Daemo, A learning organization approach
Note : For a quick and short introduction to the concept you can watch this video then read the wikipedia page put as first reference.
Learning organization  is a concept put by Peter M. Senge at M.I.T to address the current problems facing organizations today that can’t be solved with the conventional way of thinking  Its envision is a new form of organization that learns and grows faster than its competitors and and hence competes in the market and create more competitive advantages as its members continuously learn  
The disciplines of learning organizations are : System thinking, Personal Mastery, Mental models, building shared vision, and team learning . In the current daemo we are somehow applying part of these disciplines, but in order to transform into a learning organization, all these disciplines need to be applied and function together.
Below is a detailed description on how these disciplines are applied into daemo :
1- System thinking"'
System thinking is the art of seeing the wholes, it’s a framework for seeing the interrelationships rather than things, for seeing pattern of change rather than static “ snapshots”  .
In developing daemo, we should understand how the prototype task, task authoring, the forum, boomerang system, open governance , task feed and the guilds are functioning together when They put in one system. and how the changing one of these parts would cause to affect the other. This requires understanding the big picture and change our current approach of developing the system that deals with each part in an isolated way from the rest.
2- Personal Mastery Is defined as the commitment by an individual to the process of learning  , learning means 1- workers building up news skills and expand their knowledge about the tasks  . and by applying micro-internship  2- Requestors learn how to create and author tasks 3- researchers learn and conduct researches on the field of online labour marketplaces. And all of them learn about the daemo itself and influence its future.
3- Mental Model
Is the the assumptions held by individuals and organizations, and the discipline of managing mental models-surfacing, testing and improving our internal picture of how the world work . By the “ world “ we mean the “ online labour marketplaces industry “.
Automatic and free access to information, research papers, statistics news about other platforms, direct input from professor Michael and links shared by all into slack, all this will act as tools to test and improve our mental model about the field .
Consultants on the leadership board will contribute to challenge the mental model as well .
4- building the shared vision
Daemo’s vision is to be a self-governed platform, where workers, requestors and researchers will work together to develop and advance the platform and to act as a sustainable and a resilient organization   this vision should be maintained in all our decisions.
5- Team learning
We can consider the leadership board as a the “ team” that govern daemo, a bigger team is all crowdresearchers, requestors and workers who are on daemo, in order for the team to learn they must master the practice of dialogue and discussion, hence, forum and slack should be designed to serve this goal.
1- learning organization, Wikipedia, retrieved 05.23.2016 .
2- Senge, Peter. M , The fifth discipline the art and practice of the learning organization, 2006.
3- O'Keeffe, T. 2002. Organizational Learning: a new perspective. Journal of European Industrial Training, 26 (2), pp. 130-141.
4- Hipsher, Brian; Grant Lindstrom; Don Parks (1997). "The Strategic Dilemma". Journal of Business and Society 10 (2): 184.
4- Argyris, Chris 1999. On Organizational Learning. 2nd Ed. Oxford: Blackwell Publishing.
5- arichmondfuller and yoni.dayan, http://crowdresearch.stanford.edu/w/index.php?title=Daemo_Learning_and_Skills.
6- Ryo Suzuki, Niloufar Salehi, Michelle S. Lam, Juan C. Marroquin, Michael S. Bernstein, Atelier: Repurposing Expert Crowdsourcing Tasks as Micro-internships.
7- M.Hashim , Daemo- A sustainable and resilient organization.
8- J.silver et all, Op/Gov Experiments.