Sample Paper on Organizational Learning Disabilities

Organizational Learning Disabilities


Research shows that at least half of the organizations are on the verge of failing. This is because often organizational leaders ignore or fail to face reality of the existing problems (McClure & Montague, 2014). On the other hand, the few organizational leaders who are able to detect problems facing their organizations fail to grasp what the problems portend to the organization. Ingrained in Senge’s assertions, organizational learning encompasses people who continuously expand their ability to post results that they truly desire. In learning organizations, new and elaborate patterns of thinking are nurtured. Additionally, a collective aspiration is fostered and people continually learn in seeing the whole together (Mellahi & Morrell, 2012).

Inability to learn and apply the knowledge in creating a learning organizational culture is believed to be the major cause of organizational failure or dismal organizational performance that is attributed to organizational learning disability. This study identifies three learning disabilities that hinder effective learning in Build with Us, a constructioncompany, that include fixation of events, myth of the management team, and delusion of learning from experience. This study will further discuss how the identified disabilities are manifested in the company’s actions, how they prevent learning, and what would be done to address the problems.

Fixation of Events

The company,Build with Us, is faced with the problem of setting long-term goals.This has caused the company to lose the whole picture of the organizational milestones. The company engages in six months contracts with suppliers and often the company runs short of construction materials in a financial yearthat is attributed to expiry of contracts. This hinders commitment, flexibility, and an effective learning environment among the involved parties.


Setting long-term goals and engaging in financial year contracts with suppliers will ensure that construction materials are available the whole year. SettingKey Performance Indicators (KPIs) will help Build with UsCompany improve its contracting approach and foster faster supplier response rate.

Holding continuous improvement sessions with employees will address the gap in supporting Build with UsCompany staff towards the implementation of the company’s continuous improvement objectives. In order to make everybody responsible and have a role to play in ensuring successful management, the company management and employees should collectively set long-term goals and milestones.

Myth of the Management Team

Learning organizations embraces team work management approach. Employees are given an opportunity to contribute in organizational decisions (Bartol, 2014). At Build with Us Company,the managementembraces top down decision making approach. Employees do not have an opportunity to contribute in the decision making process of the organization. This approach makes the company’s leaders blind to the greater causality and organizational collectiveness.Consequently, this organizational learning disability promotes lack of team spirit in the company thus hinderingorganizational learning. Besides, it hinders learning by disengaging other employees’ experiences that is critical to the success of the company.


In order to address the problem and ensure inclusivity, the management of Build with Us Companyshould embrace Total Quality Management that is based on a decentralized control approach. The present centralized management structure in the company need to be discarded and adecentralized approach adopted. The tenet of Total Quality Management as ingrained inorganizational functions is to embracecommitment to team work. The approach employs a horizontal approach to its functions, departments, and its staff. Teams of employees are trained, empowered, andgiven opportunity to make decisions with the organizational management to enable the company collectively move towards attaining its objectives.

Delusion of Learning from Experience

Organizational leadership should learn from experience by analyzing the cause of the past problems (McClure & Montague, 2014). At Build with Us Company, free flow of information has been a long standing problem. Often, crucial information reaches lower levels of management too late. This organizational learning disability prevents learning by discouraging sharing of ideasbetween the management and employees. Additionally, it hinders new and expansive thinking.


In order to address the problem of lack of free flow of information, the organizational leaders of Build with Us Companyshould introducequality circles approach. This approach makeseverybody within the organization understand that they areresponsible and have a role to play in advancing and realizing organizational objectives.

Build with Us Companyis premised on the vision of high performance, customer focused, team work, the creation of a learning environment, and making continuous improvement part of its daily activities. Continuous information flow from the management to the staff will help foster a continuous improvement culture and team work.


A disability in organizational learning environment creates aplatform of hindering progress for the entire organizational group. This is attributed to lack of interconnectivity of the organizational departments and the learning environment. In addition, inability to understand how to address the disabilities causes disharmony and ineffective organizational learning environment. Embracing a root cause analysis approach in problem solving will helporganizational leadership determine the answer to the question of why the problem took place in the first place and foster organizational learning.

Further, it will help organizational leaders to have an in-depth understanding of the disability, its impact on the organization, and develop a whole picture of organizational learning critical in addressing the problem. This study further concludes that holding regular team meetings that constitutes the entire organizational team should be done in order to review organizational plans, goals, and objectives to facilitate organizational learning and address organizational learning disabilities.


Bartol, M. (2014). Management Functions: The Pacific focus. North Ryde, N.S.W: McGraw-Hill Education.

McClure, M. & Montague, R. (2014). Correlates of Behavioral Preferences. A Journal for IMC Strategic Planning, 44, 370 – 377.

Mellahi, K., & Morrell, K. (2012). Ethical business Handling: Challenges and controversies (2nd ed.). Houndmills, Basingstoke, Hampshire: Palgrave Macmillan.