Marc Wullings and his colleague set an ambitious question
>How can organizational design be adjusted to facilitate organizational
learning?
Two, hopefully practical, suggestions
1. Encourage 'peripheral isolates' - Learning occurs faster in small
populations isolated from prevailing norms.
2. Set a wider environment that encourages sharing. Best example I know is
a bank that pays VP bonuses not on the basis of communal success but on the
basis of others success. If I have a stake in your performance - and vice
versa - we are likely to encourage learning from each other by our
subordinates.
[Fuller theory on this can be developed from Axelrod's investigations into
the evoluion of co-operation.]
Marc - or anyone else. I can supply references to the theory and examples
[not published - no time] if you want to mail me direct.
-- If Price The Harrow Partnership Pewley Fort Guildford UK 101701.3454@compuserve.comLearning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>