ABSTRACT
This chapter focuses on learning in organizations. It discusses learning is seen through the lens of knowledge theory, relating these processes to the conceptualization of knowledge and knowledge management in the late 1990s. Individual learning capabilities is necessary, but not sufficient, prerequisite for an organization to learn. It is required because organizational tasks are unavoidably carried out by the individuals in the organization. Organizational learning requires that members actually participate in the learning process, and it cannot be delegated to a few on behalf of the community. Members in organizations develop collective theories of action, shared norms, values and action theories that promote particular collective work forms. Chris Argyris and Donald Schön had their primary experience from communication and learning in and between different levels of management, while AR is explicitly directed at groups that ordinarily do not have a strong voice or are able to control their own working conditions.
