Learning organization (LO) marks a flexible on outside and internal attractions reacting organization. The term is used in the organizational development (OE).

With respect to the technical literature frequently between adaptive and learning organizations one differentiates (see Reinhardt 1995). This distinction results from the fact that adaptability does not have inevitably innovations as result. Conceivable is also learning bspw. Bulkheading, retreat, resignation or resistance (see Wagner & Saar 1995). The degree of the adaptability of an organization is called organization intelligence.

A learning organization is ideal-proves a system, which constantly is in motion. Events are understood as suggestion and used for development processes, in order to adapt the knowledge base and action clearance to the new requirements. An open and organization coined/shaped by individuality, which permits and supports an innovative release from problems, is the basis for that. Mechanisms the such learning processes support are (see Frieling 1993):

• clear visions, common objective processes, orientation at the benefit of the customers
• Conflict resolution ability and co-operation, mutual confidence and team spirit
• Process orientation and self regularization in groups
• democratic and partizipativer style of leadership, support of new ideas (v.a. by the guidance), idea management, integration of personal and organizational development
• Reward of commitment and error tolerance with risky projects
• Ability to (self) the observation and prognosis (good working information and communication systems - rapid and exact overview of the effect of the most important processes)

Learning organization after Senge

Peter M. Senge was a director centers for of the Organizational Learning at the WITH Sloan School OF management and leads at present (2004) the Society for Organizational Learning, SoL. It became around 1990 with its book The Fifth Discipline admits, into which it coined/shaped the term of the learning organization.

It differentiates between 5 proceedings (disciplines), in order to develop learning organizations:

1. Personal Mastery - individual one ripe one

   Their abilities are raised by personality development of the members of an organization. Topics are sense questions of the own contribution in the occupation and life situation. Methods are listening and question techniques, in order to strengthen the individual perception.

2. Mentally Models - mental models

   Which explicit and implicit basic assumptions do we possess, in order to explain the world around Topic of this discipline is visible, these acceptance to make besprechbar and thus the the subject of the development.

3. Shared Visioning - common vision

   Common visions develop, if all members of the organization understand the common goals and internal. Everyone understands the purpose and which its task is for reaching the common goal. Usually visions possess also a strong emotional component. Most well-known examples of visions is the I have A dream speech of Martin Luther King.

4. Team Learning - learning in the team

   Team Learning takes place, if the members of a group in internal solidarity together understanding. Here more than the sum of its members becomes from the team. Suitable methods are for example dialogue after David Bohm or interactive Mind Mapping after Buzan.

5. System Thinking - thinking in systems

   By an holistic view of the system, thus (the effect mechanisms and the behavior in a symbolic, formal language, which can be expected, think are described in systems. Thus typical behavior patterns (type of ark) can be recognized, worked on besprechbar and. With the methods the systems Dynamics the systems can then be simulated and possible behavior be predicted. Simply examples are fixed that fail (repairs, which fail), shifting the burden (problems shift) or accidental adversaries (enemies against will).

   Into this discipline the system theory flows, into special sociological system theory and cybernetics.

It requires all 5 disciplines, in order to develop a learning organization. The disciplines supported each other mutually, and during a development process the abilities of the organization are gradually raised.

Related links

• www.lernende-organisation.de - case study of a learning organization

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