Learning orientation is another org

Learning orientation is another organizational factor that
influences a firm’s propensity to create and use knowledge.
Learning orientation comprises three components: commit-
ment to learning, open-mindedness, and shared vision
(Sinkula, Baker, and Noordewier 1997). Commitment to
learning reflects the fundamental value that an organization
holds toward learning, which influences whether an organi-
zation is likely to promote a learning culture. Organizations
that are committed to learning value the need to understand
the cause and effects of their actions. Open-mindedness is
linked to the notion of “unlearning,” which refers to the
process through which organizations eliminate knowledge.
Open-mindedness advocates that firms reassess their long-
held routines, assumptions, and beliefs. It is “an organiza-
tional value that may be necessary for unlearning efforts to
transpire” (Sinkula, Baker, and Noordewier 1997, p. 309).
Shared vision “provides a focus for learning that fosters
energy, commitment, and purpose among organizational
members” (p. 309). Whereas commitment to learning and
open-mindedness influence the intensity of learning, shared
vision influences the direction of learning. Learning-oriented
firms create and encourage a learning environment. This
gives rise to the ability to adopt and implement new ideas,
processes, and products, that is, to produce a capacity for
innovation (Hurley and Hult 1998). Such firms continuously
promote the organizational learning process, that is, informa-
tion acquisition, information dissemination, and shared
interpretation (Sinkula 1994). These firms continuously cre-

Kết quả (Việt) 1:

Learning orientation is another organizational factor thatinfluences a firm’s propensity to create and use knowledge.Learning orientation comprises three components: commit-ment to learning, open-mindedness, and shared vision(Sinkula, Baker, and Noordewier 1997). Commitment tolearning reflects the fundamental value that an organizationholds toward learning, which influences whether an organi-zation is likely to promote a learning culture. Organizationsthat are committed to learning value the need to understandthe cause and effects of their actions. Open-mindedness islinked to the notion of “unlearning,” which refers to theprocess through which organizations eliminate knowledge.Open-mindedness advocates that firms reassess their long-held routines, assumptions, and beliefs. It is “an organiza-tional value that may be necessary for unlearning efforts totranspire” (Sinkula, Baker, and Noordewier 1997, p. 309).Shared vision “provides a focus for learning that fostersenergy, commitment, and purpose among organizationalmembers” (p. 309). Whereas commitment to learning andopen-mindedness influence the intensity of learning, sharedvision influences the direction of learning. Learning-orientedfirms create and encourage a learning environment. Thisgives rise to the ability to adopt and implement new ideas,processes, and products, that is, to produce a capacity forinnovation (Hurley and Hult 1998). Such firms continuouslythúc đẩy quá trình tổ chức học tập, có nghĩa là, informa-mua lại tion, phổ biến thông tin, và chia sẻgiải thích (Sinkula năm 1994). Các công ty liên tục cre-