Trends in Organizational Learning concept LO29494

From: Don Dwiggins (
Date: 11/12/02

Replying to LO29388 --

Dear Vana,

Responding to a paragraph in LO29388:

> What I've been searching is an organization that has systematically gone
> beyond documenting procedures and explicit knowledge to trying to fully
> capture and understand the stories, the myths, the legends that underlie
> the organization's values and culture. What information is transferred and
> how? What are the connections between WHAT an organization chooses to
> retain in its organizational memory and the type of LO it can become?
> Organizations, like people, have unique filters (mental models, frames,
> call them what you want) they use to select stimuli for processing. The
> information is further altered by the organization's history, perceptions,
> biases, values. What emerges on the tail end as it becomes part of
> organizational memory is socially constructed "reality" from that
> organization's point of view. This is what interests me, not
> documentation.

You might try looking beyond business organizations to more "social"
organizations (that may or may not be LOs). A few possibilities that come
to my mind (essentially organizations that were required to learn due to
new or drastically changed situations):

 - The early United States, after winning independence from England.
 - The Republic of South Africa post-Apartheid.
 - The early days of the labor union movement in the US and elsewhere.
 - Ditto the civil rights movement (you'd probably want to focus a
particular organization such as NAACP).

Hope this gives you some ideas,

Best wishes,


Don Dwiggins "Solvitur Ambulando"

Learning-org -- Hosted by Rick Karash <> Public Dialog on Learning Organizations -- <>

"Learning-org" and the format of our message identifiers (LO1234, etc.) are trademarks of Richard Karash.