This title was first published in 2000. In contemporary management
literature, the idea that managers and organizations should learn
and provide widespread capabilities for learning to learn is
gaining popularity. Some see reflexive thinking and learning as
being the proper response to the transformation of industrial
society. However, this study is not concerned too much with the
reasons for learning, but is more about how actors and groups of
actors actually learn and the resources at their disposal for
learning. The study aims to show that differences in social context
do matter, and analyzes the organizational learning process in the
political and social transformation of East Germany.
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