The organization who learns centers in the management of the interchange of the knowledge at all the levels, hierarchic and functional of the company. This type of enterprise organization assumes that the accumulated knowledge in the employees single has value if flows, of individual to individual; of group to group; of organization to organization. Thus, the interchange of this knowledge is seen as a new form of capital, and its effective management provides the competitive advantage necessary to survive in the market.

The organization who learns is that that facilitates the learning of all its members and experiences in itself a continuous transformation. The organization who learns is a model, a philosophy, that can be implanted in all type of companies. In each one of them it will be different depending on the noticeable objectives and the used tools to carry out them.

The members of this type of organization share the vision of which the future day to day through continuous learning is constructed. For it it is necessary that all the workers know and share the objectives of the company.

The principle is in which the learning matters. It is necessary that the employees interioricen that is the management of its own knowledge which is going to provide to the company the advantage necessary to survive in the market. This as well creates the necessary sense of urgency for the continuous changes and movements.

Secondly, it is important the use of time and resources to communicate the new procedures of work based on the work in group, the cooperation, the discussion and the analysis. The communication also serves to interiorizar and to create the new organizacional, flexible and creative culture; one becomes, then, in one of the tools nails of the system.