Proloog: kooli, kui kroonu maja

Õppiv organisatsioon võib tunduda nagu üks habemega lugu, mis sellest ikka enam rääkida? Ja tõesti, jutud õppivast organisatsioonist liikusid Eesti avalikus sektoris hoogsamalt 2000.-detail. Praeguseks on minuni jõudev retoorika õppivast organisatsioonist praktiliselt hääbunud ning praktikad on hästi varjatud. Seetõttu siinviidatu oma koha leidiski. Lisaks on valim muljetavaldav ja empiiriline analüüs väga elegantselt avatud.

Kontekstiks:

Since the early 1990s, there has been a growing interest in the concept of the learning organization and learning organization culture (Marquardt, 2002; Watkins and Dirani, 2013). Research studies showed that organizations with strong learning cultures, where individuals are encouraged to expand their knowledge, skills and opportunities to innovate, tend to outperform their competitors

Õppiv organisatsioon:

“[an organization] that learns continuously and transforms itself.” Leaders of learning organizations create a learning culture through investing in learning, creating systems for learning, talking about learning and measuring and monitoring learning

Autorite ambitsioon:

this research explores the connection of the learning organization to the learning culture at the network level. In particular, we explore how the dimensions of the learning organization questionnaire (DLOQ) fit as a framework for measuring the learning culture among networks.

Võrgustiku tähendus siinses uurimustöös:

We define a network as a number of entities (e.g. individuals, societies, companies, agencies, institutions, etc.) that are structured and actively working toward a shared vision/ mission. […] These networks are characterized by fluid and porous boundaries and by organizational learning taking place within communities of practice.

Seitse tunnust, mis kirjeldavad organisatsiooni liikumist õppiva organisatsiooni suunas:

Mõned järeldused:

Second, leaders need to shift more to a collective approach to solving complex interorganizational problems. Thus, shared leadership could be the answer to interorganizational learning and to networks’ collaborative success. […] Our findings suggested that organizational structures, organization incentives for collaboration, technological infrastructure and readiness, governing policies within and among networks, even available physical spaces were critical for learning culture at the network level.

Dirani, K., Baldauf, J., Medina-Cetina, Z., Wowk, K., Herzka, S., Bolio, R. B., … & Ubando, L. A. M. (2021). Learning organization as a framework for networks’ learning and collaboration. The Learning Organization.