Organizational Learning Disabilities

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Organizational Learning Disabilities Introduction Peter Senge in his book The Fifth Discipline (1990) discusses the virtues of creating a learning organization. According to Senge 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 people are continually learning how to learn together" (Senge 1990, p. 3). There are many incentives to develop a culture of learning in an organization. In a learning organization change is seen as an opportunity to learn through problem solving. Change in the modern workplace occurs rapidly and organizations must adapt quickly. A learning organization can ensure that there is a strategic alignment between customer needs, organizational goals, individual learning, and resource allocations. A learning organization fosters information exchange and captures expertise from all levels of personnel. A learning organization can make use of alternative strategies that integrate learning into the workplace. These alternative methods cost less and are effective. In a learning organization managers serve as teachers, each individual is empowered to be responsible for his or her own learning (Learning organization overview n. d.). Organizational Learning Disabilities Senge identifies seven learning disabilities that affect organizational success. They are 1) I am my
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