Learning organizations are characterized by total employee involvement in
a process collaboratively conducted, collectively accountable change
directed towards shared values or principles. (also see Smith, 2001)Watkins and Mersick (1992) definition reflects upon the style of management
found in a learning organization. Employee involvement, and shared responsibilities and
authority are the kind of practices used by management in a learning organization. Shared
values and principles means that the individual share the same values and norms as that
of the organization and therefore, perfectly fits within the organizational culture.
These and different other definitions provide us with the list of characteristics of a
learning organization that will be discussed in this chapter. Senge (1990) has given five
core concepts that are the foundation of a Learning Organization. An organization cannot
achieve the status of a learning organization unless and until it introduces these five
concepts within its culture and processes.
2.2. The Five Ruling Concepts of a Learning Organization
In Senge’s model for learning organization, five concepts provide ground for developing
other concepts. These concepts are also called the basic disciplines and are listed as
follows:
- Personal Mastery
- Shifting of Mental Models
- Team Learning
- System Thinking
- Building Shared Vision
2.2.1- Personal Mastery
The most valuable resource of an organization is individuals working for that
organization. A learning organization learns through its people. Emphasizing this, Senge