CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

According to the findings, staff practice of getting feedback and using it for the
improvement of their performance is frequent in either of the cases which effectively
contributes to the improvement of performance. But the analysis of the given information
reflects that learning organizations are promoting such practices with higher frequency as
compared to conventional organizations. As it is known that feedback on performance
leads to improvement in performance and the learning organizations’ context encourages
such activities, hence we conclude that this environment enhances the pace of learning
and development.
The discussion in the previous chapter helps us conclude that the employee
placement in learning organizations is based on capabilities of the individuals. This gives
them the confidence to accept any kind of responsibilities even of higher level related to
that field as compared to the staff of conventional organizations. This is further fortified
with the fact that the majority of learning organizations staff is of the view that trainings
on their present jobs are expected to facilitate them in future jobs, thus highlighting the
fact that their existing jobs and their career are in line.
Finally, it can be concluded that an environment of trust and mutual cooperation
exists in learning organizations whereas conventional organizations lack such trust. This
scenario may be attributed to the fact that transparency exists in learning organizations’
environment which strengthens bond between the individuals and the organization.
According to the findings, we can also generalize that whatever the context is, the
individuals would favor the inclusion of their career development in their contract which
will ensure the availability of formal commitment by the organization to the process.
Career Development is the progressive movement on the career path where by
individuals focus to achieve certain stages of success or set targets of their career. The
literature review and the analysis carried out in this study reveal that Career Development
is an on going process through out the life of individuals. It is further added that this
process does not stop with retirement from one’s job and does not mean that the final
stage of career development has been achieved. This means that once one stage or target
of Career Development is achieved then next stage is planned for. As such, these careers
related targets could be pursued in any kind of organizational environment other than
learning organizations the process is not smooth.