Read the Case Study: Crossan, M. M., Lane, H. W., & White,…

Read the Case Study:  Crossan, M. M., Lane, H. W., & White, R. E. (1999). AN ORGANIZATIONAL LEARNING FRAMEWORK: FROM INTUITION TO INSTITUTION. Academy Of Management Review, 24(3), 522-537. doi:10.5465/AMR.1999.2202135 Answer this question: How does organizational learning affect the strategic decision making of an organization?


Organizational learning plays a vital role in shaping the strategic decision-making process within an organization. It encompasses the process of acquiring, retaining, and utilizing knowledge and information to support organizational goals and objectives.

There are several ways in which organizational learning affects strategic decision-making. First, it enhances the understanding and interpretation of external environments. Through continuous learning, organizations become better equipped to identify market trends, competitive forces, and potential opportunities or threats. This improved understanding of the external environment provides valuable insights for making informed strategic decisions.

Second, organizational learning promotes the development of strategic capabilities. As organizations accumulate knowledge and experience, they develop core competencies and capabilities that enable them to respond effectively to dynamic environments. These strategic capabilities give organizations a competitive advantage by allowing them to adapt, innovate, and make decisions that align with their long-term goals.

Next, organizational learning encourages experimentation and innovation. By embracing a learning mindset, organizations are more likely to experiment with new ideas, technologies, or processes. This experimentation fosters innovation and allows organizations to adapt and thrive in a rapidly changing business landscape. Furthermore, learning from failures and successes provides valuable insights that can be incorporated into strategic decision-making processes.

Organizational learning also facilitates knowledge sharing and collaboration within the organization. By creating a culture that values and promotes learning, organizations encourage employees to share their knowledge, expertise, and ideas. This knowledge sharing enhances decision-making by enabling a more comprehensive and diverse range of perspectives. Additionally, collaboration and collective learning inspire creativity and generate new solutions to complex strategic challenges.

Furthermore, organizational learning enhances the effectiveness of strategic decision-making by reducing uncertainty and improving decision quality. Through continuous learning, organizations gather and analyze relevant data and information, reducing the level of uncertainty associated with strategic decisions. This informed decision-making process increases the likelihood of making well-informed choices that align with the organization’s strategic objectives.

Lastly, organizational learning supports the implementation and execution of strategic decisions. Through learning, organizations can adapt their structures, processes, and systems to support the implementation of strategic decisions. By learning from past experiences, organizations can identify potential implementation challenges and develop strategies to mitigate them, increasing the likelihood of successful execution.

In conclusion, organizational learning significantly influences the strategic decision-making process of an organization. It enhances the understanding of external environments, develops strategic capabilities, encourages experimentation and innovation, promotes knowledge sharing and collaboration, reduces uncertainty, and improves decision quality. By fostering a culture of continuous learning, organizations can make more informed, adaptive, and effective strategic decisions to achieve long-term success.

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