Lifelong Learning Experience

Children learn how to speak before they are taught how to speak. An elderly adapts to the modern technologies by learning in the means of making one’s life easier; it is never too late for a man to learn. Knowledge is crucial in a world that is constantly changing and lifelong learning is a way to ensure one to acquire new knowledge. Whether or not learning is something that can be done by both the organisations and individuals is questionable. Individuals may obtain knowledge in various forms to enrich their inner self. Since individuals can learn, how about organisations? Are organisations able to conduct learning too? If they do, from whom do they learn and to what extent that they can learn?

Generally, “learning” can be defined in many

Nonaka, Toyama and Konno’s (2000) have stressed on the importance of “interaction” in the knowledge creation process as knowledge does not only come from individuals alone but it is created through interactions between individuals and their surroundings. Therefore, other than codifying the tacit knowledge that the individuals have, the knowledge can instead be transferred among one another through communication in socialisation process (Nonaka, Toyama and Konno, 2000; Nonaka and Toyama, 2003). Socialisation occurs when individuals communicate their tacit knowledge with others tacitly or most commonly known as “sitting by Nelly” learning method (Yanow, 2000). This process needs close participation of individuals in sharing the knowledge they have (Nonaka, Toyama and Konno, 2000). Using the same example given by Yanow (2000), the flute-maker apprentices may sit next to those experienced flute-makers and observe the tuning skills as the communication between the experienced flute-makers and the apprentices has served as a knowledge-sharing platform for both the parties. Another example given by Smith (2001) who supported Nonaka, Toyama and Konno’s (2000) concept on the importance of interaction in organisational learning is the act

Individual learning is important for organisational learning. Organisations can learn from its individuals or group of individuals through a shared mental model. Even when the knowledge is not explicit, it is still possible for organisations to learn it through verbal communication with the help of technological tools such as social networking within the organisation which could enhance the communication and sharing of knowledge of individuals with one another in order to facilitate the organisational learning process. Besides, if the collectivism learning culture is strong enough in an organisation and the environment encourages individuals to practise knowledge sharing, the organisational learning process will become more