Abstract
The purpose of the article is to develop a model that highlights how action learning results in benefits for individuals, management and the organization. Model is developed through extensive review of existing literature while the main focus was on case studies. It was found that action learning results in benefits at all levels in the organization. Action learning programs in the  organization would result in creative problem solving, raising employee voice, creating organizational change, forming a learning organization. Little research is available on the implication of action learning in the organization. The present study seeks to contribute to the gap in existing literature by proposing a model that details on how action learning affects individuals, management and the organization.
KeyWords: Action Learning, Organizational Change, Employee Voice