88 sited in Ortenblad, 2004), “a holistic model of organizational learning” (La?hteenma?ki et al., 2001, p. 113 sited in Ortenblad, 2004), and “an integrative and parsimonious conceptual framework that can help researchers and practitioners identify, study, and introduce organizational learning to organizations”
An integrated model would at the least increase the potential that the term “learning organization” can become an academically accepted concept, while it is now more practice-oriented
Carter, C... displayed 300 characters
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(2001). Towards a second generation of KM? The people management challenge. 215-224.
Choo, C. W. (2001). The knowing organization as learning organization. Education + Training , 197-205.
Clarke, T. (2001). The knowledge economy. 189-196. displayed next 300 characters
Changes should be introduced as a way of a learning experience for the employees as well as the managers. It is also important that managers help the employees in the process of dealing with the changes and dissolve the old behavior and attitudes by obtaining new ones...
When there is ambiguity, confusion, or any type of "gray area," this hurts production and efficiency. If there is a general misunderstanding of who and what a situation entails, or even worse, multiple conflicting interpretations, then this is an example of a faulty relationship between organizational structure and culture...
Three actions that can assist in the movement step include: persuading employees to agree that the status quo is not beneficial to them and encouraging them to view the problem from a fresh perspective, work together on a quest for new, relevant information, and connect the views of the group to well-respected, powerful leaders that also support the change
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