Editing Organizational learning (section)

=== Context and learning ===
An organization's experience affects its learning, so it is important to also study the context of the [[organizational climate]], which affects an organization's experience. This context refers to an organization's characteristics, specifically its "structure, culture, technology, identity, memory, goals, incentives, and strategy."<ref name="Argote Spektor4" /> It also includes its environment, which consists of its competitors, clients, and regulators.<ref name="Argote Spektor4" /> While this context establishes how knowledge is acquired by the organization, this knowledge modifies context as the organization adapts to it.<ref name="Argote Spektor4" /> The leader-initiated cultural context of learning has inspired key research into whether the organization has a learning or performance orientation,<ref>{{cite journal | last1 = Bunderson | first1 = J. S. | last2 = Sutcliffe | first2 = K.M. | year = 2003 | title = Management team learning orientation and business unit performance | journal = J. Appl. Psychol. | volume = 88 | issue = 3| pages = 552–560 | doi=10.1037/0021-9010.88.3.552| pmid = 12814303 }}</ref> an environment of [[psychological safety]],<ref name="Edmondson, Amy 19993">{{Cite Q | Q111679724
| author           = Edmondson, Amy        <!-- for "Last, First" format -->
| publication-date = 1999                  <!-- to match other cite(s) -->
}}
</ref>
the group's superordinate identity,<ref>{{cite journal | last1 = Kane | first1 = A. A. | last2 = Argote | first2 = L. | last3 = Levine | first3 = J.M. | year = 2005 | title = Knowledge transfer between groups via personal rotation: Effects of social identity and knowledge quality | journal = Organ. Behavior Human Decision Processes | volume = 96 | pages = 56–71 | doi=10.1016/j.obhdp.2004.09.002}}</ref> and [[group dynamics]].<ref>{{cite journal | last1 = Contu | first1 = A. | last2 = Willmott | first2 = H. | year = 2003 | title = Re-embedding situatedness: The importance of power relationships in learning theory. | journal = Organ Sci | volume = 14 | issue = 3| pages = 283–296 | doi=10.1287/orsc.14.3.283.15167}}</ref> Research into these concepts like Edmondson's study (1999) shows that an organization operating under a context promoting curiosity, information sharing, and psychological safety encourages organizational learning.<ref name="Edmondson, Amy 19993" />
"Group learning dynamics" is the subject of how groups share, generate, evaluate, and combine knowledge as they work together.<ref name="Argote Book5" />