Examples may include ways to increase production efficiency or to develop beneficial investor relations.
Knowledge is created at four different units: individual, group, organizational, and inter organizational.
As an aspect of an organization, organizational learning is the process of creating, retaining, and transferring knowledge.
Knowledge creation, knowledge retention, and knowledge transfer can be seen as adaptive processes that are functions of experience.
Organizational learning "involves the process through which organizational communities (e.g.
groups, departments, divisions) change as a result of experience." An example of organizational learning is a hospital surgical team learning to use new technology that will increase efficiency.A real-world example of organizational learning is how a new pizza store will reduce the cost per pizza as the cumulative production of pizzas increases.As the staff creates more pizza; they begin to make pizzas faster, the staff learns how to work together, and the equipment is placed in the most efficient location leading to cheaper costs of creation.Knowledge originates within and is applied by units of an organization to evaluate and utilize experience and information effectively.Knowledge can become embedded within repositories, routines, processes, practices, tools, and norms, depending on the relationship between information, experience, and knowledge.Organizational learning happens as a function of experience within an organization and allows the organization to stay competitive in an ever-changing environment.Organizational learning is a process improvement that can increase efficiency, accuracy, and profits.From this experience, it is able to create knowledge.This knowledge is broad, covering any topic that could better an organization.An example of a more formal way to track and support organizational learning is a learning agenda.Organizational learning is an aspect of organizations and a subfield of organizational studies.