Learning organizations improving every department in companies
A learning organization can be defined as an organization which is capable of adapting change to its behaviors 
and mindsets as result of past experience. However this statement may sound a bit obvious but there is a number of organizations that refuse to take account certain realities and facts which results in repetition of dysfunctional behavior.
Some examples
Examples comprises of the number of times reorganizing proposals are replicated because the last attempt did not accomplish the desired results or the failure of mergers and acquirements to meet fundamental objectives. However there may be some measures that can check and evaluate learning in an organization, this discussion will give an option or a prospect, not about how to evaluate results, but more about how to craft learning surroundings in an organization that assist the attainment of precise or of numerous, linked objectives.
Prominence of learning organizations
Learning organizations have the nature of promoting leadership and learning at all levels as an organization consist of hierarchy. Learning organization ensures optimal level of accountability for its actions as individuals tend take more responsibility. There are number of organizations (both public and private) who have adopted this approach and they have resulted in a more responsible environment as responsibility of individuals increases in accordance with the level of more strong and clear accountability.
Benefits
Such organizations have also concluded that they build up true contributed leadership, as every individual is a responsible employee of the organization working towards a common perspective, discovering probabilities and taking ideas that however frame well into the general premeditated trend. However to achieve this, learning organization creates a strong association of relationships and peer support rather than demands. Allowing learning surroundings notify business strategy by skimming advantage of contributed cleverness throughout the organization. The wholly engage external and internal stakeholders by reacting to factors or problems pointed out by stakeholders; they are responsible for the change in the behavior of the organization through attitude change and mindsets of the employees working within the organization and lastly, they support to incorporate sustainability thinking into the ethnicity of the organization.
The impact
Organizational learning is far more than individual learning for obvious reasons as for a successful organization all the activities are to be done and solved by people working together with a common goal. Organizational learning begins through the communication and interface of workers in teams and groups of different sizes and culture.
Characteristics of such implementation
Characteristics of organizational learning are that it is a developing process in the view that its result cannot be predicted and it’s more than the split distributions of employees in an organization. Thus, organizational learning needs the accurate type of environment to prosper, one that enables space and time for indication on past actions and results and is ready to acknowledge some unpleasant facts and truths and one that is not guilt custom in the view that errors are intolerable.
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