Employing all the aforementioned characteristics will lead to the success of any organization. The defining characteristics of a learning organization is that it contain people who are open-minded and eager to learn, develop, and improve the organization through data, training, and experience. Peter Senge views a learning organization as one "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” (Kourdi, 2009). A company by definition can be profitable yet not a learning organization. To be profitable a com...
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Garvin, D. A. (2000). Learning in action: A guide to putting the learning organization to work. Boston, MA: Harvard Business School Press.
Hisrich, R.D., Peters, M.P., & Shepherd, D.A. (2010). Entrepreneurship (8th ed.). New York, NY: McGraw-Hill Irwin.
Kourdi, J. (2009). Chapter 32 - Building a learning organization. Research Library. (Document ID: 2197584181).
Mathis, D. (2010, May). Transformational learning: challenging assumptions in the workplace. Development and Learning in Organizations, 24(3), 8-10. doi: 10.1108/14777281011037227
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