Organizational learning in inter-organizations

To work against threats and to obtain new possibilities, new forms of inter-organizational collaborations are formed. Established models of organizational control are insufficient to cope with the management of such complex situations. In inter-organizations there is also a need to foresee and act upon future events. The management literature deals mainly with one single organization although aspects of collaborative processes are discussed. The human challenges of virtual team membership are: Creating effective team leadership; Managing conflict and global virtual teams dynamics; Developing trust and relationships; Understanding cross-cultural differences; Developing intercultural communication competence. Organizational learning is recommended as a tool to in the first place develop an intercultural communication competence, but also as a complement to learn more about each other. To develop organizational learning within an organization has shown to be successful. The question is how to transfer the concept to inter-organizations. The viability of an inter-organization is depending on the ability to work as a team, learn from each other and adapt to new situations. To maintain and develop the knowledge and to prevent conflicts and misunderstanding organizational learning is an excellent approach. New or adapted models suited for inter-organizations needs to be produced. In this paper problems and possibilities with inter-organizational management and organizational learning are discussed.