the whole show require being skilled enough and having all the necessary information
that will enable them to perform at highest quality level. The problem is with treating it
as one time solution to a problem. After the problem is solved if the processes and the
management style will revert back to its previous style and pattern it would have to
confront the same problem later with severe consequences. It was therefore; that Senge
(1990) gave the idea that the process of building staff capacity continues and never ends.
According to Peter Senge (1990 also see Smith, 2001):
Learning organizations (are) organizations 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 to see the whole
together.According to the basic premise in a learning organization collective efforts are
made to achieve the desired results of the organization through the continuous capacity
development of the staff. Capacity development is not attained just through formal
trainings but as indicated by Senge (expansive patterns of thinking) or innovation is
encouraged, which is the key to in-depth learning. While explaining double loop learning
Vecchio et al. has given example of such learning as learning new emotional patterns,
learning new mental models, learning to question strongly held assumptions, learning to
act against deep rooted habits or learning to change our views the way we see the world
(1997). This helps in gaining competitive edge by the organization. The collective
aspiration as mentioned by Senge means the common ultimate target of both the
organization and the individuals are focused as a whole and not in parts.
A learning organization concept has given a specific pattern of participative
management and quality control system based on feedback and two way communication
between the management and the employees (Gilley & Maycunich; 2000). Highlighting
this key feature of a Learning Organization, Watkins and Mersick (1992) have defined it
as: