nal organizations, shared vision is not commonplace, because little or no effort is made to internalize or understand the firm’s mission. Shared vision is, however, a cornerstone of learning organizations because it requires a common view of learning by all types of members from top to bottom in an organization. This discipline also helps the organizations allocate its various kinds of resources towards its objectives (Beiske, 2007).
学习型组织是指“人们不断扩大能力，创造他们真正想要的结果，培养新的、广泛的思维模式，释放集体愿望，人们不断学习如何共同学习的组织”。从这个定义我们可以理解，学习型组织是一个团队和组织过程，而不是个人，它是一个连续的、永无止境的过程。对于一个学习型组织来说，制定创造性的、更好的学习方式并提高其绩效是至关重要的。它成为与人类和环境共享信息以及交换和传播信息的持续过程的一部分。学习型组织与传统组织完全不同，因为它有能力不断做出改变。组织学习理论强调组织内部政策和程序对外部后果的重要性，即使这些后果是积极的或消极的，企业也会从经验中学习。学习与获取信息的关系很小，它只是一个提高能力的过程。学习是为了实现组织过去无法实现的新的发展。因此，学习型组织的原则假设是，如果向个人学习的部分得到改善，组织绩效也会得到改善。Senge在他的观点中确定了对学习型组织的发展至关重要的五个学科。这些学科是学习型组织和传统组织背后的区别因素。这些学科包括个人掌握、心理模型、共同愿景、团队学习和系统思维。个人精通试图获得他们从活动和经历中获得的学术专业知识和效率。心理模型关注的是个人的基本世界观，它被结构、经验、文化和信仰体系所强化。该模型指导和指导人们做出决策，并用于过滤想法和可能性。共同愿景是员工的集体观点，源于他们对组织使命的理解。在传统组织中，共享愿景并不常见，因为很少或根本没有努力内化或理解公司的使命。然而，共享愿景是学习型组织的基石，因为它需要组织中所有类型的成员从上到下对学习有一个共同的看法。这一准则也有助于组织为实现其目标分配各种资源。
Team learning enables the members of an organization in expanding their perspectives, fostering their knowledge, deepening their comprehension power and will make a better sense of self. Team learning helps employees improve collaboration, communication and co-operation, as well as view other organizational members as learning resources (Pettingar, 2002).
团队学习使组织成员能够扩展他们的视角，培养他们的知识，加深他们的理解力，并将更好地自我认识。团队学习有助于员工改善协作、沟通和合作，并将其他组织成员视为学习资源。
In the case of system thinking, the members of a learning organization have to think in a strategic way about every aspects of an organizational life, which include the organization’s role in achieving its business objectives, its mission and strategy, and its structure, culture and managerial practices. Thus, a learning organization as it continuously examines the external and internal pressures, influence every part of the organization it proves helpful. Moreover, system thinking requires reflectivity on the part of leaders, managers and employees for the purpose of improving understanding and action.
在系统思维的情况下，学习型组织的成员必须以战略的方式思考组织生活的方方面面，包括组织在实现其商业目标中的作用、使命和战略，以及其结构、文化和管理实践。因此，一个学习型组织在不断审视外部和内部压力时，会影响组织的每一个部分，这是有帮助的。此外，系统思维要求领导者、管理者和员工进行反思，以提高理解力和行动力。
Importance of learning organization in the 21st century 学习型组织在21世纪的重要性
As the world is changing day by day, each generation has to adapt and make changes in a very limited time. Thus continuous learning is essential for survival and success in today’s world. Technological change is having a tremendous impact on all our lives. Today, society is far more sophisticated than the world in the earlier days. As technological changes are in a fast manner, it becomes more difficult to predict the future developments and plan for the future changes (Gilley, 2000). In order to cope up with the changing world we have to change our activities and ideas according to the changing world. Successful people have the ability to and are prepared to change and adapt. All successful people are learners; likewise successful organizations too are learning organizations. Learning organizations alone can make improvements and they never become stagnant. Although organizations are learning and adapt to change they are so slow in making changes. Successful organizations consider change and development as the most important factor which determine their success (Gilley, 2000). Learning organizations have the capability to control the external pressures rather than be a slave to it. If an organization is a learning organization it will reduce the staff turnover and it will become more attractive to potential employees. Learning process will enable the organization to respond to the changes and new situations more quickly than its rivals. The ability of the organization to focus on organizational goals and secure staff commitment to their achievement will lead to far greater efficiency and a bet
