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Learning and Knowledge Management in Organizations

Autor:   •  October 3, 2017  •  Research Paper  •  1,997 Words (8 Pages)  •  186 Views

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Learning and Knowledge Management in Organizations

Introduction

The scenario is based on moving to a larger organization, which has 500 staff. Previous company was a smaller organization, having no more than 30 employees. Now being in a larger organization of the same industry, the aim of this research paper is to analyze the difference in organizational behavior, cultural differences and how to adapt to a large organization, will be discussed in the lights of broad and diverse academic resources. Furthermore, the role of learning and knowledge management will also be explored and how they impact the organization.

Organizational Differences

When moving from smaller organization to a larger one of the same industry, the following differences can be found:

1. Work Force: the most significant differences between a small and large company is the differences and variety of employees working there. A small organization comprises of workforce that is inconsistent as well as diverse in nature (Rasheed, 2011). On the other hand, workforce in larger organization is considered to be consistent and homogenized as it comprises of several departments, where each and every worker is part of them.

2. Environment: Another significant difference found between a small and large organization is that of the environment. Large organizations are structured and organized and follow s standard code of procedure, have detailed outline of tasks, concentrated on HR and concentrated on meeting stronger deadlines (Gray, Densten & Sarros, 2003). On the other hand, smaller organizations lack formal structure. The job description is inadequate along with inconsistent policy procedures and instructions related to work. Furthermore, in smaller organizations, responsible workers are most likely to perform management duties. On other hand, larger organizations have managers for each department and follow specific procedure and rules to avert risks and increase competency levels of workers.

3. Communication Demand: Larger organizations require interaction of individuals and thus, it demands for formal and appropriate communication methods. The use of informal communication method may be applied in smaller organizations but not in the case of larger ones (Gray, Densten & Sarros, 2003). Thus, the sharing of information, conflict resolving or any other issues, requires constant communication from one department to another.

4. Allocation of Resources: A significant difference found between smaller and larger organizations is the allocation of resources. Smaller organizations have scarce resources and thus, they are only allocated when there is a need to avert a risk or make a new investment. On the other hand, the larger companies have significant resources and thus, each resource is allocated

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