外国的当地语言。
Socio-cultural factors- organizations are working in a society and it is for the society. So it should take utmost care in taking any business action upon the society. It should not hurt the beliefs, morals, ethics, customs and values.
社会文化因素——组织在一个社会中工作，是为了社会。因此，它在对社会采取任何商业行动时都应该格外小心。它不应该伤害信仰、道德、伦理、习俗和价值观。
Workforce diversity- there are diverse kind of employees like young and highly educated people, female employees, married female workers etc. and there should not be any discrimination among them.
劳动力的多样性-有各种各样的员工，如年轻人和受过高等教育的人、女员工、已婚女员工等，他们之间不应存在任何歧视。
Management of human relations- the new young workforce is more intelligent and conscious than their predecessors. So it becomes more tough while motivating and creating employee commitment.
人际关系管理——新的年轻劳动力比他们的前任更聪明、更有意识。因此，在激励和创造员工承诺的同时，这变得更加困难。
Even if these challenges are there in the learning organization it will not  have a much deeper effect in those organizations because the learning organizations are ready to make changes and improvements. But to make changes and improvements, the managers should have to make greater effort and have to improve themselves at various levels.
即使这些挑战存在于学习型组织中，也不会对这些组织产生更深层次的影响，因为学习型组织已经准备好做出改变和改进。但要做出改变和改进，管理者必须付出更大的努力，并在各个层面上提高自己。
British Airways and Southwest Airlines 英国航空公司和西南航空公司
British Airways is one of the largest airlines in the Europe and also leading airlines in the United Kingdom. British Airways and Southwest Airlines, both are learning organizations in the real sense. But they make innovations and changes in various manners. British Airways made a business strategy of investing in people and products and developed a strong customer base. The main factors behind the successful functioning of British Airways are that it has a strong U.K based network, it understand the customers more than its competitors, the brand popularity and above all the teamwork among its employees (Beiske, 2007) British Airways as an established and popular brand, need not make more changes continuously. They make changes in the overall strategy while there are any external or internal shocks. So in the case of British Airways, the concepts of learning organization and continuous improvement have only less importance. Southwest Airways on the other hand, makes changes and improvements continuously even though they are also functioning successfully. It can be found that for an organization to be successful it may not be a learning organization. Even though in today’s fast changing world, the importance of learning organization increasing, there are criticisms also against the concepts of learning organization and continuous improvement. For instance, considering the case of British Airways, it is not a learning organization but it is marginally successful in its overall functioning.
英国航空公司是欧洲最大的航空公司之一，也是英国的领先航空公司。英国航空公司和西南航空公司都是真正意义上的学习型组织。但他们以各种方式进行创新和改变。英国航空公司制定了投资人员和产品的商业战略，并发展了强大的客户群。英国航空公司成功运作的主要因素是，它有一个强大的英国网络，它比竞争对手更了解客户，品牌知名度，最重要的是员工之间的团队合作英国航空公司作为一个成熟和受欢迎的品牌，不需要不断做出更多的改变。当存在任何外部或内部冲击时，他们会对整体战略进行改变。因此，在英国航空公司的案例中，学习型组织和持续改进的概念的重要性只会降低。另一方面，西南航空公司不断做出改变和改进，尽管它们也在成功运作。可以发现，一个组织要想成功，它可能不是一个学习型组织。尽管在当今快速变化的世界中，学习型组织的重要性越来越高，但也有人对学习型组织和持续改进的概念提出了批评。例如，考虑到英国航空公司的情况，它不是一个学习型组织，但在整体运作方面略有成功。
Conclusion 结论
With this report it can be concluded that the concept of learning organization is becoming popular in the 21st century. The case of Southwest Airways is a best example for a learning organization which makes success. As the world today is changing continuously the importance of continuous changes and improvements in the organizations are becoming essential. HRM has to make necessary changes by learning culture and it has to ensure the development of the organization. The HRM models used by different organizations are different. The two HRM models developed by the Harvard and Michigan universities are explained in this report. Harvard HRM model gives more importance to its employees than any other resources but Michigan model gives equal imp
