Collaboration and Learning in Organizations

Learning, Studying, and Professional Collaboration

Human beings are inherently social beings. The increasingly individualistic swing of society seems in a direct and unnatural conflict with the innate collaboration that has allowed the survival of our species (Lonzano). Individuals, groups, and organizations mirror these conflicts. Collaboration is but one approach to working together while maintaining the best interests of individuals and groups. Collaboration requires an interconnectedness that occurs at multiple levels (Fernandez & Hogan). Collaboration involves emotions, behaviors, and individual cooperation. It's multi-faceted and involves an intentional commitment to working together at multiple levels. Collaboration involves sharing ideas, resources, and assets. When organizations value collaboration, they are often more innovative, successful, and conducive to the creation and maintenance of a successful culture committed to continues learning and growth (Summers et al).

Organizations typically demonstrate one of four character types (Fernandez & Hogan). These character types include 1) the Achievement type 2) the Safekeeping type 3) the Collaborative type, and 3) the Creative type. The Collaborative type of organization differs from other clusters because its focus is on the foundation of trust and commitment that emerges from a culture of coordination, communication, and helpfulness. Employees of collaborative organizations are often handsomely rewarded. Rewards may come in the form of job security, support in specific job duties, or even bonuses related to exceptional performance. There are formal procedures for communication and cross-agency coordination of activities. While collaboration might be an innate preference for humans, it certainly isn't something that just happens within an larger scale organization (Summers et al). While the attributes of a truly collaborative organization seem extremely appealing, many organizations claim to be collaborative when their true values are incongruent with such an approach. Just as individual employees may lack self-knowledge of weaknesses, organizations too are vulnerable to blind spots related to necessary areas for growth.

As described by Lozano, the Japanese culture has exemplified collaboration in the workplace and learning environments. The Japanese concept "Kyosei" means the "spirit of cooperation." It's not without irony that the English language has no true match for the term. Collaboration entails a level of selflessness that is rarely reinforced in individualistic societies. Beyond sharing duties, collaboration also promotes an ongoing exchange of information. Collaborative learning environments are most conducive to learning for all types of learners (Summers et al). The Western spirit of competitiveness is not lost in a commitment to collaboration. In fact, collaborative organizations are often exceptionally ranked in outcome measures because this organizational and leadership approach results in excellent performance and satisfaction.

Collaborative learning communities and organizations are increasingly popular. Universities, job training programs, and large scale companies boast about their collaborations within and outside of te organization's doors. While the value for collaboration is shared, the mechanisms by which collaboration is facilitated differ. Online learning communities facilitate collaboration through assignments that require critical thinking, interpersonal communication, and even coordination between students. In formal classrooms, instructors facilitate collaboration through guided practice activities and prompts that promote shared knowledge. These skills transition from the classroom to the workplace. Companies and organizations like McDonalds have been recognized for their collaborative approach to training new employees (Lonzano). As Americans begin to compare strengths and weaknesses with worldwide competitors, it is increasingly important to recognize the value of collaboration if we hope to pull ahead.

References

Fernandez, J. E., Hogan, R. T. The character of organizations. The Journal of Business Strategy, 24(1), 38-40.

Lonzano, R. Developing collaborative and sustainable organisations. Journal of Cleaner Production, 16(4), 499-509.

Summers, J. Beretvas, S. N. Svinicki, M. D., & Gorin, J. S. Evaluating collaborative learning and community. The Journal of Experimental Education, 73(3), 165-188.