Although making mistakes is a part
of human nature, they are still tabooed, covered up, or kept secret. This
behavior probably has its origin in our socialization. Errors made by people
are perceived as a competence deficit. Causing of errors leads to a negative
self-assessment, and also to rising perception of penalty as a necessity.

The reverse
position—error management—reveals errors as an inevitable phenomenon in
corporate environment as it is impossible to prevent them from happening.
Errors are recognized as potential resources and opportunities to enhance
knowledge. They can induce complex learning processes and expand possibilities
toward further development and options for action. Contrary to deficit-oriented
error avoidance, the error management approach is solution oriented and
reflective.
Since organizations can learn from
both good and bad actions, a rethinking of these adopted settings is required
and there is a need to understand and examine critical factors which support or
inhibit the development of an encouraged “learning from failure culture” in an
organization.
An encouraged “learning from
failure culture” can be influenced by established social support and a
reduction of covered up errors. Employees need to feel the social backing and
integration in a valuing team to communicate errors. A constructive “learning
from failure culture” means to be able to talk about mistakes, deal with them
constructively, to learn from them, and, if possible, to take advantage of
them. It is not about looking for someone to blame, or about remaining in the
past. It is about fear reduction, security and stability, error minimization,
and to build up capacity and be able to advance.
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