Organizational learning and learning organizations are becoming increasingly important topics for the Global CEO. When one speaks of organizations, it must be noted at the beginning that organizations are comprised of people. Learning and thinking are two inherently human characteristics that play a paramount role within the organization. Before organizational learning can be competently discussed these seemingly simple constructs must be thoroughly examined and operationally defined. This article investigates the construct of organizational learning and offers some suggestions for implementation based upon constructivism method and human interaction.

Before any conversation related to organization begins, one must think about the organization as an organic and living entity based upon the citizens of the organization. Organizations are very often spoken of in the absence of the people who actually make up the organization - the people are the citizens of the organization. When organizational leaders and managers speak of organizations as being apart from the people who comprise the organization, they are missing a huge facet of the wealth and value of any organization - the people. When organizational leaders and managers use terms such as organizational learning; and knowledge management, they must consider these are human traits - organizations do not learn, people learn. Renowned author Stacey Ralph (2001) suggests, knowledge arises in complex responsive processes of relating between human bodies, that knowledge itself is continuously reproduced and potentially transformed. Knowledge is not a `thing', or a system, but an ephemeral, active process of relating. If one takes this view then no one, let alone a corporation can own knowledge. Knowledge itself cannot be stored, nor can intellectual capital be measured, and certainly neither of them can be managed. From this perspective, the mind is not a system and neither are the relationships between human persons.

If one subscribes to the possibility that organizational learning is premised upon a complex process of humans relating to one-another, then learning takes on a profound role within the organization. In essence, people learn and organizations are made of people. With this paramount consideration in mind, some methods of organizational learning are examined.

Organizational Learning, Organizational Leadership, Social and organizational reformers, Servant leadership, Design leadership, Transformational leadership, Constructivism, Organizational learning failures, Organizational Cultures, Multinational corporations, Industrial economics, Business management.