Explains socially constructed cognition in terms of learning organization concepts (personal mastery, mental models, shared vision, team learning, systems thinking). Describes the enterprise culture, learning universities, and workplace learning. Examines the role of consultants in promoting organizational learning. (SK)

A learning organization is viable when the learning climate successfully changes managers' mindsets. A case study of a financial services enterprise illustrates ways to keep mind sets from hardening and shows how changing learning activities and tools can change habits of thinking and learning. (Contains 30 references.) (SK)

Interviews with 16 mentors and 18 proteges in 2 organizations that matched pairs in different ways identified how organizations benefit from mentoring and how the process develops knowledge, skills, and insights. Matching in terms of values, style, interests, preferences, and other characteristics depends on the developmental goals of the…

The Margin in Life (MIL) Scale and Readiness for Change Scale were completed by 131 manufacturing workers. Overall, MIL predicted readiness for change. Readiness was predicted by employees' personal power, managerial position, and newness to the company. (SK)

Proposes combining organizational learning (in learning organizations) and total quality to form a holistic framework of integrated methods, tools, and techniques. (SK)

Describes how the emotional climate in organizations arises and evolves and how it affects organizational dynamics, idea generation, creativity, adaptability, and facilitation or inhibition of learning. (SK)

A study of 157 small financial firms found a significant relationship between strategic management training for senior managers and the firm's level of commitment to planning, resulting in a return on investment for stockholders. (SK)

Principles of self-management embodied in learning organizations are not accurately reflected in practices used to build learning organizations. There is an inherent contradiction in learning organization initiatives: the attempt to link individual development with organizational strategy tends to restrict the possibility of creating a learning…

Information technologies are important tools for individual, team, and organizational learning. Developments in virtual reality and the Internet, performance support systems that increase the efficiency of individuals and groups, and other innovations have the potential to enhance the relationship between work and learning. (SK)

Presents results of a case study that illustrates problems of employee surveys as part of the organization development process and makes recommendations to practitioners for effectively managing a sound approach to performance improvement. Provides a look at an inexperienced consultant and the distractions that resulted in a failed organization…

Applies to adult education decision making Bolman and Deal's four frames for understanding organizations: structural, human resource, political, and symbolic. Suggests that a different frame for adult programs and services is needed to align with the frames of potential participants. (SK)

Reviews literature on knowledge management and organizational learning; highlights the significance of networks, alliances, and interorganizational relationships. Refines a model of organizational learning to account for different levels: individual, interdepartmental, team, organizational, and interorganizational learning. (Contains 62…

The authors describe a recent strategic planning process at Kent State University which sought broad participation at every step. The strategic relationships developed as a result of this process resulted in a unified vision of the institution. This translates into a better educational product for Kent State, which enhances student recruitment and…

Presents a vision for the future of evaluation in which it will play an expanded and more productive role within organizations. This future will emphasize a learning approach to evaluation that is contextually sensitive, ongoing, and supportive of dialogue, reflection, and decision making at all administrative levels. Traces the development of…

Burt Huber and his team from Ariel Performance Centered Systems won a performance support design award at last year's Online Learning Conference for their system at Payless shoes. Huber discusses some details of his organization's designs; how he approaches a client; how he assesses organizational readiness for performance support; role of…