Shaping a Culture of Learning from Errors in the Organization – Analysis of Opportunities and Threats

Abstract

The article aims to answer the questions of how to build a culture where it is possible to learn from one's own errors. Also, are organizations capable of learning from errors? What is the possibility for, and what is the block to such behavior? The basis for answering the questions is the analysis of the literature on the subject and the verification of conclusions in an empirical study. Information received from 116 administrative staff employed in four manufacturing and service organizations operating in north-western Poland was considered. It was found that the culture of learning from errors can be based on three pillars: psychological safety, communication openness and cooperation between employees. The greatest barrier to building this culture in the surveyed organizations is communication openness. It was found that the process of building a culture of learning from errors can be supported by personnel practices aimed at organizational commitment. It is necessary to promote the idea of learning from errors more because the results obtained indicate that only some employees see symptoms of such initiatives in the organization. Systemic employee support must be based on the modernization of commitment-based HR solutions.