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A learning organization is the term given to a company that facilitates the learning of its members and continuously transforms itself.〔Pedler, M., Burgogyne, J. and Boydell, T. 1997. ''The Learning Company: A strategy for sustainable development''. 2nd Ed. London; McGraw-Hill.〕 Learning organizations develop as a result of the pressures facing modern organizations and enables them to remain competitive in the business environment.〔O’Keeffe, T. 2002. Organizational Learning: a new perspective. ''Journal of European Industrial Training'', 26 (2), pp. 130-141.〕 A learning organization has five main features; * systems thinking, * personal mastery, * mental models, * shared vision * and team learning.〔Senge, P.M. 1990. ''The Fifth Discipline''. London: Century Business.〕 The Learning organization concept was coined through the work and research of Peter Senge and his colleagues.〔Senge, P. M. (1990). The art and practice of the learning organization. ''The new paradigm in business: Emerging strategies for leadership and organizational change'', 126-138. Retrieved from http://www.giee.ntnu.edu.tw/files/archive/380_9e53918d.pdf〕 It encourages organizations to shift to a more interconnected way of thinking. Organizations should become more like communities that employees can feel a commitment to.〔Chawla and Renesch 1995 p.16〕 They will work harder for an organization they are committed to. ==Development== Organizations do not organically develop into learning organizations; there are factors prompting their change. As organizations grow, they lose their capacity to learn as company structures and individual thinking becomes rigid.〔 When problems arise, the proposed solutions often turn out to be only short-term (single loop learning) and re-emerge in the future.〔 To remain competitive, many organizations have restructured, with fewer people in the company.〔 This means those who remain need to work more effectively.〔 To create a competitive advantage, companies need to learn faster than their competitors and to develop a customer responsive culture.〔 Argyris〔Argyris, C. 1999. ''On Organizational Learning''. 2nd Ed. Oxford: Blackwell Publishing.〕 identified that organizations need to maintain knowledge about new products and processes, understand what is happening in the outside environment and produce creative solutions using the knowledge and skills of all within the organization. This requires co-operation between individuals and groups, free and reliable communication, and a culture of trust.〔 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Learning organization」の詳細全文を読む スポンサード リンク
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