A Critical Review of Myself as an Effective Agent of Individual and Organizational Learning

It can be said that organizational change is one of the critical determinants in organizational success and failure. According to Conner (1994), major change is occurring in most of today’s organizations. Perhaps the space between the new organization design and implementing it into actuality is the whole coverage of organizational change and development. This is what is happening to our organization. People are said to be adaptive to change. It is done through individual and organizational learning. Such learning within our organization is palpable and in progression. In learning, positive skills must be present from the initiators of change so as to successfully implement their intended development. Thus, managers need to have the necessary abilities not only in identifying the segments of the organization that needs change but also on how to effectively introduce such changes within the immediate members of the organization.

In order for an organization to be more competitive in the marketplace, the management must always see to it that they use a management system and strategy that would sustain the capability, strength and competitive position (Pearce & Robinson 2000; Thompson & Strickland 2003). One of the most effective management strategies that are irrevocable and proven to be effective is allowing learning to take place within the bounds of the organization and its people. Learning is generally known as a process in which rational individuals acquire knowledge, skills, attitudes, values, beliefs, emotions, and senses (Griffin et al. 2003, p. 4). Today, learning is not only focused on knowledge acquisition and development in behavior but also used in social institutions like learning society, learning organization, and even permanent learning itself. In the perspective of Hong Kong health services, it could be claimed that learning serve as the most immediate response to the existing and upcoming trends and changes affecting the traditional operations of the industry. Learning aids the people to develop their skills and capabilities in relation to their individual and organizational performance towards productivity. This is why, learning in HKs public health services sector is important.

Similarly, our organization is not exempted to the current changes that affect its overall functioning. As response, the entire management is currently recognizing the need to adapt with such changes. Individual and organizational development through various programmes, seminars, workshops, trainings, and new innovations are implemented. With this, the whole personnel are able to upgrade their capabilities especially when it comes to the performance of identified responsibilities. The recent changes in the public health sector in HK serve as the underlying mechanism in the development and materialization of management strategies that will be used in the future services and applications.