| Organizational learning occurs anytime a group of people assembles. That learning can be harnessed and shaped to create an organization where individuals interact and are encouraged to achieve their personal best---a learning organization. Peter Senge (1990) proposes five disciplines associated with a learning organization: systems thinking, mental models, personal mastery, team learning, and shared vision. Other researchers suggest observable characteristics that can be mapped onto Senge's five disciplines to create a clearer picture of an operationalized learning organization. It is important to recognize these characteristics, not so organizations can measure themselves against them, but so they can begin to take inventory. When an organization becomes introspective it can identify, and act upon, areas that need improvement.; What does an organization that embraces these disciplines 'look' like? This study was conducted in order to observe and describe the ways in which Senge's five disciplines are realized at Ukrop's Supermarkets Inc. in Richmond, VA. Ukrop's was an ideal organization to examine for several reasons. They are a medium-sized, successful with a strong commitment to the community, a high level of involvement and a high approval rating. Additionally, they have built a very strong corporate culture with associates that report being highly satisfied.; Findings reveal that practice of the disciplines associated with organizational learning is a continuous process. Ukrop's was found to practice all five disciplines to some degree. Specifically, they were most successful in regards to shared values and most challenged by team learning and mental models. Recommendations are provided for improving Ukrop's practice of the disciplines, as well as broader recommendations for other organizations. Future research is recommended in regard to the specific disciplines as well as overarching issues. |
