CAN EVALUATION HELP AN ORGANIZATION TO LEARN

one of the main objectives of evaluation is to promote organizational learning. However, even a well-used evaluation system does not generat e learning automatically. This article discusses learning with referen ce to experiences in the Norwegian aid administration. It shows that e valuations generate learning in two modes: via involvement and via com munication. If an organization wants to maximize its learning, it shou ld pursue strategies to let the two modes supplement each other. Learn ing must be related to what people know-their knowledge structures-and what they need to know to do their job well. Evaluation systems may b e only marginally effective when there is a need to change knowledge s tructures rapidly particularly if the organization lacks dominating kn owledge structures.