Identifying Organizational Learning Issues
Organizational learning involves changes in the organization’s knowledge by adding, transforming, or reducing organizational knowledge. Organizational learning theories are aimed at understanding the processes that prevent or lead to changes in knowledge in organizations, and the effects of knowledge or learning in the behavior of organizations. Ismail, Yousif, and Fraidoon (2007) define knowledge as a set of values, experiences, expert insights, and contextual information that help in evaluating and incorporating new information and experiences. They also argue that one of the most recognized ways of managing knowledge is knowledge transfer.
Assumptions of the Organization X
The current issue with the organization is the transition of knowledge sharing from individual learning to organizational learning. However, the organization is facing challenges of mistrust, miscommunications, lack of an information system, a poor reward structure, as well as an unstructured organizational structure. In addition, the organization is also bureaucratic. The organization has been conceptualized as one evolving around professional development programs, coordinated group efforts, commitment to continuous improvement, an open culture, and information flowing in horizontal networks.
Organizational Culture and Knowledge Sharing
Knowledge sharing is critical for the success of organizations as it can lead to the faster deployment of knowledge to the sections of the organization that can benefit from it abundantly. Schechter and Feldman (2010) define the term organizational culture as a shared basic assumption that is learnt by the organization as it copes with the environment and solves problems, such as internal integration and external adaptation taught to new members as the appropriate ways of solving various challenges. Every organization has a unique culture that over

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