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Essay / Research Paper Abstract
A 3 page paper discussing organizational learning and organizational knowledge. Certainly there is a direct relationship between the two; determining that relationship begins with defining the terms. The paper holds that organizational knowledge is the result of organizational learning. Bibliography lists 7 sources.
Page Count:
3 pages (~225 words per page)
File: CC6_KSorgLrnKnow.rtf
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Unformatted sample text from the term paper:
I could identify, taken from the 25-page single paragraph and found online. I will not use information I cant credit and you shouldnt either. Its called plagiarism. JM
Introduction Certainly there is a direct relationship between organizational learning and organizational knowledge. Determining that relationship begins with defining the terms.
One of the definitions of knowledge is "the body of truths or facts accumulated in the course of time" (Dictionary, n.d.). Another definition of knowledge is, "acquaintance with facts,
truths, or principles, as from study or investigation; general erudition" (Dictionary, n.d.). Learning is defined as "the act or process of acquiring knowledge
or skill" (Dictionary, n.d.), but it also is defined as "the modification of behavior through practice, training, or experience" (Dictionary, n.d.). Organizational Learning
Sandra Kerka (1995) uses the principles discussed by Peter Senges (1990) The Fifth Discipline to create a framework in which to identify and discuss individual characteristics of the learning organization.
Though she states that at the time of writing there was no consensus on what constitutes a learning organization, there are at least six characteristics common to all organizations
that others can label as being attuned to learning from events that have occurred in the past. A learning organization is one that possesses several qualities, and of course
every organization differs in its approaches to and use of information. Kerka (1995) states that true learning organization possess six characteristics: * "They provide continuous learning opportunities. * "They
use learning to reach their goals. * "They link individual performance with organizational performance. * "They foster inquiry and dialogue, making it safe for people to share openly and take
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