Abstract
This paper addresses the need for organizations to manage the transformation from traditional hierarchical models to ‘learning organizations.’ We propose a five-stage methodology useful in the diffusion of behaviors associated with organizational learning (OL) theory. The stages of OL diffusion are (1) agenda-setting, (2) matching, (3) restructuring, (4) clarifying, and (5) routinizing. Each stage involves both managerial (structural) or member (cultural) influences on organizational memory (OM). Salient definitions are provided and the OM aspects and deliverables associated with each OL diffusion stage are discussed. This research provides a theoretically-driven approach to help change agents diffuse and realize the potential of OL behavior in the firm.
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Notes
Kiernan (1993) proposed that factors influencing the need for OL adoption are the exigencies of speed, global responsiveness and constant innovation.
Using a process-oriented perspective, Huber (1991) defined OL as behaviors that are encapsulated within four distinct phases of organizational action: knowledge acquisition, information distribution, information interpretation and OM.
Deutero learning is commonly defined as ‘learning to learn’ and has implications for improving organizational intelligence, or, adaptability.
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Templeton, G.F., Schmidt, M.B. & Taylor, G.S. Managing the diffusion of organizational learning behavior. Inf Syst Front 11, 189–200 (2009). https://doi.org/10.1007/s10796-008-9117-0
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DOI: https://doi.org/10.1007/s10796-008-9117-0