Disciplines of organizational learning: Contributions and critiques
Disciplines of organizational learning: Contributions and critiques
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DOI：
10.1177/001872679705000903
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发表时间：
1997-09-01
期刊：
影响因子：
5.7
通讯作者：
EasterbySmith, M
中科院分区：
文献类型：
--
作者：
EasterbySmith, M
该论文反对创建一个理解组织学习的单一框架的尝试。从心理学、OD等六个学科角度回顾相关文献；管理科学；社会学和组织理论；战略;生产管理；和文化人类学。有人认为，每个学科都提供了不同的贡献和问题概念。此外，还指出了组织学习和学习型组织的新理念之间的基本区别。前者是基于学科和分析的，而后者是多学科的，强调行动和创建“理想类型”的组织。由于目的和观点的多样性，建议最好将组织学习视为一个包含互补贡献和研究议程的多学科领域。
The paper argues against attempts to create a single framework for understanding organizational learning. Relevant literature is reviewed from six disciplinary perspectives: psychology and OD; management science; sociology and organizational theory; strategy; production management; and cultural anthropology. It is argued that each discipline provides distinct contributions and conceptions of problems. Furthermore, a basic distinction between organizational learning and the new idea of the learning organization is noted. Whereas the former is discipline based and analytic, the latter is multidisciplinary and emphasizes action and the creation of an ''ideal-type'' of organization. Due to the diversity of purpose and perspective, it is suggested that it is better to consider organizational learning as a multidisciplinary field containing complementary contributions and research agendas.