise intelligence quotient to the maximum extent. Enterprises in all walks of life have a large number of technical backbones and experts. If we can fully develop intellectual resources, prevent the crisis of technical talents caused by job-hopping and realize the knowledge sharing within the organization, it will certainly have great strategic significance for the sustainable development of enterprises. Being able to learn, being good and enjoying, and mastering the "organizational learning ability" are one of the strategies for enterprises to achieve sustainable development and improve efficiency. Because first, organizational learning is carried out in enterprises, competitors are difficult to find, and the cost of learning and training is not high; Second, it is not easy to imitate even if the opponent is aware of it, and it is quick for the organization itself.

in short, the essence of learning organization lies in: on the one hand, learning is to ensure the survival of enterprises, so that enterprises can have the ability of continuous improvement and improve their competitiveness; On the other hand, learning is to realize the real integration of individuals and work, so that people can live the meaning of life in their work. The creation of a learning organization is not the ultimate goal. What is important is to guide a new concept of continuous innovation and progress through various efforts towards a learning organization, so that the organization can change with each passing day and constantly adapt to and create the future.