After the experience of the first 20 years of our company history, we have embarked on a difficult but correct path to becoming a learning organization. We learn to function in such a way as to strike a balance between individual initiative and creativity on the one hand and rules and order on the other. We also try to reconcile individual and team performance.
We agree with the definition of a learning organization that Peter M. Senge „brought to the world of management. people are constantly learning how to learn together.“
The goal of NEONLAK is to increase competitiveness through the innovation of services and processes and permanent adaptation to changes in the environment.
We respect system logic. We try to connect all events in NEONLAK so that none take place in isolation. E.g. the relationship between superior and subordinate is embedded in the system of remuneration, career opportunities and other organizational processes.
We want to generalize, pass on for use and verify with other employees the ideas, thoughts and knowledge that individuals come up with in NEONLAK – the knowledge of the individual should affect the whole organization, organizational knowledge is not just what the top management of the organization knows and knows.
We approach learning gradually from simple to complex, from a lower level of learning to a higher level of learning. The lower level of learning takes place within the given organizational structure and the set of rules, the higher level leads to the adjustment of rules and standards.
At NEONLAK, we learn to support the acceptance of informed risk because it increases the ability to learn, search for information, recognize problems, the thoroughness of processing and evaluating information, and the motivation to adapt faster.
At NEONLAK, we try to use two sources for learning: our own experience and the experience of others.
We learn to be able to look for existing and new opportunities, to be able to raise the level of existing services and at the same time to be able to build a competitive advantage with the new nature of the services we offer.
AND WHY DO WE ACTUALLY WANT IT?
As a learning organization, we can flexibly adapt to change, our employees will have an overview of trends and, together with our employees, we will be able to build conditions for the sustainability of our employees employability.