For Martinez (1999), the organization is defined as a consciously coordinated social unit composed of two or more persons, who operate in a relatively constant to achieve a goal or set of common goals, and whose existence is guaranteed if it is people can communicate and are willing to work together to achieve a common goal. In this research, the organization is conceived as a social being, dynamic and complex, intentionally created to achieve certain objectives through human labor and material resources, possesses a structure and set in a context that has specific historical conditions that influence its development. Based on the above approach and considering the scenario faced by organizations in the twenty-first century, following the revolutionary advances in information technology, competition for resources, and the challenges of an increasingly informed society and applicant, Organizational Learning comes as part of the processes that are generated in organizations to meet such demands. Organisational Learning Definitions In this context, the Organizational Learning as an epistemological reference to be deepened and interpreted, is defined by different authors. For Robbins (1998), Organizational Learning is fundamentally a social activity where knowledge and skills are implemented, they are criticized and are integrated as opportunities to optimize learning and effectiveness in the workplace. Contributes an asset of the people who initiate processes through which explores build and discover new knowledge from daily work in the search for answers and solutions. For his part, Wick (1993) states that a learning organization improving steadily, rapidly creating and honing the skills required for success. .
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