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• W2553548251 abstract "This chapter discusses organizational learning as a strategic approach for organizational change. In the face of turbulent and uncertain environments, continuous involvement in organizational change is necessary. However, most organizations encounter resistance to change, thus fail to accomplish organizational change despite change efforts. Previous literature explains that resistance to change results from cognitive and psychological processes, social and power relationships, and organizational structural inertia. Given the findings from the previous research, organizational learning theories can provide strategic interventions to effectively deal with resistance and to achieve organizational change goals. The learning organization embrace learning activities – unlearning, experimentation, exploration, double-loop learning, and action learning - to develop the adaptability to environmental changes. This chapter suggests that HR/HRD should play a role in building the learning organization and facilitating organizational learning for change as a change agent." @default.
• W2553548251 created "2016-11-30" @default.
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• W2553548251 date "2017-01-01" @default.
• W2553548251 modified "2023-09-28" @default.
• W2553548251 title "Organizational Learning and Change" @default.
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• W2553548251 doi "https://doi.org/10.4018/978-1-5225-0948-6.ch015" @default.
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