Mental Model Of Learning Organization

1.1 Definition

A learning organization is an organization that is constantly learning and transforming. Whole organization, work teams and members are the starting point of the study. Learning is a continuous and strategic process, combined with the work. Learning will lead to changes in knowledge, beliefs and behavior. Then strengthen the ability of the organization's innovation and growth in order to face complicated external environment and maintain competitiveness.

1.2 Development

Learning organization is a new thinking way to think about organizing. An organization in the process of development will meet a wide range of challenges. It is likely to lose its ability to learn which lead organization structure rigid. Traditional Pyramid organization

A person who has a sense of self transcendence can be able to recognize his true desires and to achieve these desires by improving his capabilities such as concentration, patience and the ability of observation.

1.3.2 Mental models

Mental model is the concept of cognitive psychology which refers to many assumptions, stereotypes and impression fixed in people's minds. Mental models not only determine people how to recognize the world, but also affect people how to take action. Different mental model leads to different behaviors. In the organization, mental model has many aspects. The view of mental model is an important tool for learning organization.

1.3.3 Building shared vision

Vision is the integration of individual vision of the organization. It can become a vision of the aspirations of the employees. Vision is throughout the whole organization activities which makes them together. It is essential for learning organizations because it can provide energy for learning. Only people are committed to achieve the common vision and aspirations that can produce a conscious and creative

Their research were based on Gita’s Rule and draw a conclusion that when the number of employees exceeds 150, internal knowledge sharing dramatically decreases because of higher complexity in the formal organizational structure, weaker inter-employee relationships, lower trust, reduced connective efficacy and less effective communication. Nowadays the international organizations have more than 150 staffs mostly, so how can they solve this challenge and transform into learning organization successfully remain as a question.

2.3 Focuses problems with dimensions

There is another problem that organizations focus mainly on the cultural dimension and ignore the other dimensions. It is necessary for an organization to form their learning culture and also need to rebuild their structure. In addition, creating the atmosphere of learning can also help the organization transforming to the ground. It is impossible to just develop learning culture without relevant structure as foundation.

2.4 Don’t connect to organization's strategic