Тимско учење у функцији развоја бирократизоване организације као организације која учи
Team Learning For The Purpose Of Developing A Bureaucratic Organization As A Learning Organization

Summary/Abstract: Knowledge is now the key resource of business and a fundamental factor for obtaining a competitive advantage in the market. Accordingly, contemporary organizations have a need to develop organizational potential in order to create a favorable climate for: continuous learning; acquisition and transfer of knowledge and skills; the flow of new information; development of creativity; and fostering of teams and teamwork. The organization of the future must accept the concept of organizational learning and its derivative model of a learning organization. The creators of this model (Senge, Garvin) thought that the organization is a model specific in itself and that it should be “narrowly” structured. This paper begins with the theoretical standpoint that other organizations also learn, regardless of their traditional structural model, as this is a primary factor for the development and survival of any organization. The objective is to assess whether organizations with a traditional organizational model also learn, what the features of the learning process are, if there is team learning, and how the work environment influences these processes. To test this via the case study method, I designed a questionnaire to assess the views of members of nine teams (N=79) and interviewed nine managers from a highly bureaucratized domestic organization. The results show that organizations do learn regardless of their traditional model and that the learning organization model need not be a singular one, but that its features can be implemented into the existing organizational structure model, which tends to develop into a learning organization

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