A SURVEY ON IMPACT OF DIMENSIONS OF LEARNING ORGANIZATION ON EMPLOYEES’ PERFORMANCE; (Case Study: Economic Department of Iran Khodro Company)

Abstract

Learning organization is an organization that consistently develops its capacities for the creation of their future with the aim of empowering managers and employees of organizations to cope with the dynamic and turbulent business environment, and
competitive advantage of the organization. Across these organizations, a particular attention is paid on delegation of authority, teamwork, Participatory management, creativity and other prominent features. Another important concept in relation to learning
organization is the very notion of organizational learning. Organizational learning is the process of improving actions through better knowledge and understanding. Indeed, it has to state that learning organization is the product of organizational learning. Among other concepts that have been addressed in this study is the concept of performance that dimensions of learning organization in this context as an effective factor for enhancing employees’ performance has been considered. This study aims to study impact of Seven Dimensions of Learning Organization on performance of employees working at Economic Department of Iran Khodro Company. Statistical population includes the entire experts working at Economic Department of Iran Khodro Company. This study is such an applied type of study using descriptive method of the survey type of methods, so that inferential
statistics have been used to analyze data. Research findings indicate that dimensions of learning organization in three personal, group and organizational levels have a positive significant impact on employees’ performance. The results from findings indicate that Continuous learning has the most effect on employees’ performance, and then team learning followed by Learning Empowerment has the most impact in improving employees’ performance; further, learning Integrated systems and learning communication with system affect the least improving employees’ performance.