HRM562 Strayer University Week 8 Organization Learning Business Proposal USE THE TEMPLATE ATTACHED SCENARIO: Suppose that your organization, or an organiz

HRM562 Strayer University Week 8 Organization Learning Business Proposal USE THE TEMPLATE ATTACHED

SCENARIO: Suppose that your organization, or an organization with which you are familiar, is dealing with a major issue in transitioning individual learning (e.g., sharing knowledge, training programs, working as a team, experiences, procedures, processes, etc.) into organizational learning. The Chief Executive Officer (CEO) has asked you, as the Vice President of Human Resources, to assist with the issue and to help the organization transition its culture to this new way of learning. Before you provide any recommendations to address the issue, you must first research the root of the problem and the resistance to this transition.

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Assignment 2: Proposal for Organizational Learning Issues
Due Week 8 and worth 300 points

Using the information from Assignment 1 and the supporting documents, you must create a proposal for your CEO explaining the issue and implementation recommendations in transitioning the individual learning to organizational learning. Refer to the Project Proposal template, located in Week 8 of the online course shell for additional information on the content of each section of the proposal.

Write a five to seven (5-7) page proposal in which you:
Section 1: Project Summary

Summarize your findings along with the implementation recommendations.

Section 2: Project Background

Determine the issue that has disconnected the culture and organizational learning based on the three (3) selected mystifications from Assignment 1.
Critique the current OLM(s)’ hindrance to organizational learning and provide your recommendation(s) for the organization to address the issue.

Section 3: Project Goals and Methodology

Defend the one (1) OLM that is suitable (i.e., the OLM identified in Assignment 1) for the organization’s training and / or learning circumstances then suggest three (3) pros and three (3) cons of implementing the selected OLM. Next, diagnose the possible source that has prevented productive learning within the organization then support your recommendation(s) for a permanent change.
Suggest two (2) talent management strategies designed to prepare the organization for its readiness to share knowledge and maintain a learning environment.

Section 4: Project Risk Management

Elaborate on two (2) high resistance risks to this transition. Outline a plan for managing each resistance risk.
Generate a high quality After-Action Review (AAR) to monitor the effectiveness of the transition from individual to organization learning.
Specify one (1) training technique for the organization to introduce this new way of learning to the workforce. Next, examine whether or not the current organizational structure and processes can support transition from individual learning to organizational learning.
Use at least five (5) quality academic references in this assignment. Note: Wikipedia does not qualify as an academic resource.
Use the Project Proposal template located here.

Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

Examine the processes of how organizations learn and organizational barriers that impact the process.
Examine the concepts of personal mastery and mental models and their related importance in a learning organization.
Examine the driving forces related to organizational learning.
Analyze the key components of a learning organization and the role of a chief learning officer.
Evaluate strategies for creating a learning organization.
Evaluate management behaviors that influence organizational learning.
Analyze the shifts in organizational structure and processes to create a learning organization.
Examine talent management as an essential element of the learning organization.
Use technology and information resources to research issues in developing a learning organization.
Write clearly and concisely about developing a learning organization using proper writing mechanic. Project Information
This section is meant to provide an overall picture of the project that can be seen at a glance as
well as convey important project details.
Project Title: Transition to Organizational Learning
Project Summary: Write a two to four (2-4) sentence summary of the project scope (i.e., the
work that you will be doing to address the organization’s learning needs).
Prepared by: Student Name
Attached Documentation: List title of attached documentation
Project Contacts:
List those individuals who are involved with the project and can be contacted. Be sure to include
their name, title, role in the project, as well as phone numbers and email addresses
Project Summary
The goal of this section is to present the reasons for doing this project as well as stating all of the
project’s objectives. In this section in particular, it is very important to write concisely and
clearly. Some project professionals even suggest writing the project summary last. Before you
begin writing you should be able to answer the following questions:
• Why are you doing this project?
• What will you be doing?
• How will you be doing it?
• Who will be doing it?
• Where will it be done?
Project Background
This section explains what needs / problems you are trying to solve, and why these needs /
problems are worth solving. You should also provide a brief setting and history behind the
project. This section should be no more than one (1) page. Include references to supporting
documentation, such as research papers and articles.
Project Goals and Methodology
This section details the plan for both the goals of the project and the strategies for achieving
them. This section also details anticipated general problems and general strategies for managing
Project Risk Management
This section details the major project risks and delineates the plans to alleviate or control them.
Make sure to address each risk’s likelihood of occurring as well as its impact on the project and
the organization.
In this section you should try to tie up all the above information in a short summary that explains
the potential value of the project and emphasizes its feasibility.
List all references (at least five [5]) cited in the proposal in this section.
This is where you should include additional charts, graphs, reports, etc. that were cited in the
proposal, but were not appropriate to place in the main body of the document.
Developing a Learning Organization
Neosha R Fuller
Professor Allan Beck
Identifying the Organizational Learning Issues
April 21, 2019
Organizational Learning Issues
Organizational Learning is an essential aspect of a company which promotes the
performance of the employees and improves the quality of the products. There are
different ways in which employees can learn such as through information sharing,
teamwork, experiences, company processes, and training programs. A business should
align learning with the organizational culture so that it can be successful. However, when
learning methods are not part of the culture, they are rarely practiced, and that affects the
overall performance of a business and employees.
Significant Issues with the Culture
The culture of the organizations does not facilitate the learning environment. It
can be seen from the hardships being experienced in implementing transitioning
individual learning methods. The issues I discovered in the culture of the organization is
lack of teamwork. Different departments work alone instead of being guided by the
mission and vision statement. The levels of social engagements are low, with orientation
being omitted when there are new employees. The working methods of the company are
disconnected as there is no schedule which guides the employees where they should be at
a specific time (Somech & Naamneh, 2019). The mystifications which can explain
disconnection in culture in the company is lack of effective leadership, lack of effective
rules, and lack of satisfaction by the employees. The leaders, for instance, do not work
together as the HR department hires finance workers and never orient them. Lack of
motivation, for instance, money rewards; make the employees work on their alone as
there is no need to compete. Lack of effective rules, such as the time when employees
should report for work or daily tasks describes lack of motivation by workers as there is no one
looking at their performance.
Opinion on the Current Organizational Learning Mechanisms
Organizational Learning Mechanisms are essential for the integration of new employees
and continuous development of the existing employees to make sure that they achieve the goals
of the company effectively. However, the Organizational Learning Mechanisms in the company
are not effective. Sharing information, for instance, when new workers are hired, they are
provided with scanty data on the organization such on their daily duties and that affects their
performance. The training programs are not mandatory, which means the skills of the employees
are not developed. That affects the way they provide their services as well as production
approach. If teamwork were to be encouraged in the organization, different groups would be
working together to achieve the business goals (Liu, 2018). All projects would be conducted
promptly, and the output will be high as it will concern combined expertise and skills. The
productivity of the business will also increase in the long-run.
Suitable OLM for Replacing the Identified OLM(S) That Hinder Organizational Learning
Off-line/External OLM method will be the best to replace the existing OLM approach
which hinders learning in the organization. The off-line approach involves engaging workers in
practice such as through the training programs and benchmarking their performance. The
external part involves hiring employees to train and educate the employees on what is expected
of them. When the company has implemented a new security system, an IT expert will be hired
to educate the workers on how they will integrate the network system on their education. Hiring
the experts makes sure that the workers get the proper training they require, and that enhances
the learning process (Islam & Ahmed, 2018). When the learning is done off-line, the employees
are participating physically, and their performance has to be evaluated. That supports
learning since some workers fear that poor performance on a training program may lead
to being fired. The experts are equipped with analytical and specific skills which they
pass to the staff members in the organization (Kars-Unluoglu & Kars, 2018).
Norms of the Organization’s Learning Culture
Productive learning in the organization is hindered by the lack of accountability of
the leaders. The leaders are not dedicated to improving the performance of the
employees or motivating them. Therefore, the workers do not worry about rules such as
attending the training programs as they are not mandatory. It appears that the leaders do
not care about the productivity or the profitability of the business that is why they do not
promote growth (Bligh, Kohles, & Yan, 2018). The management of the company lack
integrity as they do not have strong moral principles that guide them to ensure the success
of the business. It appears that the leaders in this organization only care about
maintaining their position and not the welfare of the employees and developing the
It is always essential to determine the best methods to facilitate learning in a
working environment. The leaders should be accountable for making sure that learning is
integrated into the daily operations of the business. When learning is effective,
knowledge is passed around which improves the skills of the employees and enhances
business performance.
Bligh, M. C., Kohles, J. C., & Yan, Q. (2018). Leading and learning to change: the role of
leadership style and mindset in error learning and organizational change. Journal of
Change Management, 18(2), 116-141.
Islam, T., & Ahmed, I. (2018). Mechanism between perceived organizational support and
transfer of training: explanatory role of self-efficacy and job satisfaction. Management
Research Review, 41(3), 296-313.
Kars-Unluoglu, S., & Kars, S. (2018). Ryan E. Smerek, Organizational learning, and
performance: The science and practice of building a learning culture. Management
Learning, 1-4.
Liu, C. H. S. (2018). Examining social capital, organizational learning and knowledge transfer in
cultural and creative industries of practice. Tourism Management, 64, 258-270.
Somech, A., & Naamneh, M. (2019). Subject coordinators as boundary managers: The impact on
team learning and organizational outcomes. Educational Management Administration &
Leadership, 47(1), 56-73.

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