ABSTRACT
The application of the organizational learning model in this situation therefore suggests that key cultural changes are required for an organization to make progress in the learning process required for a transition to sustainability. Such change must ensure that all members and their ideas, beliefs and feelings are taken into proper account. It requires the organization to move away from power and status preoccupation and to encourage the search for and dissemination of clear and accurate information relevant to the problems it identifies. Sometimes this can be a source of conflict, but managing and learning from such conflict is very much part of the learning process and is ultimately much more useful than bland adherence to norms set by the elite.
