Empirical Investigation of Manufacturing Firms †MyAssignmenthelp

Question: Discuss about the Empirical Investigation of Manufacturing Firms. Answer: Introduction: Organizations face both the dynamic business as well as global business situations, which are immensely important for developing employee performances and to stay competitive. The human resource managers play a major role in this by ensuring that organizations develop in such a manner that facilitates learning. The learning theories can be designed by the organizations in such a way so that the human resource practitioners consider the appropriate ones like the behaviorist and cognitive, while facilitating the learning activities. The emergence of the behaviorist theories mainly focuses on the utilization of scientific approaches in order to explain the learning procedure. However, the cognitive theories largely focus on the range of human learning, like problem solving, concept forming, memory, reasoning, symbolization, perception and language (Zahra 2012). The cognitive and behaviorist learning theories are mostly connected with the personal views of learning. The behaviorist theories focus more on the changing behavior of the employees. In addition to this, the cognitive theories of learning largely focus on the wide range of human learning like perception, memory, problem solving and others. The cognitive learning theories let people gain an understanding by assimilating the information in various forms like concepts, facts, principles and more (Flores et al. 2012). It involves a common element of understanding the internal mental processes or personal learning views. For example; in MTN South Africa, learning is viewed as an integral part within the organization. In todays fast and dynamic business world, MTN stays ahead of competition by enhancing as well as developing their employees skills as well as knowledge. In their organization, employees are the greatest assets. In simpler terms, MTN view their employees as the most valuable resource of the organization. This view is connected with the learning theories as they focus on behaviorist as well as cognitive theories, at large (Alegre and Chiva 2013). Moreover, this strategy of the company is ensuring huge success within the organization and at the same time, it promotes continual improvements. Learning theories help in shaping and influencing good practice in general. They are basically conceptual frameworks that describe how the knowledge is being processes, retained and absorbed during the learning procedure. For example; in MTN South Africa the cognitive, environmental, emotional influences and also prior experiences play a major part in understanding, shaping as well as influencing the world view, in general. Moreover, the behaviorists look at the learning aspects of conditioning which will advocate the system of targets as well as rewards in the learning system of organizations. Educators and organizational leaders who embrace the cognitive theories believe that learning is a change in the behavior and complexities of human memory (Noruzy et al. 2013). To recommend, MTN South Africa can implement more innovative and technological nature of business in order to create as well as develop new products or services on the basis of the consumers needs and desires. Moreover, a creative learning environment will also enhance competitiveness, improve employee morale and in turn, increase productivity. In addition to this, the organization should also emphasize the importance of cognitive theories of learning to interpret the knowledge among the employees. Furthermore, the organization should keep in mind that learning is much better when the learners are active instead of passive. Learning theories can be applied in the context of design as well as delivery of the organizational learning. For example; MTN South Africa should promote knowledge based resources in order to promote organizational learning. Knowledge leveraging and diffusion inside the workplace creates efficiency in addition to the knowledge transfer. The organization should conduct various learning programs and events in order to train and develop their employees on the basis of their competency level. Such programs proliferate as firms keeps on improving to win over other markets. Competitive success always depends on the learning programs and employees keep on knowing more about the company. Furthermore, such programs help in enhancing the knowledge of the firms capital. More and more attention should be given to the elements of the organizations such as, organizational practices, individuals, groups, syndicates and even consultants (Garca-Morales, Jimnez-Barrionuevo and Gutirrez-Gutirrez 2012) . The training and development programs help in promoting the organizational learning at the workplace. Educators or organizational leaders aim to enhance the knowledge capital of the firm. The organizational managers of MTN South Africa make their significant contributions to the organizational learning in order to educate their employees regarding the workplace values, policies, aim and procedures. Moreover, they give more attention to the organizational members in order to encourage learning as well as creativity. These programs generally motivate as well as encourage the employees to work better, which in turn enhances workplace productivity. In addition to this, educated employees work better in the competitive environment of the business (Argote 2012). This will also help in limiting the barriers and contribute to the competitive advantage of the organization. References Alegre, J. and Chiva, R., 2013. Linking entrepreneurial orientation and firm performance: the role of organizational learning capability and innovation performance.Journal of Small Business Management,51(4), pp.491-507. Argote, L., 2012.Organizational learning: Creating, retaining and transferring knowledge. Springer Science Business Media. Flores, L.G., Zheng, W., Rau, D. and Thomas, C.H., 2012. Organizational learning: Subprocess identification, construct validation, and an empirical test of cultural antecedents. Journal of Management,38(2), pp.640-667. Garca-Morales, V.J., Jimnez-Barrionuevo, M.M. and Gutirrez-Gutirrez, L., 2012. Transformational leadership influence on organizational performance through organizational learning and innovation.Journal of business research,65(7), pp.1040-1050. Noruzy, A., Dalfard, V.M., Azhdari, B., Nazari-Shirkouhi, S. and Rezazadeh, A., 2013. Relations between transformational leadership, organizational learning, knowledge management, organizational innovation, and organizational performance: an empirical investigation of manufacturing firms.The International Journal of Advanced Manufacturing Technology,64(5-8), pp.1073-1085. Zahra, S.A., 2012. Organizational learning and entrepreneurship in family firms: Exploring the moderating effect of ownership and cohesion.Small business economics,38(1), pp.51-65.