Hi Ali,

It is correct that there are fundamental differencess between Org. Learning (descriptive) and The Learning Organization (pescriptive).

However an org. culture that enables and supports learning is essential in both.

see e.g the arguments in this paper and also take a look at the reference list...

All the best,

Jacob

Article Exploring knowledge creation processes as a source of organi...

The organizational learning culture is a type of organizational culture that integrates organizational learning. It “supports the acquisition of information, the distribution and sharing of learning”, and it “reinforces and supports continuous learning and its application to organizational improvement” (Bates and Khasawneh, 2005, p. 99).

yes you Can use the organizational learning articles as references to support your study.

look to references Article The link between organizational learning culture and custome...

Noted with thanks

Organizational Learning (OL) is a systematic attempt of all the relevant employees of an organization to acquire and share knowldge, skills and attitudes for the purpose of insitititional development and human development. Learning Organizational Culture (LOC) is a particular culture that exists in a certain organization and it can be defined as the set of values, beliefs, and norms of learning which are shared by people in a particular organization and which guide and influence organizational members’ thinking, feeling, and behavior with regard to learning.

It is important to develop a capacity at organizational level to adapt and change continuously. At every level of the organization, employees are supposed to set aside old ways of thinking, engage freely in sharing new ideas with others, and work towards achieving the mission and vision. To develop the continuous capacity to adapt and change, a LOC needs to be created.

OL can be made possible through OLC.

When OL exists at high level in an organization, that organization can be called as a learning organization. A learning organization is an organization that is successful at acquiring, cultivating, and applying knowledge that can be used to help it adapt to changes (Greenberg and Baron, 2007).

It is good to conceptualize the variable under your study and make a working definition for your study. Then, it is possible to avoid disagreements and confusions.

A learning organisation is like a group of warriors carrying out the methods to get the values; best fitted for undergoing a strategic mission.

Organizational learning is like a structure fulfilled with officers to carry out the orders and complying to an arranged system for getting the results

Organizational learning. This term is closely related to the systems generating value based on knowledge conversion. This type of organizations are using the SECI models of knowledge conversion introduced by Takeushi and Nonaka ( see:

• Nonaka, Ikujiro; Takeuchi, Hirotaka (1995), The knowledge creating company: how Japanese companies create the dynamics of innovation, New York: Oxford University Press, p. 284, ISBN 978-0-19-509269-1
• Nonaka, Ikujiro (1991), "The knowledge creating company", Harvard Business Review, 69 (6 Nov-Dec): 96–104..)

See also T.H. Davenport; L. Prusak: "Working knowledge. How organizations manage what they know", Harvard Business School Press, 1998 and 2000;

Learning organization culture should be understand as set of norms, relations, resources and processes suitable for creating value based on knowledge absorption from the surroundings.

I have explained similar problems as interoperational fit of the organization culture and IT technological possibilities on the semantic level of modeling (Gospodarek T., "ERP systems. Modeling, designing and rolling out", Helion, Gliwice, 2015 ISBN 9788328314177) .

Dear colleague,

Organizational learning supports the organization's adaptation to changing market conditions, namely through generative learning, which is understood to be a major component in generating radical innovations, and thus the organization can also change the market (Senge, 1990). Learning organizations are significantly more flexible than others, allowing them to quickly redirect their resources to new marketing opportunities (Slater & Narver, 1995). The learning organization is capable of long-term regeneration through the variety of knowledge, experience, and skills possessed by its members. Mentioned requires the existence and management of a culture that promotes the freedom of communication, the acceptance of challenges and the unification of the shared vision. Sharing organizational knowledge and creativity is an essential priority of such organizations. The internalization of organizational learning has to become an element of corporate culture because it can avoid strategic deviations. There is also the so-called unlearning, which is defined as a process whereby members of the organization and the companies themselves remove old logic and replace it with fundamentally new postulates (Baker and Sinkula, 2002). Ability to learn is one of the most critical competencies that supports the processes of using patterns of thinking and stereotyping that are important barriers to innovation.

Best regards,

Yanica Dimitrova

Colleagues:

As I review the thoughtful responses to this query, I am impressed with the comments that have previously been made. As a practitioner for many years, I focused on creating a Learning Organization Culture (LOC) to promote Organizational Learning (OL) and found that the results enable organizations to improve service quality, reduce costs, and improve employee morale.

Relationships in organizations are enhanced when leaders model the values which they attempt to incorporate within an organization culture. As my thinking evolved, I began to understand that creating high trust cultures and high performance work systems enabled organizations to be more effective. Thus a LOC was much more than an organizational culture that focused on just OL. It honored ethical stewardship obligations -- treating employees like owners and partners, or like "Yous" rather than "Its."

For the originator of this question, perhaps this response may cause you to rethink the assumptions of your theoretical model. Attached is my c.v. I would be glad to share with you my research related to your scholarly interests. Also attached is a paper about High Performance Work Systems.

Success to you!

Cam Caldwell

Thank you so much my colleagues for beneficial responses.

Note:

Balakrishnan Muniapan thank you for your value answer, but I think you misunderstood the second part of my Question.. it was Learning Organizational Culture (LOC), not Organization Culture (OL) ! hopefully you got the note.. thanks again