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Complete 7 pages APA formatted article: The Relationship Between Personality Traits and Employee Performance.
Complete 7 pages APA formatted article: The Relationship Between Personality Traits and Employee Performance. Moreover, the interrelationship between employee performance, personality traits, and professional careers are further intertwined with various organizational theory models, which will be considered contextually.
The learning organization is an evolving notion that has become increasingly incorporated into the modern company and multinational philosophy. In its simplest form, Richard Karash propounds the ideology underlying the learning organization: “A learning organization is one which people at all levels, individuals and collectively are continually increasing their capacity to produce results they really care about” (Karash, R. 1995). The ideological underlying principle behind the learning organization is that it produces a flexible workforce with a shared vision, which in turn ensures internal stability within an organization.
Mike Wills defines the learning organization as a “group of people who work together” (Wills, M. 1998). He further defines it as a “company, corporation, firm, enterprise or institution, or part thereof, whether incorporated or not, public or private, that has its own functions and administration. For organizations with more than one operating unit, a single operating unity may be defined as an organization” (1998).
Pedler, Burgoyne, and Boydell define the learning organization as “an organization that facilitates the learning of all its members and continuously transforms itself to achieve superior competitive performance” (1991). The concept traces its origins to the early writings on management trends in the 1930s and Schumpeter’s creative destruction theory (Pedler, Burgoyne & Boydell, 1991). This was further developed by neo-human writers such as Chris Argyris with his proposition of the “double-loop learning”, which reacted to the studies of corporate excellence undertaken by Peters and Waterman, identifying organizational behavioral trends (Argyris, C 1999).
