Vanderbilt University

[ and number]

[Name of Paper]

[Submission Date]Vanderbilt University

Introduction

The concept of learning organization has gained significance in modern organizations. Such organizations pose certain characteristic. It offers continuous expansion in thinking abilities and actions to evolve learning processes. These characteristics change the behavior of these organizations. However several barriers have to be overcome in becoming successful learning organization. The strategies should be formulated to overcome these barriers. It should include humanist orientation (Kelly, 2003). This research paper aims at establishing the statement that Vanderbilt University is a learning organization.

The Learning Organization

Leithwood and Aitken have defined a learning organization as a group of people working towards common purposes. These common goals also serve to achieve individual goals. The practices at learning organization are continuously developed to provide more effectiveness and efficiency. Stata explained it as a process that occurs from sharing insights, knowledge, and mental models. It is based on past knowledge and experiences. Such organizations are adaptive to new changes (Pollack et.al, 2009). Pedler defined such organization as a company that facilitates the programs of learning in all the attached members. They also transform themselves continuously. Garvin describes learning organization as one that is skilled at creating, acquiring, and transferring knowledge. It modifies the behaviors in such a way that it reflects knowledge and ideas (Kelly, 2003).

Characteristics

Senge in 1990 proposed characteristics of learning organization. According to him, the learning organization continuously expands in term of its capacity and ability. This helps in improving its future. It offers coordinated group efforts by sharing a common goal. It shows active commitment to improvement and adaptation. It promotes horizontal and vertical networks of information to gather all expertise knowledge. Such organization also interacts with external world and has ability to understand, analyze and use the information in correct direction (Andrews et.al, 2000). Johnston used the Senge model in 1998 to enhance framework of learning organization. He proposed four key characteristics of learning organization as the existence of inclusive collaborative structures, effective communication channels, integrated professional development programs and, learning-focused leadership (Andrews et.al, 2000).

Behaviors of Characteristics

According to Senge's model of learning organization presented in 1990, the main characteristics of a learning organization are

Integration of knowledge of systems across all disciplines. Such integration focus on development as a whole rather than in parts.

Expansion of personal mastery to drive ability of people in achieving the goals. He learning of an individual must be continuous and it should improve learning practices (Pollack et.al, 2009).

Developing mental models that work on overcoming the beliefs that limit thinking about how the world works. These models are not only useful in real world but also help in determining how people act and what they perceive.

Building stronger team learning capabilities. Team learning is an iterative process of movement between practice and performance. Cooperative learning is promoted in learning organizations.

Sharing vision about the real purpose of work. By this approach, the actions and thoughts can be aligned in a single direction. This can help in reducing stress in times of crisis (Pollack ...