LEARNING ORGANIZATION AS A NEW MODEL OF EFFECTIVE KNOWLEDGE MANAGEMENT

Abstract

The article reveals the essence of a the learning organization as a new model of effective knowledge management. The purpose of the article is to substantiate the feasibility of transitioning from a traditional to a learning organization in the process of knowledge management in modern conditions. The key differences between traditional and learning organizations are presented. It is proven that in the process of their evolution, organizations, taking into account the speed of change in the operating environment, flexibility in responding to changes and the readiness of personnel to change and meet future challenges, can transform into learning ones. The principles of building and functioning of a learning organization are highlighted, which outline the rules for its creation and the possibilities of effective functioning and support of the continuous process of accumulation, creation and dissemination of knowledge. The principles of building a learning organization include systems thinking, shared vision, mental models, personal mastery and team learning, and the principles of functioning are open exchange of knowledge; continuous learning, improvement and innovation; open communication. The specifics of the transition to a learning organization are revealed using the example of Amcor. The advantages and disadvantages of the current state of the organization are described. The originality of the research results lies in the fact that the justification for the feasibility of the transition from a traditional to a learning organization using the example of Amcor has been further developed and recommendations have been formulated to strengthen the transformation process (transparency and communication of results, balance of "top-down" and "bottom-up", workload management, development of training teams, culture of mistakes as learning, sustainable personnel development). The practical value of the research results lies in the possibility of their use by other organizations in building learning organizations.