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Literature (CULTURE (Connection to Performance/ Innovation ("one…

- - - - As a response to the varied research and practices around creating learning cultures, Marsick & Watkins (2003) developed a measure to asses the organizational culture for its conduciveness to learning. The Dimensions of the Learning Organization Questionnaire (DLOQ) looks at "important shifts in an organization’s climate, culture, systems, and structures that influence whether individuals learn," arguing that "it is not enough to hold individuals accountable for learning continuously without also building the organization’s capacity to support,encourage, and make use of that learning (Marsick & Watkins, 2003).
        
        -Create continuous learning opportunities
        -promote inquiry and dialogue
        -create systems to capture and share learning
        -empower people toward collective vision
        -provide strategic leadership for learning
      - Cook & Yanow (1993)
      - Organizations are starting to latch on to this buzzy term. Last year, the Associate for Talent Development (2016) issued a report on best practices for creating a culture of learning, and offered this conclusion: "In high-performance organizations, employees share knowledge with their colleagues at a rate
        four times greater than that of workers in lower-performing firms. That communication is supported by
        rewarding workers for learning, providing tools and resources for creating and sharing learning content, and
        making knowledge sharing a performance expectation at all organizational levels."
- - - - "learning at work" or the fact that an exchange of knowledge has occurred between individuals in the workplace (Abrahami, 2017).
      - The "old learning" perspective acknowledges an "organizational brain" that stores collective knowledge that is not contained within one individual or team. Instead, this knowledge is universally owned among all agents of the organizaition.
      - The "learning structure" perspective points to the importance of structuring all elements of the organization to be conducive to indivual- and team-level leanring, "such as task group design, physical work spaces, and chains of command" recalling Kanter's (1983) similar assertation regarding organizational strcutures and innovation (Abrahami, 2017). :
      - The fourth perspective is the "learning climate," in which an organizational environment is created with the goal of "mak[ing] learning easy and natural” (Ortenblaad, 2004).
- - - - Domain-Relevant Skills
        
        Damapour (1991) found significant support for technical knowledge resources as a determinant of organizational innovation
      - Intrinsic Task Motivation
      - Social Environment
      - Creativity-Relevant Processes
    - - integrated organizational approach; the right climate for creativity; appropriate incentives for innovators; a structured means of search and a systematic way to convert an opportunity into an innovation.