Organizational learning is connected to individual learning, but not limited by individual leraning.

I have to emphasize that individual learmning within an organization is not the same thing as organizational learning. This distinction is importtant because it point to what companies as whole must do to create learning organizations. It also reflects managerial attitudes towards learning, organizational learning styles, and possible organizational learning disabilities. If organizational learning simply amounted to the sum of what individuals learning on the job, there would be no need for special consultant workshops, team meetings, cross-training, learning awards, or any of the various change initiatives that theorist and learning specialists have suggested.