The term “organizational learning” raises a broad range of questions, specifically with regard to its contents. Following the thoughts of eminent philosophers, such as Aristotle and Confucius, the contribution of scientists in any research field to the corpus of human knowledge should also be based on the proper governing of the use of language. Therefore it is, first, of serious importance to be aware that organizational learning is just one dimension or element of the learning organization and not vice versa; second, a good comprehension of basic categories related to the organizational side of (formal) social units’ functioning is an imperative part of organizational learning process.
In writing this paper, the author started from his experiences acquired in his role as a lecturer on the subject “Theory of Organization”, in which the goal of lecturing was explained to students as gaining knowledge about cooperation and competition of people in the entities of rational production of goods. To generalize the presented questions and answers regarding the use of term “organization” in the field of management, certain similarities and comparisons were sought and found in other fields of science and, more generally, in life itself.
After more detailed explanations of other relevant categories for the organizational learning process, the process itself is defined by its goals and steps where the overlapping of the learning process with the organizational change process and the process of increasing organizational capital is shown. Finally, it is also emphasized that the idea of improving internal relationships – as the substance of organization – between employees in a formal social unit through organizational learning could and should be exploited in external relationships between formal social units.