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Abstract


ANALYSIS OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL LEARNING DIMENSIONS WITH ENTROPY METHOD

In order for an organization to harmonize with the environment, create legitimacy and institutionalization within the environment, determine the appropriate strategy or strategies within the framework of the contingency approach and create an organizational learning process. In this sense, Marsick and Watkins explained organizational learning in 7 dimensions as continuous learning, dialogue and research, team learning, sharing systems, empowered employees, inter-system connection and supportive leadership. Marsick and Watkins stated that in order for the organizational learning process to be high quality, the 7 organizational learning dimensions they stated should complement each other positively. In this context, a total of 6 studies that describe the relationships between the organizational learning dimensions specified by Marsick and Watkins have been identified by scanning national and international literature. In the study, the entropy method was applied within the scope of the data of the 6 studies, and the general results of the importance of the 7 organizational learning dimensions indicated by Marsick and Watkins or the relational structure of these dimensions were determined by applying the entropy method. According to the findings, the importance levels of organizational learning dimensions in complementary to each other or in the relational structure of the dimensions are shared systems (PS), empowered employees (GC), continuous learning (SO), dialogue and research (DA), inter-system connection (SAB). has been identified as team learning (THO) and supportive leadership (DL). Again, according to the findings, significant differences were found between the importance level of the supportive leadership (DL) organizational learning dimension and the significance levels of the other dimensions. Especially in the initiation of an organizational learning process for a newly established organization, it is very difficult to initiate practices that will relate all organizational learning dimensions. In this context, especially the newly established organizations can initiate relationships that will integrate each other individually and gradually, according to the general results of the importance of the dimensions in the relationships between organizational learning dimensions in organizational learning dimensions, in initiating the formation of each other's relations. In this context, especially the newly established organizations, starting from the sharing systems (PS) dimension, empowered employees (GC), continuous learning (SO), dialogue and research (DA), inter-system connection (SAB), team learning (THO) and they can initiate the organizational learning process by creating activities that complement and complement the supportive leadership (DL) dimensions.



Keywords
Organizational Learning Dimensions, Entropy, Relationships, Criteria, Decision Alternatives.



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