Developing People and High Performance Organization- myassignmenthelp

Question: Discuss about theDeveloping People and High Performance Organization. Answer: Transformational Learning in Human Resource Development Transformational learning in human resource development refers to the process of an organization to initiate transformation in the working of the organization on the basis of three dimensions that are, psychological, convictional and behavioral. Transformational learning in general sense in nothing just the change or transformation of people worldview. On the part of adult learning, transformative learning refers to the process of learning through expression and understanding aspects mentioned in outer environment as well (Bell, et. al., 2016). Further, the three aspects of transformational are psychological under which activities of understanding oneself are initiated, further convictional refers to the process of revising the belief system defined and the final aspect behavioral includes change in their lifestyle. Further, it shall be noted that it very important for the business process to invest their time on initiating transformational activities in the organization. Transformation is anything which provides efficient changes in the organization according to the upcoming trends present in the market (Burke, Noumair, 2015). Whereas, in personal context as well transformation for any good thing helps the person to achieve success in their relevant professional and personal lives. Additionally, the essay provides an overview of the transformational learning in human resource development as well as in adult learning process. It further provides a literature review and reflection for the statement (Noruzy, et. al., 2013). The transformational learning is then explained through some examples following with the summary of the essay. The details about transformational learning are discussed below. What is transformational learning and how does it affect to an individual in personal as well and professional lives? According to Newman (2012), transformational learning has adequately provided assistance in the field of adult learning which often lacks theories and measures to guide it working. Adult education holds great significance in the process of learning in people's life. With the change in the era, transformational learning has become more popular and efficient among people and organizations. In critical terms, the act of transformational learning relates to the theory which focuses on the adult education in an organization. Apart from that in human resource develop transformational learning plays a significant role in changing the face of the organization and coming forward to the upfront technology (Illeris, 2014). Mezirow initially provided a detailed view of transformational learning in the year 1978. Since then the process has evolved in many variations, beliefs, reformulations etc. But the meaning of transformational learning is simple for those who have the capabilities to acknowledge integrated ideas within them. Further transformational learning refers to the process of facilitating an understanding based on the beliefs, values, and feelings. This process develops autonomous thinking in the adult learning process (Choudhary, Akhtar Zaheer 2013). Further Mezirow defined transformational learning in various aspects such as Disorienting dilemma, Sense of alienation, Self-examination, Relating discontent to others, Explaining options of new behavior, Planning a course of action, Knowledge to implement plans, Building confidence in new ways, Experimenting with new roles and Reintegration (Baldwin, 2016). Furthermore talking about transformational learning in an organization, the fact is know n that for the management of human resource, it is very important to critically analyze the aspects which affect the adult education in people. As the human resource is the most important asset of the organization which assists the company in managing the core business activities and generating sales for the same. Therefore, in the process of learning in the adults acts successfully, then the organization may lead to great success in the global market (Sandlin, Wright, and Clark, 2013). Further, this type of learning specifically depends upon the mentality of the employees that how they perceive and hold activities in the business process. Thus, in the worldview, the outcomes of learning might occur differently for different people. The same factor effects in an organization as well. Firstly this transformational learning shifts the generation from one to another, the new generation provides more free and initiative ideas in the organization (Merriam, Bierema, 2013). Also, the three types of learning also help the organization in gaining competence through transformational learning. The three types of learning are instrumental, communicative, and emancipatory. Instrumental learning takes the initiative to control the environmental factors. Communicative learning includes the learning which a person gains while being in an organization, it includes learning related to communication. Lastly, the emancipatory learning refers to the learning which is highly affected by the emotional intelligence of people (Caffarella, Daffron, 2013). Different people have their different worldview related to the transformational adult learning in an organization. Talking about my perspective on transformational learning, according to me the learning process is nothing but a set of teaching which highly affects the working of an individual in an organization. Their beliefs, values, and mentality everything changes and most importantly their outlook to see different issues changes. Due to this process, the organization grows in a competence manner. Further in personal context, this aspect helped me in diversifying my capabilities to interpret various things. It also helped me in attaining various experiences from the environmental changes and acting accurately on the give situations. As the word suggests transformational learning transforms the nature and abilities to look at various aspects different. Due to this process, I gained the competitive edge in the organization as my ideas and ability to look at situations different attract the top level management of the company due to which my identity was created in the market. Apart from that this type of learning helps a person to make use of intelligence available to them; a feeling of empowerment is created in the mind of people. Also after this, I became efficient to look after the transformational changes in me and compare them. Also, different people have their different worldview regarding the same; some people might not get satisfied by the transformational learning within them or in their organization. As the process is complex and it takes full dedication and acceptance towards changes in the environment and behavior of people. Thus, some people find it difficult to change their nature and inherit various attributes in them (Christie, et. al., 2015). The feature of transformation learning which attracted me the most is that it helps an individual to acknowledge themselves with the qualities of an individual. Before the initiation of this type of learning, I didn't know my abilities and skills which can help me to gain the advantage in the competitive market. But soon when I got to know about this type of learning, I starting gaining the acknowledgment of capabilities inherited from me which can help me to grow. Self-actualization is the key to this type o learning. Thus, in this way transformational learning can help an individual to change their attitude and initiate positivity so that their personal and professional goals are achieved. The process of transformational learning is adopted in many organizations. As the process helps in gain competence due to which it possesses complex feature within them. One way in which this process helps the organization to achieve is up-gradation of generation in the organization, as this helps in bringing freedom, innovation and systematic thinking about the people in the organization. It is difficult for companies to implement technologies in their process but with the change in generation, the manager can find the human resource that can make use of such technology. Also with the aid of this process, companies get to know about emotional intelligence. Emotional intelligence refers to behavioral features of the manager to understand their own belief and understand the attitude of other employees working with them. So this process brings emotional transformation in an individual as well (Nohl, 2015). Transparency and communication are two most important aspects which help an organization to grow in the competitive market. Transparency helps people to get to know about the working f the organization due to which they initiate their trust and belief on the activities of the company. And communication helps to initiate all the activities working in an organization efficiently. Thus, with the aid of transformational learning the fixed organizational culture developed and became more transparent in its working. Transparency can only be initiated through proper communication in the organization. Thus, in this was transformational learning is implemented in various companies so that growth process is initiated (Merriam, and Kee, 2014). Conclusion Thus in the limelight of above-mentioned events, the fact that shall be noted is that transformational learning play an important role for an individual to understand the different feature of the market, organization and themselves and then work according to them. It helps an individual to learn new things which can help them to grow and adequately respond to fluctuating circumstances. In human resource management context, transformational learning helps an organization to adopt changes according to changing the environment and gain acknowledgment toward emotional intelligence and in employees context, it helps an employee to develop their understanding capabilities. References Baldwin, M., 2016. Social work, critical reflection and the learning organization. London. Routledge. Bell, H.L., Gibson, H.J., Tarrant, M.A., Perry III, L.G. Stoner, L., 2016. Transformational learning through study abroad: US students reflections on learning about sustainability in the South Pacific. Leisure Studies, 35(4): 389-405. Burke, W.W. Noumair, D.A., 2015. Organization development: A process of learning and changing. United States. FT Press. Caffarella, R.S. Daffron, S.R., 2013. Planning programs for adult learners: A practical guide. United States. John Wiley Sons. Choudhary, A.I., Akhtar, S.A. Zaheer, A., 2013. Impact of transformational and servant leadership on organizational performance: A comparative analysis. Journal of Business Ethics, 116(2): 433-440. Christie, M., Carey, M., Robertson, A. and Grainger, P., 2015. Putting transformative learning theory into practice. Australian Journal of Adult Learning, 55(1): 9. Illeris, K., 2014. Transformative learning and identity. Journal of Transformative Education, 12(2): 148-163. Merriam, S.B. Bierema, L.L., 2013. Adult learning: Linking theory and practice. United States. John Wiley Sons. Merriam, S.B. and Kee, Y., 2014. Promoting community wellbeing: The case for lifelong learning for older adults. Adult Education Quarterly, 64(2): 128-144. Nohl, A.M., 2015. Typical phases of transformative learning: A practice-based model. Adult Education Quarterly, 65(1): 35-49. Noruzy, A., Dalfard, V.M., Azhdari, B., Nazari-Shirkouhi, S. 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,1-13. Sandlin, J.A., Wright, R.R. and Clark, C., 2013. Reexamining theories of adult learning and adult development through the lenses of public pedagogy. Adult Education Quarterly, 63(1): 3-23.