Traditionally, learning organizations face certain constraints related to both exogenous and endogenous factors. In this paper, I model three well established constraints that employees face while being part of their organizations. These are in the tune of constraints on their natural behavior which is explicit, and two implicit constraints on their endeavor to acquire new knowledge and perform new actions. The implicit constraints which are elaborated, is related to their relative performance in acquiring new knowledge and by their consecutive actions based on the new knowledge gained. This paper, so forth, attempts to underline such limitations which the agents face under organizational culture and suggest possible strategic initiatives that would effectively counteract such binding limitations to stimulate positive performances from their end.