J. Basic. Appl. Sci. Res., 3(8)525-531, 2013 © 2013, TextRoad Publication ISSN 2090-4304 Journal of Basic and Applied Scientific Research www.textroad.com * Corresponding Author: Mehri Nanevae Sabegh, Master of Arts Sport Management of Kharazmi University, Tehran, Iran The Relationship between Organizational Intelligence and Organizational Learning in Employee of Iran Sport and Youth Ministry Mehri Nanevae Sabegh 1 , Alireza Elahi 2 1 Master of Arts sport Management of Kharazmi University, Tehran, Iran 2 Assistance Professor of Kharazami University, Tehran, Iran ABSTRACT In current competitive world, the organization has chance for survival that adapts itself with environmental changes. The environmental changes cause to follow the best strategies and approaches for adaptability with its environment and obtain completive advantage. Thus, one of the methods for reaching competitive advantage is to emphasis upon continued learning for obtained organizational aims with maximum effectiveness. (Shahabi, 2005 in narration of Sobhaninejad and et al, 2006). In other words, the concept of organizational learning was considered since 1990 significantly by some of organizations and scientific centers and is result as world with rapid changing and organizational competitive environment, similarly, organizational learning is one of the crisis indices that have ability to solve its problems. Therefore, organizational learning is regarded as guideline source that is appeared in all organized level or macro organizational level shows the kernel of organizational learning. What is basic for learning, is to encourage persons and individuals for learning as well as prepare organizational structures.( Malekzadeh, 2010) also, aware from organizational learning indices play an important role in increasing organizational learning. The indices for organizational learning based on Bick and Mottan model are: leadership based on landscape, obtain and distribute information, programming/ evaluation, creativity, pragmatism. In other words, in current world, promote of organizational learning is one of the undeniable necessities for more organizations to increase their abilities with analyzing data and increase their knowledge and awareness. Increase organizational intelligence causes the organizations analyze their environment with more perfect and rapidly and save the results obtained by suitable methods and available for users at appropriate situations. Organizational intelligence is resource that we need it from future to think, manage and organize differently. (Mcmaster, 1996). In other words, in the regard of sever global competition and globalization relation upon all management dimensions and since we see significant changes in the action of current world, the clever and creative managers can perceive strategic situation, thus, the intelligence is so important and opens its situation at future more than it. Also, for restoring organizational intelligence, attention to its indices is so necessary. Based on Albrecht model, the organizational intelligence indices are: strategic Landscapes, Shared Destiny, Application of Knowledge, Moral, Performance Pressure, Unification and Agreement, Desire to changes. KEYWORDS: Organizational Intelligence, Organizational Learning, Ministry of Sport and Adolescences 1. NTRODUCTION Also, the variety of sports, cultures, tastes and sport facilities complicated the task of Ministry of Sport (Sobhaninejad and et al, 2006). Doubtless, Ministry of Sport shall be equipped to high intelligence for moving its mental power in the regard of reaching to its organizational aims (Khanzadeh, 2007). Similarity, as for rapid changes in environment and necessity of adaptability with organization with these changes, it is necessary to need in increasing organizational learning. As result, since to accept global changes is one of the important aspect of organizational intelligence and since organizational learning adapt with changes rapidly, thus it is undeniable the relation between organizational intelligence and organizational learning for accepting changes. Learning is one of the survival factors of organizations. Learning is readiness for accepting changes and for this reason; the organization has to be ready for it. In current organizations, the intelligent machines play an important role in addition to human forces. One of the factors that can combine two factors like human sources and machines is to establish relation between organizational intelligence and learning. Simic, (2005) defined organizational intelligence as: the thoughtful ability of an organization for solving its problems. His emphasis is upon to combine human and his technical ability for solve the,. Based on him, organizational intelligence consists of collection of information, experience and perceives new problems. Similarity, organizational intelligence is new concept in the course of texts and management. Its background dated in 1990s and its roots were searched in theories of knowledge management and organizational learning. At first, Matsuda coined organizational intelligence. He regarded organizational intelligence as human and machine intelligence. The model was defined by him, causes to process human knowledge and science based on machine in solving problem (Kim, 2003). Also, based on him, organizational learning is a dynamic process that causes the organization to adapt with changes rapidly. This procedure consists of produce new knowledge, skills and behaviors and is enhanced by sharing between staff. The results of these two elements create culture of learning and shared culture is between all staff (Petra and et al, 2002). Also, organizational learning have four elements in organization: 1) obtain knowledge that points to collect data 525