What is Learning Organization

1.

An organization that creates, acquires, transfers and retains knowledge. It is able to successfully modify its behavior to reflect new knowledge or projects. Learn more in: Flexible Educational Program for Managerial Engineering Personnel in Innovation

2.

Is a company that facilitates the learning of its members, in order to learn effectively and enhances organizational performance (or achieve the company’s objectives). Learn more in: Knowledge Management Practices in a Greek Public Sector Organization: The Case of OAED

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An organization having a culture that systematically values continuous individual learning and shared knowledge and that consciously applies these elements to improve its quality and operating performance. Learn more in: Curricula Frameworks for an E-Learning Catalog

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The organization that obtains knowledge in order to survive in a rapidly changing environment. Learn more in: The Roles of E-Learning, Organizational Learning, and Knowledge Management in the Learning Organizations

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The organization that obtains knowledge in order to survive in a rapidly changing environment. Learn more in: Promoting Strategic Human Resource Management, Organizational Learning, and Knowledge Management in Modern Organizations

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Those organizations where learning and work are integrated in an ongoing and systematic fashion to sustain continuous improvement of the organization at three levels: individuals, work groups or teams, and the organization. Learn more in: Conceptualization and Evolution of Learning Organizations

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An organization that helps transfer learning from individuals to a group, provide for organizational renewal, keep an open attitude to the outside world, and support a commitment to knowledge. Learn more in: Conceiving a Learning Organization Model in Online Education

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It is the type of organization that moves with the philosophy of continuous and cooperative learning to keep up with future changes and to gain competitive advantage. Learn more in: Learning Organizations: A Path to Gain Competitive Advantage

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The learning organization is a professional organization that learns from its own professional practices, but beyond that, it adapts, evolves, creates, and recombines knowledge. It develops its own skills through its professional experience, rich in its successes and defeats. Learn more in: Knowledge Management and the Competitiveness of Learning Organizations

10.

An organization that is dynamic and able to sustainably transform itself. “People [within learning organizations] continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together” ( Senge, 1990 , p. 3). Learn more in: Leading Adult Learning in Organizations

11.

An organization where learning for all employees is embedded in the organizational culture, values, policies, structures, systems, and practices. Learn more in: Organizational Learning and Technology

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The organization that obtains knowledge in order to survive in a rapidly changing environment. Learn more in: Promoting Strategic Human Resource Management, Organizational Learning, and Knowledge Management in Modern Organizations

13.

An organization that has the potential to acknowledge the skills, knowledge, and competencies of its workforce, and is able to utilize such abilities and capabilities towards the empowerment of members and organizational development. Learn more in: Towards Advancing Human-Centered Intellectual Scholarship Through University-Community Partnership

14.

Learning is a process by which an organization adapts to new challenges in its operational environments. Members do this first by unlearning or “unfreezing” old habits, and second by accepting new methods and innovations, and incorporating these into a new process of learning (refreezing) so as to survive in an increasingly uncertain and complex environment. Learn more in: Managing People and Information in Complex Organizations

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The organization as an integral and dynamic system can learn, but so can the individuals in it. Knowledge management and communities of practitioners are important characteristics of the learning organization. The strategies and techniques that are available in such organization include training as well as performance support and are increasingly dependent on Information and communication technologies. However, the participation of the individuals as well as the social structures in the organization also remain important Learn more in: Developing a Model for Information Society Competencies Required by Managers in the Information Society

16.

It is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights. Learn more in: Learning Organizations

17.

An organization that continuously develops its competitiveness by creating and transferring new knowledge and insights. Learn more in: Organizational Learning and Change: Strategic Interventions to Deal with Resistance

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A learning organization has a culture that promotes communication, inquiry, feedback, mutual respect, and support for persons to transfer knowledge within the organization (Senge, 2006 AU30: The in-text citation "Senge, 2006" is not in the reference list. Please correct the citation, add the reference to the list, or delete the citation. ). Learn more in: Infusing KM in Global Higher Education: How Effective KM Program Supports Critical Tacit Knowledge Retention Within a US Higher Education Institution

19.

An organization with developed effective processes and culture that support collection and handling innovations, development, engagement and motivation of employees, and proactive use feedback. Learn more in: Industry 4.0 as a New Disruptive Concept in IT Management and IT Governance: Vision and Future of the Industry 4.0 Concept

20.

An organization where “people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together” ( Senge, 1990 , p. 3). Learn more in: Use of Technology-Enabled Informal Learning in a Learning Organization

21.

Organization that continuously expands its capacity, using learning as an intentional and strategic tool for organizational and individual improvement (Real, Leal, & Roldan, 2006). Learn more in: Conceptual Model for Corporate Universities

22.

An organization that facilitates the learning of its employees so that the organization can continuously transform itself is referred to as a learning organization. Learn more in: Learning Organisation: An Effect on Organisational Performance

23.

An organization that focuses on developing and using its information and knowledge capabilities to achieve the following: to create higher-value information and knowledge, to modify behaviors to reflect new knowledge and insights, and to improve bottom-line results. Learn more in: OMIS-Based Collaboration with Service-Oriented Design

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It is an organization that is capable to acknowledge the knowledge, skills and talents possessed by its workforce and are used to transform organization to be effective, efficient, and productive. Learn more in: Grounding Institutions of Higher Learning as Learning Organizations for Developing Intellectual-Knowledge Society

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A learning organization is one that continually adapts and learns in order to respond to changes in its internal and external environment and to grow. In a learning organization change is welcome and necessary condition of learning Learn more in: Understanding Dynamic Change and Creation of Learning Organizations

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An organization that has a systematic process of leveraging its knowledge to continuously change and improve. Learn more in: Enabling Knowledge Flow: The Knowledge Management Triangle Model

27.

An organizational culture in which leaders are supportive of ongoing learning and development of all employees. Garvin et al. (2006) AU45: The in-text citation "Garvin et al. (2006)" is not in the reference list. Please correct the citation, add the reference to the list, or delete the citation. identified three building blocks for a learning organization: an environment where employees feel safe to offer new and conflicting ideas, ongoing formal learning processes, and leadership that reinforces open-minded discussion. The literature emphasizes that the knowledge work of the 21st century requires learning organizations that can remain agile, creative, and innovative in an ever-changing global landscape. Learn more in: Integrating the Arts for Leadership Education and Development: Holistic Learning for the Future of Work

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A business that is committed to discovering how to improve its services and/or products, is devoted to a culture of learning. This culture nurtures team learning, where all employees are tuned into the shared vision; individuals can pursue and develop their expertise to enhance their personal mastery; the organization follows the systems thinking approach. The assumptions that employees have are considered as mental models which influence the way individuals react and behave. Learn more in: Service Learning: The Essence of Social Inclusivity Through Transformational Education

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An organization that promotes collaboration, cooperation, learning opportunities, and critical questioning of the organization. Learn more in: Transformative Learning in the Workplace

30.

An organization possessing an environment promoting individual and team learning capabilities, either by design or as a result of several organizational factors facilitating such an environment. Learn more in: Learning Organizations: Connections between Diversity and Innovation

31.

“A learning organization is a place where employees excel at creating, acquiring, and transferring knowledge. There are three building blocks of such institutions: (1) a supportive learning environment, (2) concrete learning processes and practices, and (3) leadership behavior that reinforces learning” (Garvin, Edmondson, & Gino2008, p. 110). Learn more in: The Impact of Technology on Organizational Learning and Leadership

32.

Is an organization that facilitates the learning of its members, in order to learn effectively and enhances organizational performance (or achieve the organization’s objectives). Learn more in: Practices and Challenges of Knowledge Management in the Greek Public Sector

33.

An organization that identifies the employees as a long-term strategic investment and recognizes the vital importance to develop the unique individual competencies of each member. Learn more in: Leveraging Workforce Diversity: Utilizing Technology