Learning Organization

The concept of learning organization gained broad recognition through Peter Senge when he published his best selling book The Fifth Discipline Learning. "Organisations where people continually expand their capacity to create the results they truly desire, when new and expansive patterns of thinking are nurtured, where collective aspiration is set free and where people are continually learning how to learn together"

The disciplines of learning organization include systems thinking, personal mastery, mental models, building share vision and team building.

The common factors that make learning dysfunctional organization are narrow focus, blaming others, reactive rather than proactive and focusing too much on short term events

The steps to move towards learning organization are surviving, adapting and sustaining

Learning Orientations

Individual

Group or team

Organizational

Facilitative Organizational Systems

Vision and strategy

Leadership and management

Culture

Structure

Change management

Systems and Processes

Communication, information, and knowledge systems

Performance management and support systems

Technology

Organizations growth depends on involvement and learning at all stages of the organisation

The article offers six "generic and interactive forces that influence any business corporation to evolve into a learning organization" (Mohanty and Deshmukh, 1999). These forces also speak to organizational performance.

Customer power

Information power

Global investors power

Global market power

Power of simplicity

Power of the organization

The concept of learning organization gained broad recognition through Peter Senge when he published his best selling book The Fifth Discipline Learning. "Organisations where people continually expand their capacity to create the results they truly desire, when new and expansive patterns of thinking are nurtured, where collective aspiration is

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