"Organizational learning is the process of creating, retaining, and transferring knowledge within an organization."
An exploration of the ways in which organizations acquire, create, and transfer knowledge and skills for continuous improvement and adaptation.
Organizational Learning: The study of how organizations acquire, process, and use knowledge to improve performance.
Organizational Culture: The shared values, beliefs, and behaviors that shape an organization's identity and guide its actions.
Learning Organization: An organization that continuously learns from its experiences and adapts to changing circumstances.
Organizational Structure: The formal and informal arrangements that determine how work is coordinated and how decisions are made.
Knowledge Management: The process of creating, capturing, sharing, and using knowledge to improve organizational effectiveness.
Strategic Management: The process of formulating, implementing, and evaluating strategies to achieve organizational objectives.
Performance Management: The process of setting goals, monitoring progress, and providing feedback to improve individual and organizational performance.
Change Management: The process of planning, implementing, and evaluating changes to improve organizational effectiveness.
Innovation Management: The process of generating, developing, and implementing new ideas and practices to improve organizational performance.
Human Resource Management: The process of attracting, developing, and retaining employees to support organizational goals and objectives.
Leadership: The process of influencing others to achieve common goals and objectives.
Organizational Behavior: The study of how individuals and groups behave within organizations and how organizations affect their behavior.
Systems Theory: The study of complex, interconnected systems and how they interact to produce organizational outcomes.
Organizational Communication: The process of creating and sharing information to achieve organizational goals and objectives.
Organizational Psychology: The study of individual and group behavior within organizations and its impact on organizational effectiveness.
Single-loop learning: This type of learning involves making minor adjustments to existing processes and practices in order to improve efficiency and effectiveness.
Double-loop learning: This type of learning involves challenging and questioning the underlying assumptions and beliefs that drive organizational practices and processes.
Deutero-learning: This type of learning involves learning about how to learn and improve the learning process itself.
Reflective learning: This type of learning involves reflecting on past experiences to identify what worked well and what didn't, and using that information to inform future decision-making.
Experiential learning: This type of learning involves gaining knowledge and skills through hands-on experience, such as on-the-job training or apprenticeships.
Informal learning: This type of learning involves informal, unplanned, and often unstructured learning that occurs through everyday interactions and experiences.
Communities of practice: This type of learning involves a group of people who share a common interest or profession, and who come together to learn from each other through collaboration and knowledge-sharing.
Action learning: This type of learning involves a structured approach to problem-solving that involves a group of people working together to identify and solve a real-world problem.
Cognitive apprenticeship: This type of learning involves a mentor guiding and coaching a learner through a process of skill acquisition and mastery.
Transfer of learning: This type of learning involves applying knowledge and skills learned in one context to a different context or situation.
"An organization improves over time as it gains experience."
"This knowledge is broad, covering any topic that could better an organization."
"Examples may include ways to increase production efficiency or to develop beneficial investor relations."
"Knowledge is created at four different units: individual, group, organizational, and interorganizational."
"The most common way to measure organizational learning is a learning curve."
"Learning curves are a relationship showing how as an organization produces more of a product or service, it increases its productivity, efficiency, reliability, and/or quality of production."
"Learning curves vary due to organizational learning rates."
"Organizational learning rates are affected by individual proficiency."
"Improvements in an organization's technology affect organizational learning rates."
"Improvements in the structures, routines, and methods of coordination affect organizational learning rates."
"As an organization produces more, it increases its productivity with diminishing returns."
"Increases in productivity, efficiency, reliability, and/or quality of production."
"It increases its productivity, efficiency, reliability, and/or quality of production with diminishing returns."
"Learning curves vary due to organizational learning rates."
"Organizational learning rates are affected by individual proficiency."
"Improvements in an organization's technology affect organizational learning rates."
"Improvements in the structures, routines, and methods of coordination affect organizational learning rates."
"Knowledge is created at four different units: individual, group, organizational, and interorganizational."
"To create, retain, and transfer knowledge within an organization for continuous improvement."