The Literature in Learning Organizations

Introduction: The purpose of this paper is to evaluate literature in the learning organization and discuss several models for building the learning organization. For this purpose, this paper utilizes various academic studies in this field, including Huber 1991, Garvin 1993, Schein 1993, Argyris 1994, Goh 1998, Chau 2008, Serrat 2009, establishing a learning organization The parameters that contribute to the analysis are analyzed. The author who defines the learning organization is included in the learning organization, the place where the individual is the key to the action for learning, or the place where the result is produced.

Literature has a different organizational learning theory. Not all organizations understand it, but I will learn. But organizations can not exist without learning (Kim, 1993). According to Jerez-Gomeza, organization learning at Cespedes-Lorentea and Valle-Cabrera (2005) starts at the individual level and is a knowledge-based process. It is about exchanging knowledge between individuals and group members. Because the company exists outside many individuals, personal learning is important for organization learning. According to the author, the process of organizing learning is more complex than personal learning. Organizational learning is regarded as knowledge of interrelationships of corporate behavior (Kim, 1993), which improves the quality and quantity of company performance (eg more sales) (Senge, Roberts, Ross, Smith & Kleiner, 1994)

Learning within the organization, learning throughout the organization as a group as a whole, or somewhere between these extremes. However, most organizational learning refers to learning at the team or organization level. Of course, you may need to study on your own, study small or large groups, or the whole organization to get the knowledge necessary to make effective actions. From the viewpoint of knowledge management, it is important to learn at all levels, it is necessary to nurture all these and make it a natural part of culture. So far, much of the focus of knowledge management has focused on the positioning, creation and sharing of knowledge. For this reason, organization learning thinks that the organization is the ability to acquire the necessary knowledge to survive and compete in that environment. However, there is an important difference between personal learning and team / organization learning.