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Consumer Electronics for the 21st Century

There can be no doubt that one of the defining characteristics of the 21st century is the seemingly insatiable thirst for more and more advanced technology. Consumers are willing to wait on long lines for endless hours for the privilege of spending hundreds of dollars on the latest iPad, iPhone or other...

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Countercurrent Installations

Safe swimming against the tide of counter-current installations offer the bather an individual fitness facility. Athletic swimmers are being challenged by the powerful movement of the water. The intensity of the flow can be easily dispense and mix on request also with sparkling bubbles. So swimming against...

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Posted by Wii-Wii | Posted in General | Posted on 07-07-2015



This author defines learning organizations, as a social activity where knowledge and skills are put into practice, they criticize and are integrated as opportunities to optimize learning and effectiveness in the workplace. At the same time it raises, that in the Organization of learning people can not learn because learning is part of the fabric of everyday life. In the learning organization, people strengthen their ability to create what they want to create and have a philosophy geared to anticipation, reaction and response to change, complexity and uncertainty. Is interpreted in this way, the proportion at the speed in which the organizations learn, you can become a sustainable source of competitive advantage. If you would like to know more then you should visit Peter Asaro. Of posed before we can affirm, that the learning organizations are those that facilitate the learning of all its members and which are continuously transformed to meet the demands of the environment. The key is to understand learning as inseparable from everyday work where of spaces created to address problems, clarify differences, create sense of belonging, ownership of goals and institutional objectives. Senge (2000), focused the study of organizational learning, in terms of its ontological dimension, at the organizational level, understanding the individual and the group.

Highlights your vision of learning in organizations in a systemic perspective, considering that the key so an organization learns, lies in the global understanding of the same and the interactions between its parts. This author defines learning as the vehicle that allows the individual to create their own reality and your future. In this sense, is interpreted that it postulated epistemological of the Theory of organizational learning of Senge (op cit), is located in the constructivist paradigm. Likewise, introduces the concept of organizations smart, as a synonym for organizations to learn, in the following way: we can build intelligent organizations, organizations where people continually expand their ability to create the results you want, where new and expansive patterns of thinking, where collective aspiration is free, where people continuously learns to learn together (p. .

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