Recent researches in organizational learning have become increasingly aware of the confidence and impact of organizational culture on management based on learning. Cultural perspective have pervasively proliferated in learning organization, although the discourses of culture have undergone a threadbare remark or the hiatus of theoretical studies due to concentrating of learning organization on managerial practices. This view intends to prioritize learning(culture) rather than stability, short-term financial performance, survival, efficiency in organizational management.
This study focuses on identifying the relationship of organizational culture and learning. The ways of describing the organizational culture refer to shared assumptions, values, beliefs, meaning, sense-making and understanding in organization as cognitive and thinking systems. They should construct a process of organizational realities that allow people to see and understand particular events, actions, goals, objects, languages or symbols and also provide a basis for making their behaviors sensible and meaningful. This study embraces to keep these themes to the organizational learning and reviews the cultural factors that affect to the organizational learning. It is necessary to recognize that these factors are intermingled with multi-level dimension in the discourse of organizational learning, therefore to base on system thinking perspective to address the organizational learning no less linearly(analytically) than integrally. It assumes that various many factors have feedback loops to interconnect each other. Such historical experiences result in organizational knowledge to develop into learning.