The manner by which organizations value their workforce has been shown to impact learning within organizations (Confessore, 1997; Marsick & Watkins, 2010; Weldy & Gillis, 2003). Leadership is faced with a multitude of options to facilitate learning (Cho, 2002; Confessore & Kops, 1998), and employee learning has been linked to optimizing performance (Bierema & Berdish, 1999). The purpose of this study is to explore the relationship between employees' perceived self-directed learning within their work environment, as well as employees' perceptions of Senge's (1990) five learning organization constructs: personal mastery, mental models, team learning, shared vision, and systems thinking. This survey study seeks to examine a target sample of employees in a specific division of an organization regarding their perceived level of self-directed learning and to determine which, if any, of the five disciplines best facilitates the process by which a company becomes a learning organization. The research questions will be tested in the context of an existing high-tech telecommunications company. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]