Today learning and continuous learning has become an indispensable element for growth andsustainability. But organizations fail to realize that along with other objectives of business likeprofit maximization, competition, customer satisfaction etc., learning of the people within theorganization and the organization as a whole is also very essential. Problems like attrition, losses,poor performance are faced by organizations because important aspects like the development ofnew knowledge and insight that have the potential to influence behaviour are neglected.
Alsoorganizations do not realize the right time of implementation of processes or systems whichwould add up to the growth of the organization.In human beings as well as in organizations, learning and change are usually inseparable;learning changes us while change requires learning. It is essential that organizations change overtime to insure their growth and long-term survival. Organizational change is facilitated by acontinual learning process that is varied and complex.
In this context, learning facilitates change in behaviour that leads to improved performance.Therefore, organizations must pursue the integration of learning processes, behaviour change,and performance improvement in order to adapt to an ever-changing environment. A learningorganization with a culture of openness, collaboration, trust, authenticity, proactivity, autonomy,confrontation and experimentation (OCTAPACE) will always have a sustainable development.”Organizations where people continually expand their capacity to create results they truly desire,where new and expansive patterns of thinking are nurtured, where collective aspiration is setfree, and where people are continually learning how to learn together”- SengeThis paper exhibits various theories of a learning organization and to identify whether theorganization under study is a learning organization and its correlation between the elements ofOCTAPCE.