CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

quick remedy to resolve existing problems. This again conforms to the fact that that the
improvement process does not stop just with training for a specific task and it continues.
This means that it enables the organization to continuously adapt and improve its quality
of HR according to the changing challenges appearing on the business landscape.
In response to the part of the study question about the contribution of career
development to organizational development, the above responses directly answer this part
of the question. Now taking the second part as to how organizational development
contributes to career development we see that most of responses including capacity
development for future, sharing knowledge, motivation, improvement in clarity of vision,
career development and improvement of capacity are all those factors which contributes
to individual career development process. Although these activities have emerged as a
result of staff development strategies, which are taken up with the purpose of
organizational development but plays significant role in individuals’ career progression.
As for the last part of the question relating to the impact of synergy created by the
collective efforts of the individual and the organization, it is pointed that as the direction
of both the processes overlap each other. So this means that the synergy created will
enhance the pace of progress for both the process and hence would have positive impact
on one another.
The above discourse and the impact identified by the executives of the learning
organizations shows that most part of the evaluation of such impact is based on the
improvement in quality of their work. Factors like improvement in capacity, innovation
in work patterns, motivation and quality in work are all those that ultimately result in
improvement of the quality of their output. The interpretation as given for behavioral
change also adds to the fact that for learning organizations such a change is more
important when it results in an increase in confidence level and tactfulness of the
employees. This also confirms that where conventional organizations thinks that simply
socialization of the employees is in it self a huge achievement, there in learning
organizations socialization is basic to all types of interactions. The learning
organizations, therefore, focus on other aspects of socialization such as confidence and
tactfulness in order to reap the maximum benefits of such kind of socialization. This
again shows their emphasis on quality in the process of interaction.