Learning

Organizational learning is the process of creating, retaining, and transferring knowledge within an organization. The transfer of knowledge and learning processes among employees and teams must be institutionalized, coordinated and aligned with the company's goals.

Organisational Level

People in our organization value open discussions about things that have gone wrong in day-to-day work.

At my company it is acceptable to question others about why things are done a certain way.

The firm has instruments (manuals, databases, files, organizational routines, etc.) that allow what has been learnt in past situations to remain valid, although the employees are no longer the same.

The successful people at my company go to training.

The firm has instruments (manuals, databases, files, organizational routines, etc.) that allow what has been learnt in past situations to remain valid, although the employees are no longer the same.

Team Level

We regularly take time to figure out ways to improve our team's work processes.

Team members go out and get all the information they possibly can from others-such as customers, or other parts of the organization.

This team frequently seeks new information that leads us to make important changes.

In this team, someone always makes sure that we stop to reflect on the team's work process.

People in this team often speak up to test assumptions about issues under discussion.

Individual Level

I have spent time in the past month updating my knowledge and skills (e.g., I read professional journals, attend conferences or am taking a professional training course).

I lack access to useful training on the job.

I have skills I need to do my job effectively.

I always ask myself “How can I do better tomorrow what I did today?”

I view everything, even mistakes, as opportunities for learning and growth.

Submit

To ensure proper attribution of the questions used in our assessment, please note the following sources:

Question 1: Putz, D./ Schilling, J./ Kluge, A./ Stangenberg, C. . (2013). Measuring organizational learning from errors: Development and validation of an integrated model and questionnaire. Management Learning, 44(5), 511–536.

Question 2, 4: Tannenbaum, S. I. (1997). Enhancing continuous learning: Diagnostic findings from multiple companies. , 36(4), 437–452.

Question 3: Templeton, G. F./ Lewis, B. R./ Snyder, C. A. (2002). Development of a measure for the organizational learning construct. Journal of management information systems, 19(2), 175-218.

Question 5: Jerez-Gómez, P./ Céspedes-Lorente, J./ Valle-Cabrera, R. (2005). Organizational learning capability: a proposal of measurement. , 58(6), 0–725.

Question 6-10: Edmondson, A. (1999). Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, 44(2), 350–383.

Question 11-15: Oudejans, S. C. C./ Schippers, G. M./ Schramade, M. H./ Koeter, M. W. J./ van den Brink, W. . (2011). Measuring the learning capacity of organisations: development and factor analysis of the Questionnaire for Learning Organizations. BMJ Quality & Safety, 20(4), 307–313.