ABSTRACT
This chapter explores how the organization itself can seek to understand and facilitate the direction of this effort towards the dissemination of learning and ultimately organizational success. It talks about the systems, practices, routines and relationships that promote the combination and exchange of knowledge necessary for success. Although the construct of organizational learning has developed from a number of research perspectives, at its simplest it is seen as a change in an organization's knowledge that occurs as a result of its experience. Organizational routines are essentially patterns of activities the repetitive, interdependent actions in which an organization engages to carry out its function. Characteristics of social networks also affect the degree of knowledge transfer. Transactive memory is a concept developed by Wegner to describe a shared system that people in close relationships develop for encoding, storing and retrieving information in different domains. E-learning is becoming increasingly sophisticated, with more options than ever before.
