ABSTRACT
To explain the difficulties in measuring outcomes based on causal relationships, the assumed relationship between the most common elements of organizational learning. This chapter provides a brief overview of the chain of logic and then discuss both the logic and the elements in greater depth. It begins with the second box, which indicates that a needed outcome is that organizational members, both individually and collectively, have gained ‘knowledge’. In order for organizational members to learn, both individually and collectively, the organization has to put into place factors that facilitate learning. The causal relationship between knowledge and action implies that new knowledge of individuals and groups leads to new organizational action — that, in effect, organizational members act on what they have learned. The causal relationship between the boxes for action and outcome implies that the action that groups or individuals take is responsible for changes in organizational performance.
