Organizational learning is the process of creating, retaining, and transferring knowledge within a company and goes as follows:
As organization learning happens when there is a change in the knowledge of an organization, knowledge is considered to be a big indicator of organizational learning itself. Therefore, the concept of knowledge management is the process of collecting, developing, and spreading knowledge assets to enable organizational learning.
Examples include ways to boost production efficiency and developing beneficial investor relations.
Besides group-based and individual learning, knowledge is created at two other important units:
Note that you can measure organizational learning in different ways, though one common measurement used is the well-known learning curve.
As described above, organizational learning is the way in which a company creates and organizes knowledge relating to their functions and culture. Organizational learning can happen in all of the organization’s activities, and it happens in different speeds.
Inter-organizational learning is the way in which different organizations in an alliance collaborate, share knowledge, and learn from one another. Interorganizational learning occurs frequently in fixed business models, such as franchising. The franchisee looking to use the franchisor’s brand has to learn how to use the organization’s business model before starting a franchise.
Conclusion: Organizations, teams and smaller companies can learn successfully when they are able to retain this knowledge and transfer it to, or spread it throughout, the various divisions within their business itself.