The trend using two concept, which is organisational learning and the learning organisation (West, 1994) to understand how learning takes place in the organization (Tsang, 1997). Easterby-Smith (1997) say there are many secondary data of LO is based on the case studies of organisations that have successful and sometimes rely on public relations that on any grounded studies. For examples, successful LO are Sony.
In addition, learning within organisations is increasingly important to sustaining a competitive advantage (Easterby-Smith, 1997). Therefore, if organisations are take the learning concept to competitiveness, they need to know the theory and practice of organisational learning.
Tsang (1997) defined Organisational learning is a types of activity carry out in an organisation while LO refers to a particular type of organisation in and of itself. Furthermore, Lo is the highest level of organisational learning, in which an organisation has achieved the ability to transform themselves and even the development and their members (Argyris & Schon, 1978). A LO is an organisation skilled at create, acquire, transform, use the information and knowledge the behaviour to make new knowledge and insights. These are the foundation for organisational learning and improvement.
Garvin (1993) found that many organisations can develop skills in crate and acquire knowledge but few of them successful to apply it. This outlines the importance of understand the process by which organisation can change by themselves rather forced themselves. (Senge, 1991; Garvin, 1993; Coopey, 1996) think that LO are skilled at activities which enables them to develop learning. These include their capacity for:
i. Systematic problem solving, which underlines notions of quality and is focused on transformations in management and organisational activity
ii. Experimentation : test new knowledge and learn from mistakes
iii. Drawing upon memory and past experience
iv. Learning from each other
v. Communicate effectively within organisation
vi. Systematic thinking and developing shared ideas
This articles have been analysed the Turkish Tourism Industry. The company’s vision and mission are:
i. We are members of the same team and our customers are also members of our team.
ii. We care about our customers’ perceptions of the services provided and especially our image in the eyes of our customers.
iii. We try to satisfy our customers not only with our words but also with our behaviour.
iv. Our staff is well-trained and we believe in continuous improvement.
v. We have a shared vision of responsibility.
vi. It is privilege to be a member of the staff in this organisation. We do not complain.
vii. We address our customers by name as a sign of our consideration for them.
viii. We have a transparent service policy and there is no way we leave our customers alone with their problems.
ix. Our priority is the security and well-being of our guests and staff.
x. Every single person in our organisation knows exactly what our overall targets are.
xi. We consider and support the creative ideas offered by our staff.
xii. Motivating our employees means their morale should be maximised.
xiii. We always say ‘YES’ to our customers.
The first step creating LO is mental transformation. Having the ability to collect and act on the information generated through this process is depend on leaders and managers who have the capacity to learn and challenge the status quo. This requires the development of a set of common goals that lead employees in understanding their role in the working environment. In addition, transform oneself into LO includes maintaining employees’ motivation.
Next, develop organisational cultures that encourage the ways of working and thinking to be challenged by individuals and teams where give opportunities to question and suggestions for improvement. So, the tradition as non-written and non-verbal rules maybe be challenges in the LO transformation process. In case of hotels of Turkey, management are less give encouragement and motivation and this was underline by some employees.
A suitable learning environment are supported to create for the development of individual, so employees have effectively performance in organization. This benefits possessed by hotels Turkey organisation since employees is well-trained, ready to learn and contribute more effectively to organisation.
In this article have stated the issue in the transformation process of Turkish Tourism Industry into LO. In conclusion, OL may be an important factor in building an organisation’s competitiveness. As a result, the step to becoming a LO are:
1) Mental transformation
2) Supportive innovative ideas from all levels in the organisation
3) Develop an organisational culture for sharing the vision and mission of organisation
4) Creating a suitable learning atmosphere.