2. Learning in learning organizatio

2. Learning in learning organizations
Several research fields focus on the concept of learning at work, many of them promoting the idea of so-called learning organizations. The idea of a learning organization is ambiguous and can include anything from planning systems for formal on-the-job training to the organization of the informal learning that occurs as people perform their work. Moreover, the theoretical views vary and roughly there are four partly conflicting views on learning at work, views that are often "freshly" mixed and perhaps even confusing ([14] Fenwick, 2006).
The first approach is what we call "pragmatic" and is clearly embedded in the modern management concepts and in the common-sense view of learning. This approach focuses mainly on the individual. Learning is seen as a practical method and something that can be captured, measured, managed and planned on both the individual and organizational level ([43] Szulanski, 2003). Learning is sometimes described in terms of specific tacit knowledge. This version of learning is often connected to discussions of education, skills and formal qualifications. New types of work tasks demand a new type of competence. Learning, skills and knowledge are seen as