RETHINKING ORGANIZATION DEVELOPMENT FOR THE LEARNING ORGANIZATION
RETHINKING ORGANIZATION DEVELOPMENT FOR THE LEARNING ORGANIZATION
复制标题
重新思考学习型组织的组织发展
DOI：
10.1108/eb028825
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发表时间：
1995
影响因子：
2.8
通讯作者：
R. Golembiewski
中科院分区：
文献类型：
--
作者：
Karen E. Watkins;R. Golembiewski
本文提出了学习型组织的概念。从这个模型出发，我们讨论了组织发展现在可以用来创建学习型组织的方法，以及组织发展理论和实践可以改变来创建学习型组织的方法。我们考虑了OD对学习型组织的三种贡献方式：相互作用的支持系统、指导价值和结构替代感。我们着眼于学习型组织对OD的贡献，包括对话概念的改变、专注于学习的系统诊断、专注于长期授权的干预以及宏观系统层面的衡量。
This article offers a conception of the learning organization. From this model, we discuss ways in which organizational development can now be used to create learning organizations and ways in which organizational development theory and practice might change to create learning organizations. We consider three ways OD may contribute to the learning organization: supportive systems of interaction, guiding values, and a sense of structural alternatives. We look at contributions learning organizations make to OD, in terms of changing conceptions of dialogue, system diagnosis focused on learning, intervention focused on long term empowerment, and measurement at the macro system level.