Transcription of THREE APPROACHES TO ORGANIZATIONAL LEARNING
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THREE APPROACHES TO ORGANIZATIONAL LEARNING
The Pfeiffer Library Volume 16, 2nd Edition. Copyright 1998 Jossey-Bass/Pfeifferzx 1zxTHREE APPROACHES TOORGANIZATIONAL LEARNING Anthony J. Reilly I do OD. We re into OD in our organization. The term Organization development ,or OD as it is popularly called, has become part of the applied behavioral sciencejargon. In some instances it is confused with other terms, such as management trainingor management development . Although there is some overlap, both conceptually andoperationally, among the terms, there are real differences as well. The attempt here is toshow how the THREE terms complement one another on the one hand and how they differon the implicit expectation of any kind of management enrichment program is that oflearning, which generally involves some relatively permanent type of change behavioral, attitudinal, or cognitive. Therefore, the different kinds of LEARNING are ofparticular interest to us in this TRAININGWhen I think of training, I think of one kind of LEARNING .
THE ORGANIZATIONAL UNIVERSE It often seems that organizational “solutions” (i.e., methods of assessment, management, development, etc.) are less than effective because of the complex and often confusing nature of organizational problems. Organizational life does not present itself to us in the shape of clearly delimited and defined problems.
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Eighth Edition ORGANIZATIONAL BEHAVIOR, Organizational behavior, Development, BEHAVIOR, Organizational Culture, Organizational, ORGANIZATIONAL DEVELOPMENT, Running Head: THREE ORGANIZATIONAL LEARNING, UNDERSTANDING AND MANAGING ORGANIZATIONAL, Organizational Behavior Organizational behavior, And development, Stages of Small-Group Development Revisited, ORGANIZATIONAL BEHAVIOR: INTEGRATING, OD) INTERVENTIONS, OD interventions