Keeping things mindfully on track: Organizational learning under continuity
质疑组织学习必须依赖预期与结果不匹配的普遍假设，提出连续性同样重要，并从时间视角探讨了在无显著变化时如何通过评估当前、探索未来和重新解释过去来促进学习。
We take a critical look at the widespread assumption that organizational learning is associated with a mismatch between expectations and outcomes. While mismatch is central to studying organizational learning, we argue that continuity is equally important. Learning under continuity requires an investment of effort, mindfulness and preparedness for change, even if no perceptible change occurs. Although the organizational literature has to some extent dealt with learning under continuity, putting it more firmly on the organizational learning agenda is necessary. A central element of a more explicit focus on learning under continuity, we argue, is to take a temporal view of organizational learning that includes agency at organizational level. We discuss how, from a temporal view, learning under continuity entails the (1) assessment of present courses of action; (2) exploration of future courses of action; and (3) re-interpretation of past courses of action.