Introduction

The world has become more interconnected and, as a result, conducting business is more complicated. Individuals are constantly discovering how to work together in a world business community to survive and are committed to higher levels of excellence in doing so (Galsworth, 2005). As a result, companies are transiting into learning organizations for sustainability. Organizational leaders, therefore, are creating an environment that embraces group learning practices. Company leaders are discovering new ways to inspire commitment and the capacity to learn from personnel at all levels in order to excel. The issues I will examine in this research will be, look at the methodologies that organizations incorporate to achieve higher levels of success by fostering a culture that facilitates the learning process, analyze how cultivating a climate of trust can support an environment that consists of decentralized decision making, and how integrating people, systems, and technology are utilized to achieve those goals. This research will also identify characteristics of ideal learning organizations, observable behaviors, barriers that prevent goal achievements, and scrutinize various strategies that are incorporated to help overcome these barriers. It will finally conclude that when it comes to what makes an organization successful, applying efficient systems to encourage the learning process is a key component that allows an organization to flourish. Characteristics

Learning organizations are experts at producing, acquiring, interpreting, transferring, and retaining knowledge specifically focused on the modification of behavior to reflect the new knowledge. One characteristic that organizations adopt as part of the learning paradigm is social learning. Social learning occurs where people receive knowledge from others, with others. It transpires inherently