What Is Organizational Learning?

Organizational learning refers to the various actions taken by the organization around information and knowledge skills in order to achieve development goals and improve core competitiveness; it is the process of an organization's continuous efforts to change or redesign itself to adapt to a continuously changing environment. From the concept of organizational learning proposed in the 1980s to the 1990s, research on organizational learning has been studied and discussed from many aspects, including psychological, political, economic, social, and cultural. The understanding of strategic research on organizational learning has been regarded as an important factor in forming the core competitiveness of future companies. The learning mechanism lies in whether the organization can improve the innovation ability of products, technology and management through learning to form new special resources, and then the effective use of such resources forms the company's core competitiveness.

Organizational learning

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Organizational learning refers to the various actions taken by the organization around information and knowledge skills in order to achieve development goals and improve core competitiveness; it is the process of an organization's continuous efforts to change or redesign itself to adapt to a continuously changing environment. From the concept of organizational learning proposed in the 1980s to the 1990s, research on organizational learning has been studied and discussed from many aspects, including psychological, political, economic, social, and cultural. Strategic research on organizational learning has been seen as forming

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From the learning process, organizational learning is mainly divided into

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The research on organizational learning and learning organization has made great progress in the past 10 years or so, and has achieved a large number of important results, both in theory and in practice. It has also created a group of outstanding management masters. However, to date, very mature, widely accepted, and stereotyped conclusions have not been formed in related research fields. There are still many problems that have not yet been resolved, and there are still major differences in the most basic semantic definitions. The author believes that the issues that need to be further studied are:

To further clarify and unify the definition, characteristics and judgment standards of organizational learning and learning organization. It must be reasonable, feasible, easy to operate, and widely representative. The definitions given by most scholars are too abstract, they pay too much attention to logical perfection, and ignore the guiding significance of practice.

In-depth study of the process of organizational learning, the influencing factors, and the relationship between organizational status and learning effectiveness, and describe the specific organizational learning model or process, and give the standards or standards for measuring organizational learning.

(3) Strengthen empirical research, integrate relevant theories and practices, and give the applicable scope of various theories, tools, and methods. People need a clear guide to action, they must have specific suggestions for action, not just in concepts, theorems or ideas. To this day, research on organizational learning and learning organizations still lingers on the construction of theoretical frameworks, and lacks concrete, detailed, and credible practical guidance and research results that translate from theory to practice.

For the majority of Chinese enterprise managers and theorists, research on organizational learning and learning organizations is an even more difficult and urgent task. First of all, the quality of Chinese enterprises is generally poor, their capabilities are low, and most of their management levels are still in their original state, which restricts the development of Chinese management research. Secondly, China's business management research started late, with low standards, no climate, and lack of "master" researchers. Third, Chinese enterprises are facing a very severe competitive environment and many complex practical problems. They urgently need profound and practical theories to guide business operations, comprehensively enhance their physique and enhance their competitiveness, but they cannot copy Western theories and practices. They must be combined The actual situation of Chinese enterprises emphasizes Chinese characteristics.

However, it is worth noting that Chinese companies are not useless in organizational learning. In fact, Chinese enterprises have their own distinctive characteristics in organizational learning, and many enterprises also have unique organizational learning practices. At the same time, we also have certain advantages in conducting organizational learning research.

The first is cultural and conceptual advantage. Oriental culture values integrity, connection, and sensitivity. In the treatment of personal learning, we not only advocate learning from books, but also emphasize practice; we must not only know what it is, but also why it is; we must not only understand the nature of the problem, but also understand its relationship with the whole, and other issues Not only think that learning is a persistent process, but also emphasize the need to respect the law, step by step ... These concepts are consistent with the inherent requirements of learning organizations. Therefore, when we study learning organizations, there are fewer conceptual barriers. Followed by China's excellent organizational cultural tradition. Although China has experienced feudal rule for thousands of years, the concept of hierarchy is deeply entrenched, but this has not suppressed the development of ideas such as equality and compassion for subordinates. · From Confucius' "philanthropic" thoughts, Sun Tzu's "Taoist, let the people agree with the people," the top five judgments and "love the people as sons", until the founding of collectivism and the people The idea of being the master, even the "Confucian management trend" that is quietly emerging, has laid a good organizational cultural foundation for us to carry out study-type organization research.

Although China has certain advantages in carrying out organizational learning and learning organization research, the difficulties are significant. The author believes that in conjunction with China's reality, tracking the development trend of international business management, and vigorously carrying out research on organizational learning and learning organizations, it has both high theoretical value and important and urgent practical significance.