ArticlePDF Available

The Learning Organization

July 2016Creative and Knowledge Society 6(1):1-13

DOI: 10.1515/cks-2016-0005

Authors:

André Luhn

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Citations (3)

References (14)

Figures (6)

Abstract and Figures

Why do organizations need to learn? This question will be discussed in this article, as well as the
definition and characteristics of learning organizations. The reader will get a comprehensive description
of a learning organization based on Peter M. Senge “The fifth discipline” to understand how a learning
organization differs from traditional organizations. The final chapter will get an outlook that future
learning processes within networks will have a stronger role, since it allows a better understanding
between intraorganizational and interorganizational learning processes. Purpose of the article: This
article will lead you within the topic of learning organizations. It will set a first input to different
approaches how a learning organization can be defined and get established.Through this the reader will
get an impression that a common vision is very important for these approches. So this article will set a
first trigger for the interested reader for learning organisazations. Methodology/methods: Literature
study for creation of new knowledge due to scientific work.Scientific aim: The reader will get a
comprehensive description of a learning organization based on Peter M. Senge “The fifth discipline” to
understand how a learning organization differs from traditional organizations due to literatur study. The
article will show that there is still a lot of research potential to create a role model concept for the
implementation of a learning organizsation. Findings: Due to the inconsistent research results further
multifaceted approaches remain to gather further research results. As more people will be employed in
organizations, communication will become a more important component within a learning organization.
Furher more a common vision is very important to establish a learning organization. Conclusions (limits,
implications etc): Core issue lies in questioning how learning processes of individuals and within
organizations are working. The various concepts for “learning organization” describing organizational
learning, to constantly expand the learning ability of organizations and, consequently, the skills to solve
problems from individuals and organizations itself. Here the integrative approaches e.g. the fifth
discipline try to close the research gap and clarify the phenomenon of organizational learning. (cf.
Liebsch 2011:124). Due to the inconsistent research results further multifaceted approaches remain to
gather further research results. As more people will be employed in organizations, communication will
become a more important component within a learning organization. (cf. Unger 2002: 38). Different
approaches showed the importance of communication within learning organizations as a fundamental
component of those. Following the results of these concepts, it is important to promote collective
learning processes so that organizational learning can occur. (cf. Unger 2002: 39). In future learning
within networks will get a more and more important role, as it allows to forster the understanding
between intraorganisational and interorganizational learning processes. (cf. Liebsch 2011: 124).

Model of the organizational decay according to Weitzel and Jonnson (source: Pieler 2001: 17)

Model of the organizational decay according to Weitzel and Jonnson (source: Pieler 2001: 17)

Self-reinforcing feedback processes according to Senge (source: Senge: 2006: 117)

Self-reinforcing feedback processes according to Senge (source: Senge: 2006: 117)

Balancing Processes according to Senge (source: Senge: 2006: 87)

Balancing Processes according to Senge (source: Senge: 2006: 87)

Balancing Process with a Delay (source: Senge: 2006: 89)

Balancing Process with a Delay (source: Senge: 2006: 89)

Creative tension within the personal mastery discipline (source: Senge: 2006: 140)+1

Creative tension within the personal mastery discipline (source: Senge: 2006: 140)

Figures – available via license: Creative Commons Attribution-NonCommercial-NoDerivatives 4.0

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1 DOI: 10.1515/cks-2016-0005 THE LEARNING ORGANIZATION André Luhn Abstract Why do

organizations need to learn? This question will be discussed in this article, as well as the definition and
characteristics of learning organizations. The reader will get a comprehensive description of a
learning organization based on Peter M. Senge “The fifth discipline” to understand how a learning
organization differs from traditional organizations. The final chapter will get an outlook that future
learning processes within networks will have a stronger role, since it allows a better understanding
between intraorganizational and interorganizational learning processes. Purpose of the article: This
article will lead you within the topic of learning organizations. It will set a first input to different
approaches how a learning organization can be defined and get established.Through this the reader will
get an impression that a common vision is very important for these approches. So this article will set a
first trigger for the interested reader for learning organisazations. Methodology/methods:
Literature study for creation of new knowledge due to scientific work.Scientific aim: The reader
will get a comprehensive description of a learning organization based on Peter M. Senge “The fifth
discipline” to understand how a learning organization differs from traditional organizations due to
literatur study. The article will show that there is still a lot of research potential to create a role
model concept for the implementation of a learning organizsation. Findings: Due to the
inconsistent research results further multifaceted approaches remain to gather further research
results. As more people will be employed in organizations, communication will become a more
important component within a learning organization. Furher more a common vision is very important to
establish a learning organization. Conclusions (limits, implications etc): Core issue lies in questioning
how learning processes of individuals and within organizations are working. The various concepts for
“learning organization” describing organizational learning, to constantly expand the learning ability of
organizations and, consequently, the skills to solve problems from individuals and organizations itself.
Here the integrative approaches e.g. the fifth discipline try to close the research gap and clarify the
phenomenon of organizational lear-ning. (cf. Liebsch 2011:124). Due to the inconsistent research
results further multifaceted approaches remain to gather further research results. As more people will
be employed in organizations, communication will become a more important component within a
learning organization. (cf. Unger 2002: 38). Different approaches showed the importance of commu-
nication within learning organizations as a fundamental component of those. Following the results of
these concepts, it is important to promote collective learning processes so that organizational learning
can occur. (cf. Unger 2002: 39). In future learning within networks will get a more and more important
role, as it allows to forster the understanding between intraorganisational and interorganizational
learning processes. (cf. Liebsch 2011: 124). Keywords: Learning Organization, The fifth discipline, Peter
M. Senge JEL Classification: M53 / J24 UnauthenticatedDownload Date | 5/3/17 2:09 PM
Citations (3)

References (14)

… Each parent will look for a school that valued according to their family’s educational goals (Kyle,
2011). Therefore, school managers must be creative so that the schools they manage to remain
attractive to the community (Luhn, 2016). …

Utopía y Praxis Latinoamericana publica bajo licencia Creative Commons Atribución-No Comercial-
Compartir Igual 4.0 Internacional (CC BY-NC-SA 4.0). Más información en
https://creativecommons.org/licenses/by-nc-sa/4.0/ Effect of Work Environment and Salary on Private
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