ABSTRACT
The concept of the learning organization, on the other hand, represents the type of organization that excels in the use of these processes, and that has embedded such structures, routines and networks into its way of operating. This chapter describes the two descriptions capture the essence of the learning organization. First, Senge suggests it is 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'. Put more simply perhaps, Garvin describes it as an organization skilled at creating, acquiring and transferring knowledge, and at modifying its behaviour to reflect new knowledge and insights. A useful set of descriptors of what a learning organization might look like in practice is provided by Yang, Watkins and Marsick. They suggest four perspectives. They are Systems Perspective, Learning Perspective, Strategic Perspective and Integrative Perspective.
