|Published online: April 18, 2014||$US5.00|
Organizations do learn because organizations can acquire knowledge and skills in order to achieve organizational changes through adaptive strategies. However, organizational learning is limited because organizations and people within the organizations may resist changes. On the other hand, organizational learning is also limited if it remains at the level of creating new alternatives without actual changes in organizational contexts. Due to various levels of learning, organizations are able to achieve productive organizational learning by systematic planning for learning as a system. Supportive organizational culture is helpful for promoting workplace learning and improving the effectiveness of learning. However, organizational culture may not always support workplace learning if it is negative to learning, for example, limited in correcting mistakes or unsafe working environment. Nevertheless, there is no doubt that creating a positive organizational culture may foster workplace learning at both individual and organizational levels. This review describes how and how much organizations may learn, and how to promote organizational learning through building organizational learning culture.
|Keywords:||Organisational Learning, Organisational Culture, Human Resource Development|
The International Journal of Educational Organization and Leadership, Volume 20, Issue 1, April 2014, pp.1-5. Article: Print (Spiral Bound). Published online: April 18, 2014 (Article: Electronic (PDF File; 360.592KB)).
Research Assistant, Administrative Fellow, Department of Organizational Leadership, Policy, and Development, Department of Curriculum and Instruction, College of Liberal Arts, University of Minnesota-Twin Cities, Minneapolis, MN, USA