ORGANIZATIONAL LEARNING 2)4)
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K. BAUSCH describes organizational learning as follows: "A process of developing organizational capacity and human capability to articulate and continually examine the purposes, underlying perspectives and assumptions, and individual and organizational values in view of
a) the performance of the organization
b) the changing characteristics and expectations of the environments in which the organization is embedded"(Glossary, Pers. comm., 2002)
This is in fact the program of the "Evolutionary Learning Community"(ELC)
The following aspects seem most important:
- the nature and conditions of learning (general and specific) should be deeply researched
- a thorough critical examination of all assumptions and values should be undertaken and periodically repeated in order to avoid underconceptualization
- purposes should be examined in a similar fashion
- the aim is not to find recipes, nor solutions. It is to create evolutive design
- the designers should avoid clanthink, be aware of possible blindspots, escape from "politically correct" rules and develop creativity.
→ Design (Systemic approach to); Design (Generic); Design methodology (Systemic); Group technique (Nominal); Interpretive structural modelling; Organization
Categories
- 1) General information
- 2) Methodology or model
- 3) Epistemology, ontology and semantics
- 4) Human sciences
- 5) Discipline oriented
Publisher
Bertalanffy Center for the Study of Systems Science(2020).
To cite this page, please use the following information:
Bertalanffy Center for the Study of Systems Science (2020). Title of the entry. In Charles François (Ed.), International Encyclopedia of Systems and Cybernetics (2). Retrieved from www.systemspedia.org/[full/url]
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