OL vs. LO
Herbert Simon (1969) defined organizational learning as "the growing insights and successful restructurings of organizational problems by individuals reflected in the structural elements and outcomes of the organization itself." This definition tells us a couple of important things about organizational learning. First, organizations as holistic entities cannot learn. Individuals within the organization, and working on behalf of the organization, do the learning, and they then pass their newfound knowledge onto the organization. Both the feedback loops by which they learn and the ways in which they pass their learning on flow through the organization in terms of the organization's structures, its culture, its strategies and its knowledge base. The latter can occur to a much stronger degree today than when this idea was first developed, because of our increased ability to gather, store and transmit information throughout the organization. This highlights the role of information systems in organizational learning, but such appreciation should not come at the expense of understanding the role that individuals within the organization play -- they remain critical.
Fiol & Lyles (1985) challenge this original definition, on the basis that they do not believe adaptation and learning to be the same thing. Their...
Organizational Learning The concept of organizational learning has been around for a long time now but it was fully accepted and passionately pursued in the 1990s. It was at this time that many organizations recognized it and started involving it into their organizational systems. Due to this wide acceptance in this period, there were two consequences that came with it. The first being that it attracted the interest of many scholars
Organizational Learning What is the role of learning in change processes? Pay particular attention to the ideas of Naomi Raab Learning is a galvanizing factor across all change processes in that it unifies each step in the process and over time creates an experience effect that creates greater levels of knowledge over time. The role of learning in change processes is also non-linear, a key finding of management and organizational design theorist
Organizational Learning Week 8 Discussion Question in working responses Discussion Question choose examples experience find cases Web discuss. Credit references make relevant examples real companies. Analyze journal article, Schilling, J. Week 8 discussion question: Organizational learning article review Organizational learning is deemed to be a critical component of individual learning: without 'organizational' learning, individual learning cannot take place in the workplace -- yet individuals make up the workplace so conversely individual learning is
Organizational Learning The objective of this study is to address the question of if an organization cannot harvest the learning and teaching that is happening in a community of practice then does the organization as such learn? Secondly, this study will address the question of whether one can speak of organizational learning, even when the company has not learned anything as only the community of practice share the knowledge within their
Organizational Learning Assessment of the Organization's Culture as it Relates to Shared Knowledge The Current Organizational Learning Mechanism(s) (OLMs) that hinder organizational learning Replacement of Suitable OLM The Source(S) That Currently Prevent Productive Learning Assessment of the Organization's Culture as it Relates to Shared Knowledge For this part, we consider a multinational retailing company that operates through a large number of chain stores and supermarkets in many stores spread across at least three continents. The company's
learning organization. *Consolidate research definitions organization learning. *Explain organization a learning organization (teaching federal government hospital). *Discuss advantages disadvantages organizational learning. The learning organization The modern day business climate is more challenging and dynamic and it forces the economic agents to seek alternative sources of strategic advantages. One example in this sense is represented by the enhancement of the emphasis placed on supporting learning and the continuous development of the organization
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