Abstract
Opportunities for businesspeople to learn are increasing, but it is important to note that increasing individual knowledge does not directly lead to organizational results. This is because individual knowledge needs to be reflected in the organization's dynamism. However, this seems to be a theme that has not been addressed much in previous studies. With this in mind, we focus on the "cooperative learning" theory. Based on this theory, this paper analyzes how participants in actual training programs cooperate in their learning. We then examined the conditions for organizational learning, or cooperative learning, to be implemented. As a result, it was confirmed that there is a need for cooperative learning, but at the same time there is a lack of basic knowledge about learning strategies.
