3. LearnSafe - Modell des organisationalen Lernens
Das LearnSafe-Modell integriert die vorgängig dargestellten
Theorien und Ansätze, zu einem Erklärungsansatz der sowohl strukturelle
als auch prozessuale Aspekte des organisationalen Lernens umfasst.
Folgende Erkenntnisse sind hierbei grundlegend:
Organizational learning is the development of a common shared ’in
principle available 
knowledge’
base, that builds on past knowledge and experience. The members of an organization
act as substrates of learning processes (Pautzke, 1989).
Organizational learning occurs when individuals within an organization experience
a
problematic
situation and inquire into it on the organization’s behalf (Argyris
& Schön, 1996).
But organizational learning is also the process whereby organizations understand
and manage
their experiences, to be understood as knowledge management. This
view of organizational
learning builds upon the information processing perspective
(Simon, 1930s-1940s).
Organizations are described as information processing
systems, acquiring,
interpreting, distributing, and storing information within the
organization.
This process of information processing and decision making is also known
as ’learning systems‘.
’Learning systems‘ are mechanism, that maintain and institutionalise
learning by
organizations (Shrivastava, 1983). Shrivastava argued that an
organization
has experienced primal learning if an organizational member shares
newly acquired
knowledge, beliefs and assumptions with others.
Das im Rahmen des EU-Forschungsprojektes LearnSafe entwickelte Modell des organisationalen Lernens gliedert sich in strukturelle und dynamische Merkmale, die im Folgenden erläutert werden (Wilpert et al., 2003).