Two fundamental contrasts among major organizational paradigms are used to construct a typology of organizational learning: these are voluntarism vs. determinism, and methodical vs. emergent behavior. Six kinds of learning are identified: the methodical modes, in descending order of voluntarism, include analytic, experimental and structural learning. The emergent modes, again in descending order of voluntarism, include synthetic, interactive and institutional learning. Hypotheses are generated about the appropriate contexts, typical outcomes and common relationships among these kinds of learning.
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