My Learning Organization

I domesticate as a full measure restrainer for a copier reseller. Our familiarity lease copiers to different clients for a monthly fee. When these copiers are turned everywhere after the lease contract, the union either has it released or refurbishes the machines and sells these machines at refurbished price. The composition in our alliance is not large. We are exactly a sort of cristal workers but affirm been servicing big clients for the past ten years.I would say that our company is an example of a learning organization. Personally, as part of this aggroup, I continue to test my experiences by at the to the lowest degree keenly aware of my day to day routines. Being a comptroller is a tedious job and I am expected to tonus into the unexpected. I raftnot do this if I make my job into a prevalent routine where small items potful escape my attention.Existing systems and existing work flow can make someone lax immoraling, one would just merely trust the system to regard itself, which doesnt really materialize especially when the process fails. To test my routines, I would sometimes randomly check receipts that have been touch, just to make sure if they have been processed rightly. Sometimes I would have fun using the system in the run intoice to evaluating my own home budget or inventory. This way, I would feel if I have learned the experience by its very genius because the to a greater extent I can adapt the learning to other kinds of venues, the more I know that I have learned the process indeed.In terms of producing information, my work lets me be responsible in counter checking gross sales and inventory. The information I deliver is crucial because should in that respect be anomalies in sales or inventory, my information would be helpful in proving discrepancies. I may have second hand data but the software documentation of the information from my work will help support primary data that the office needs, not only to balance fi nances but near especially to forecast business.It is important for our companys employees to share knowledge. nurture from our specific work is shared systematically through the regular weekly get togethers. Though the company is small, these meetings are helpful in leveling off expectations, affirming transactions, threshing out possible conflicts between employees or systems that do piddle conflict from time to time. Mistakes happen and it is in these weekly meetings that the lessons of a a couple of(prenominal) are shared with everyone at that placeby sharing the learning.Sharing of knowledge overly takes place when we exchange insights about our work like our clients, a proper sale, a problematic machine. These insights are shared during breaks or in a fewer shared exchanges that can happen in a few seconds. These insights are important to note because these insights are seeds of knowledge that each mortal plants into the learning organization.I couldnt think of any other advanced(a) step that company has taken up thats big bounteous to commemorate. But in the last few years that I have worked with my company, I retrieve that innovations that have been done came as small travel that are almost not felt up but the impact towards support the company grow is definitive. An example would be making sure there is a person in charge during lunch breaks. It was a government issue of adjusting some peoples lunch hour so that we can chill out answer client inquiries that came in during lunch breaks.True enough, there were successful client inquiries that were received during this unholy hour. Another example is allowing soused office mates to express their milk or even remove their newborn to the office. Though the newborn similarlyk a few office hours from the employees since it cant be helped to muse over the infants from time to time, the infants also provided a stress relief from time to time. Innovations need not be big or ground breakin g. Sometimes, the mere effort of our manager to take time out to look at your familys picture on the class savers is innovative enough.As a comptroller of the company, changes that can help assist the companys transition from its existing performance to become laid-back performing would have to be spearheaded by the sales force. Spearheading doesnt mean to be the sole lone ranger to go out in the field. The company has existing information, experience and knowledge enough to make it master bigger markets. If bigger markets are to be conquered, the ten-man team need to be a high performing unit to maximize company resource.The universal way for most businesses to become bigger is to put in surplus capital or resources to accomplish new and bigger tasks. I believe that the better strategy to adopt is to bank on the learning of the company as a team and make it work to get additional clients. All information and knowledge are summarized and insights are articulated. It is best f or the sales team to translate these data into formidable input that could help them accession their sales forecast.In this knowledge based setting, companies though transforming themselves to become paperless communities still need the services of copiers. Print has always been time honored and historically, tactual systems of documentation are still considered a part of mans cultural lifestyle. Therefore, there is yet a big market for our company to expand.The methods of Peter Vaill will help the company achieve its expansion by transforming the company into a highly performing system. The existing weekly meeting of the team can yet evolve into the venue where each team player can fine tune each others rhythm according to the other team players abuse so that no one lags behind and no one goes too far forward.Should the company need additional workforce, the decision must be decided by the whole team because it is important to acknowledge weaknesses or failures. Learning organiza tions continually engage themselves into processing their mistakes so that growth is felt by the whole organization. If this happens, the organization will be able to trust each other as they take in bigger challenges and bigger learnings.ReferenceVaill, Peter B. 1998. Spirited Leading and Learning Process intelligence for a New Age. Jossey-Bass