Article i 'Tidsskrift for arbejdsliv' no. 1 2004, page 29-63.
Employee Involvement and Participation in Learning Organizations
In this article focus is set on the human side of innovation and learning in organizations. The dimensions of learning organizations are identified and a typology constructed in relation to firm’s innovative behaviour. The adopted organizational dimensions which facilitate the creation, communication and use of knowledge in the firm, establish the framework of human interaction in the production process, and are aimed at learning and knowledge creation, knowledge communication and materialization of knowledge as product- or service innovations on the market. Thus, learning and innovation has to do with embedded organizational competence, which relies on the ability of the employees to learn continuously, but not least on the existence of efficient channels of communication and influence. Through the direct involvement and indirect participation channels necessary commitment may be established among the employees. It is in this light that the article considers the importance of employee involvement and participation in building learning organisations. The important question is whether new decentralised regimes have emerged at company level as frameworks of co-operation – frameworks of co-operation that apply several channels when changes in work and learning organizations are promoted.