Two types of Feedback Loops

BACKGROUND

This involves analyzing Skype's feedback loops and organizational learning opportunities.
I want you to take a look at the feedback loops in Skype, Inc.

REQUIRED READING:
While most of models of organizational diagnosis that we have been exposed recognize the existence of feedback loops, none of them really offer a thorough discussion of the complexity of feedback or how it can be used to promote organizational improvement and development. To get a better view of this topic, turn to the work on systems thinking and organizational learning. Much of this literature is based on the work of Peter Senge whose seminal book The Fifth Discipline popularized the notion that organizations are capable of learning.
In all of the readings, pay particular attention to the two types of Feedback Loops: Reinforcing Feedback that causes growth and Balancing Feedback that provides stabilizing effects.
This first reading is a good overview.
Bellinger, G. (2004) Introduction to systems thinking. Retrieved from http://www.systems-thinking.org/intst/int.htm on 2/20/12.

This second reading is quite long and reviews much of the work in the area of learning organizations. Read it all if you like, but the most relevant part is part VI, which covers systems thinking:
Larsen, K., McInerney, C., Nyquist, C., Santos, A., & Silsbee, D. (1996) Learning Organizations (Part VI: Systems Thinking) Retrieved from
http://leeds-faculty.colorado.edu/larsenk/learnorg/index.html

ASSIGNMENT:
Identify one Balancing Loop and one Reinforcing Loop. These feedback loops should be critical to Skype's performance and success. So you should have a good idea of what these are from your previous analysis.

Explain each one of these loops - what are the causal factors and how do they affect each other. For the Reinforcing loop, you should look for an area where there is growth and for the Balancing loop, you need to look for goal behavior. Once you have identified and explained these critical feedback loops, you need to identify how Skype has generated organizational learning, AND how they can go further and generate additional organizational learning. What do they need to do to improve their performance further?

EXPECTATIONS
This is what I need your help with to compare with my analysis:
Determine the two critical feedback loops. Describe each Feedback Loop that you identify in your organization and explain why you selected them. Make sure you explain the Loop, the cause and effect process within the Loop. You could also include a Causal Loop Diagram. If you do, show the arrows and direction of effect (+ or -). Also, determine what the warrant is for your case.
Briefly discuss the theory of organizational learning so that you provide a summary of this information to the executives - establish this as common ground.

Identify the learning activities in each feedback loop that Skype has already taken.
Then identify the opportunities for organizational learning in each Feedback Loop. Make a Case that these are learning opportunities. Logically show how the feedback process provides an opportunity for the organization to learn and improve its performance. Be precise. Depth and breadth in your discussion is always a good thing.