Abstract:
Learning at organizational dimension can be defined as "looking for competitiveness,
productivity and innovation in uncertain technology and market conditions". But we can make
plans in an ambiguous environment with knowledge, and we can make the change in today's
changing conditions. Organizations need new and flexible structures in the environment where
this change is a constant condition. One of the most important of such organizations is the
"learning organization". The learning organization is an organization that is active in the fields of
information production, discovery and communication and transforms institutional behaviors
within the framework of new knowledge and foresight (Dodgson, 1993: 375-375, Senge, 1996:
23, Simsek, Celik and Akgemci, 2016: 125). Theoretical dimension, the concept of learning and
scope with the concept of organizational learning and basic dimensions. The other part has been
research. In this study, participants were chosen via convenience sampling method among
managers working in Small and Medium Industrial Enterprises (SMEs) and large scale firms
operating in various sectors within the boundaries of Konya city. The perceptions of the
managers regarding organizational learning were examined. 59 managers have participated in the
study. The questionnaire consists of questions regarding demographical information about the
participants and "Organizational Learning Scale". Organizational learning scale involves 17
items and it is a Likert-5 type scale. It consists of 4 dimensions. The data were analyzed via
Mann Whitney U and Kruskal Wallis tests. p<0.05 value was used for statistical meaningfulness
measure. As a result of the analysis, no meaningful difference was found in perceptions of
managers of SMEs and large scale firms regarding organizational learning. |
International Journal of Arts and Humanities