Organizations are human systems and their system structure includes
the worldview, beliefs, and mental models of their leaders and
members. Changing organizational behavior requires changing
the belief system of its personnel. This process of changing
beliefs is called learning. Effective learning requires clear, open
communications throughout the organization.
Organizational performance
ultimately rests on human behavior and improving performance
requires changing behavior. Therefore organizational restructuring should have as
a fundamental goal the facilitation of clear, open communication
that can enable organizational learning and clarify accountability
for results.
Since the world
is continually changing, continuous organizational learning is
necessary to stay up to date. Organizations that cannot or will not learn will become
obsolete. Leaders should periodically examine the
organizational structure of their enterprise to assure that it
continues to provide an environment for organizational learning.
A non threatening, development focused performance appraisal
process can be an effective organizational learning tool.
The points of
leverage in organizations are the beliefs and worldview of their
leaders and decision makers. The sense of purpose, vision
and commitment of an organization's leadership play a critical
role in the results it can accomplish.
