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Essay / Research Paper Abstract
This 12 page paper defines each of the concepts and then they are compared and contrasted. Ideas regarding learning within the organization are explored. The importance of creativity is emphasized. Bibliography lists 15 sources.
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12 pages (~225 words per page)
File: RT13_SA208Org.rtf
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Unformatted sample text from the term paper:
can learning, just as its name conveys. Yet, it is not achieved through the implementation of TQM, or other programs that Saunders & Kline (1998) call the flavor of the
month. Fahey & Randall (1997) talk about scenario learning remedies for example. Everyone seems to have the answer, but the truth is that when talking about a learning organization, there
is no one right answer. In both learning organizations and organizational learning, there is something unique going on. It is not something that can necessarily be replicated through particular advice
from experts in the field. That said, it pays to look at definitions and methods of implementing learning in organizations. More importantly, the terms learning organization and organizational learning need
to be defined. Only when this occurs can one hope to be able to implement learning paradigms in their existent organizations or create learning organizations all their own.
II. Organizational Learning Argyris (1977 as cited in Malhotra, 1996) defines organizational learning as a process that includes detection as well as the correction of errors. He
believes that organizations learn via individuals acting as agents for them and individuals learning activities are thus either facilitated or inhibited by an ecological system of factors (1996). These
things combined may be considered an organizational learning system (1996). That is one definition but it does deliver an ambiguous set of constructs that may be used in creating
a paradigm of organizational learning. Weick (1991 as cited in Malhotra, 1996) claims that the defining property of learning is actually seen as the combination of unchanging stimuli coupled with
different responses. At the same time, it is rare in organizations meaning that either organizations did not learn or that organizations learned but in ways that were not traditional (1996).
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