Organization learning is an active process based on interpretive models of change where members interact and learn from their actions.
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Q4: Self designing organizations are well suited for
Q5: Self-designing organizations focus on
A) strategy
B) structure
C) technology
D)
Q6: Built-to-change interventions are best suited for organizations
Q7: Organization learning is similar to individual learning.
Q8: Codification and personalization are techniques used on
Q10: The most prevalent form of learning in
Q11: The learning organization is not characterized by
Q12: Which intervention combines OD's traditional human process
Q13: How can an OD practitioner help an
Q14: Built-to-change interventions are characterized by selecting and
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