Disciplines of Organizational Learning: Contributions and Critiques

Abstract

The paper argues against attempts to create a single framework for understanding organizational learning. Relevant literature is reviewed from six disciplinary perspectives: psychology and OD; management science; sociology and organizational theory; strategy; production management; and cultural anthropology. It is argued that each discipline provides distinct contributions and conceptions of problems. Furthermore, a basic distinction between organizational learning and the new idea of the learning organization is noted. Whereas the former is discipline based and analytic, the latter is multidisciplinary and emphasizes action and the creation of an "ideal-type" of organization. Due to the diversity of purpose and perspective, it is suggested that it is better to consider organizational learning as a multidisciplinary field containing complementary contributions and research agendas.