Explain how types of learning, knowledge management, communities of practice, tacit/explicit knowledge, and formal/informal learning contribute to organizational learning and development.

Module 2 Organizational Learning, and Learning and Motivation Theories

Learning in organizations is one of the most fundamental processes for growth and effectiveness – both for employees and for the organization.
This module offers insight into the organizational learning process and describes the nuances around how people learn and what motivates them to do so. In particular, you will explore the differences between learning organizations and organizational learning, gain an understanding of how organizations learn, and review various learning and motivation theories and their impact on training and development.
Content
Learning Outcomes
By the end of this module, you should be able to:
differentiate between learning organizations and organizational learning,
list Senge’s five disciplines of a learning organization,
explain how to create a learning culture within an organization,
Explain how types of learning, knowledge management, communities of practice, tacit/explicit knowledge, and formal/informal learning contribute to organizational learning and development,
recognize Gagne’s five categories of learning outcomes,
identify Kolb’s four learning styles, and
analyze various learning and motivation theories and their impact on training and development.
Learning Organizations vs. Organizational Learning
The literature on training and development tells us that learning in organizations is one of the most effective ways to gain an edge on the competition. This concept is explored through two areas: learning organizations and organizational learning.
At first glance, learning organizations and organizational learning appear to describe the same thing, but in fact, they are two different concepts that are closely related.