Learning Organization: Analysis, Report, and Recommendations

This report delves into the concept of a learning organization, highlighting its key characteristics and benefits. It explores how learning organizations adapt to change, foster innovation, and cultivate a strong learning culture. The report examines double and triple-loop learning, emphasizing the importance of continuous improvement and knowledge sharing. It also addresses potential barriers to the implementation of a learning organization, such as employee resistance and short-term focus, and suggests strategies to overcome these challenges. The report underscores the shift from determinism to voluntarism, emphasizing the role of individual initiative and long-term strategic planning. Overall, the report demonstrates how learning organizations are better equipped to manage change, implement long-term plans, and promote the individual abilities of their members.

Running Head: LEARNING ORGANIZATION
LEARNING ORGANISTION
Name of the Student
Name of the University
Author Note
1.

1LEARNING ORGANISATION
One might say it's never too late to learn, which is in reality a very correct thought
because of the constant evolution and changes world goes through and it is mandatory that
we ensure that we are capable of reflecting the same. Learning is no longer limited to
educational institutions and now the idea of the learning organization has right for leaders to
ensure that the companies that are governed by them, can continuously cope with change by
learning.
Thus, according to Peter Senge, a learning organization refers to any organization that
has innate strength and ability that allows them to learn about the new changes and adjust in
response to the changed reality.
The learning organizations have distinguished characteristics that is primarily
reflective of a very well developed learning culture within all the people of the company,
understanding of the need of organizational flexibility in modern times because of rapidly
changing needs, ability to innovate and generate knowledge by applying heavy research and
by gathering insights and to top this all of this, a tendency to share knowledge that has been
acquired with people around him and her.
These learning organizations use double loop learning in which focus is on changing
the rules while thinking outside the box to understand the ability of a certain changed solution
to what better than the original solution in order to solve a problem or achieve a goal. The
triple loop learning is also used in which the people learn about learning. The reflect primary
on the rules and try to pinpoint reasons for which rules should be changed or implemented.
Since learning organizations take into consideration changes it is only natural that
barriers like employee resistance to change, lack of leadership training, not enough
motivation for growth and a focus that is short term will haunt the process and thus need to be
effectively overcome.

2LEARNING ORGANISATION
This model conventions the world view of an organization because voluntarism will
built upon by learning as people will be able to voluntarily innovate and come up with fresh
and new ideas rather than determinism based on environment being presented in the
organization and the approach to managing strategic change will also display an inclination
towards planned change as the company will realize the importance of implementation of
strategy is that a long-term involving multi-year programs and projects, over quick emergent
change.
Thus it is evident the learning organizations become better request to handle change
and implement long term plans more effectively all the while promoting the individual
abilities of the people involved with the organization.