Peter Senge popularized the term "learning organization" in his 1990 book. An organizational learning seeks to improve members' understanding and management abilities. There are two principal learning strategies - exploration and exploitation. A learning organization purposefully designs its structure and culture to maximize learning. Key aspects include personal mastery, mental models, teams, shared vision, and systems thinking. Creating a learning organization requires commitment to change, eliminating boundaries, and developing an open culture.

1. INTRODUCTION
• Peter Senge, a professor at Massachusetts institute of
t e c h n o l o g y, p o p u l a r i z e d t h e t e r m l e a r n i n g o r g a n i z a t i o n i n h i s
best selling book entitled “the fifth discipline” (1990)

2. NATURE OF ORGANIZATIONAL
LEARNING
• Organizational learning is the process through which managers
seek to improve organization members’ capacity to understand
and manage the organization and its environment so that they
can make decisions that continuously raise organizational
effectiveness

3. TYPES OF ORGANIZATIONAL
LEARNING
James march has proposed two principal types of organizational
learning strategies that can be pursued by organizations. They
are:
• Exploration
• Exploitation

4. WHAT IS LEARNING
ORGANIZATION?
• An organization that purposefully designs and constructs its
structure, culture, and strategy so as to enhance and maximize
the potential for organizational learning to take place
•“ A p l a c e w h e r e p e o p l e c o n t i n u a l l y e x p a n d t h e i r c a p a c i t y t o
create the results they truly desire, where new and expansive
patterns of thinking are nurtured, where collective aspirations
are set free, where people are continually learning to learn
t o g e t h e r. ” – P e t e r S e n g e

5. CHARACTERISTICS
• New ideas and information
• Strive to reduce structural, process and interpersonal barriers
to the sharing of information, ideas and knowledge
• Encourage employees and foster an environment to use
information, ideas and knowledge to achieve corporate goals

6. CORE AREAS OF
ORGANIZATIONAL LEARNING
Senge discussed five core areas that need to be emphasized by
an organization by any organization that seeks to evolve into a
learning organization. They are:
•Personal mastery
•Mental models
•Working in teams
•Shared visions
•Systems thinking

7. LEVELS OF ORGANIZATIONAL
LEARNING
• In order to create a learning organization, managers need to
encourage learning at 4 levels:
Interorganizational
Organizational
Group
Individual

8. CREATING A LEARNING
ORGANIZATION
• To c r e a t e a l e a r n i n g o r g a n i z a t i o n t h e f o l l o w i n g i s a m u s t f o r a n
organization:
•All employees from top management to the rank and file workers must
establish a commitment to change for bringing about changes for improvements
of the organizations
•To accept change more readily formal boundaries between people are to be
eliminated
•To adapt effectively, organizations should develop a culture of openness and
growth by fully incorporating employees into challenges faced by the
organization

9. CONCLUSION
“WITHOUT LEARNING THE WISE BECOME FOOLISH; BY
LEARNING, THE FOOLISH BECOME WISE”.
-C O N F U C I O U S
Learning organization is an attitude and philosophy about what
an organization is and the role of employees