This author defines learning as the vehicle that allows the individual to create their own reality and its future. In this sense, we might interpret the epistemological postulates of the Theory of Organizational Learning Senge (op cit), is located in the constructivist paradigm. Likewise, introducing the concept of learning organizations as a synonym for learning organizations, as follows: "… We can build intelligent organizations, organizations where people continually expand their ability to create the results you want, where they grow new and expansive patterns of thinking, where collective aspiration is set free, where people are continually learning to learn together "(p. 61). Similarly, describes learning organizations are those that learn and continually expand their capabilities and creative potential. In this context, conceived as the process of learning, action to incorporate new skills that enable to achieve objectives, which were hitherto out of reach, (Senge, 2000). In this way groups organize and build a common history of interpersonal dynamics, communication mechanisms, ways to solve problems, and mode group commitment to address the problems identified, their vision and joint planning.

Channel involves individual actions, group and institutional workplaces flexible, adaptable and successful, improving the quality of life of individuals and the institution. The process of learning in learning organizations, is ongoing, focusing on the problems linked to the context and affecting all members of the organization. The completion of this learning, which passes through the involvement of people, is the attention to five aspects or disciplines that work together and relate to the capacities of members of the organization and the characteristics.