REPLY4

Organizational learning within the context of crisis management is the process of correcting errors. It also seeks to improve the operation of the organization by reflecting on past experiences (Crandall, Parnell, Spillan, & all, 2013).

The best time to learn from a crisis is shortly after it has happened. In doing this to study the process it is broken down into four areas. The four areas are landscape survey, strategic planning, crisis management and the organizational learning phases. In each one of these phases an organization can learn the steps to prevent, detect and respond when a crisis happens (Crandall, Parnell, Spillan, & all, 2013).

In the landscape survey a company focuses on the crisis that existed. One would look and see if there were any warning signals that might have been missed in a crisis (Crandall, Parnell, Spillan, & all, 2013). For our scenario, it is an active shooter. Did the company have a disgruntled employee that was making threats to the employees or the company itself. If so why wasn’t the threats acted on. Where the people in place to deal with the threats adequality trained to deal with this type of situation. If they were, did they fail to act?

The next phase is strategic planning in this phase the planning process looks at changes they might be needed on the crisis management team itself and or their training (Crandall, Parnell, Spillan, & all, 2013). The internal part of the this is for the company do we have the right member of the company on the crisis management team? Are these employees able to handle the different types of crisis that might affect the company? If we have the right people, do they have the forward thinking and training to get the job done?

The crisis management stage is the one that responses to the crisis itself. In this response, it is where the organization learns to improve its response to crisis (Crandall, Parnell, Spillan, & all, 2013). This is where a company learns from their mistakes. This were one ask did we do all we could have done? Companies will ask themselves if this is where we could have responded better.

The last stage to this process is the organizational learning. This phase is the post crisis stage. In this stage is when all the note from the planning to the actual response are brought together and discussed openly within the team. In this part the team formulates a plan to improve the response from the company in the future (Crandall, Parnell, Spillan, & all, 2013).

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2)

The process of detecting & correcting errors is organizational learning, which seeks to improve operation of the business by reflecting on the past experiences. In dealing with crisis management and its context with organizational learning, the learning should occur when the organization experiences a crisis. (Parnell, Spillan 2013, Pg.225) In dealing with organizational learning from crisis some organizations don’t learn effectively, they don’t learn what they need to out of the process.

If I was in charge of a company first I would look and take a survey of how many times an active shooting took place at the work place, what time, day did these crises occur, & if they all took place in in the same part of the company. I would also see if I could try to narrow it down to who the target was in every crisis, but there is never a certain target when it comes to an active shooter. I would ask my crisis team could someone come up with a way of how they think the shooters are getting in. I would collect everyone’s thoughts & ideas on the previous crises & come up with a solution. This is where the organizational learning would come from, because we can take our past experiences in dealing with this type of crisis & use some of the good points & reevaluate the bad ones. I would ask the CEO to do a public apology & tell the employees and if anyone outside of the company that may have been hurt or damage from these crisis that we are deeply sorry and that the crisis management team has come up with some ways that they hope will prevent these crisis from happening again. I would then step in & have a meeting at the plant and tell the employees that some of the solutions they may not like but it is for their safety

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