Q This paper focuses on Organisational Policy explaining the characteristics of a learning organization Home, - Organisational Policy Organisational Policy What are the characteristics of a learning organization? There are many characteristics with which a learning organisation has to comply with and some of them are given below. The description of characters is valuable in the organisational context. The process of learning needs to be attained in a collaborative manner where the individuals have to work in a team to gain knowledge about something and have better results after executing it. Apart from that, a continuous lifelong learning thing needs to be developed among them too. It is essential to keep a mindset of continuous learning throughout the professional career. The possibility of having a better market grip magnifies with the motivation provided to the people. It is seen that the management needs to motivate the people in order to have better kind of results in the performance section (Liao, Chang & Wu, 2010). Apart from that, another thing to be taken into consideration is the knowledge sharing aspect. It is an important thing to keep in mind and it is highly necessary to gain the management skills when it is needed. The knowledge-sharing thing keeps people updated and this makes a profitable return on investment in every cases. By following these, an institution can have better kind of learning environment and the results will be way better than anticipated. How do these characteristics help managers and employees work together to rise to the challenges they must confront in a rapidly changing business environment? It is evident that a collaborative venture with proper communication does better job anything done on individual basis. It is an important thing to keep in mind and it is seen that the management of issues needs to be comprehended first and then the aspects should be taken care of. The majority of the cases these traits are essential because a manager cannot have better upper hand on anything but the employees can make proficient impact on different factors that are associated with the organisational ventures (Solansky, 2010). For an example, the managers have to make proper communication with the employees and if there is, no knowledge sharing then with half information the possibility of having issues in reaching the goal will rise high. Talking about the challenges and finding the issues’ solution makes one organisation perfect and the managers have to make sure that the employees are involved in it in order to give them a good experience. A collaboration and proper understanding of what the people want is something, which can lead towards development, and in this case, the same concept is applicable. Understanding the changes in the business environment is easier that way and experience of the organisation develops. Both the managers and leaders witness the changes and with proper statistical analysis and knowledge sharing, they mitigate the issues associated with this change. If an employer can demonstrate objective correlations between health markers (such as cholesterol, blood pressure, BMI, etc.) and insurance costs, should they be permitted to create policies that require new employees to undergo physical assessments and meet certain standards as a condition of employment? It is highly essential to have an idea of which person is getting hired and the team leaders should take the responsibility about the effectiveness of the employees. There is a relating between the employee health insurance and health markers. It is obvious that if a physically unfit person is getting a job without any test then the possibility of having workplace issues are always high. It is necessary to make sure that all the parameters of health are at the optimum place and there is no issue. If an employee is not telling the authority that he has some issues then the authority might face major health insurance claim in future. Therefore it is evident that one person must be assessed properly before getting a job. In accordance with it, the policies can be changed where it will be given that an employee has to undergo certain physical tests to make sure that he is fit to be a part of the institution (Norton, Zacher & Ashkanasy, 2014). The policy needs to be done carefully and total privacy should be given in order to avoid any data breach, which can lead towards privacy infringement. This is going to be the best option for the management to save the cost and have efficient employees. Could this be done short of requiring a "medical examination"? The best option to take into consideration is the medical examination. In this context, the leaders have to make sure that they have mentioned certain parameters in the policy, which have to be meet by the people. In order to make profitable return the management needs to make sure that they are having better doctor’s assistance. The medical exam of a person is going to provide better details of what needs to be done in order to meet eh criteria of physical efficiency. The physical efficiency needs to meet the criteria otherwise there is no chance of getting hired in an organisation. The medical examination is the best method because it provides valuable data related to the factors that are considered as health markets. The majority of the cases the medical examination provides data associated with complex issues and this provides an idea of whether the person should get hired or not (Reicher & Fram, 2013). The medical tests are going to provide ideas on what needs to be done if the person is trying to get hired in other companies with same health assurance policies. Some cases drug related issues are also found and in those cases, the medical examination becomes the only way of providing a correct direction to the employee and the management.