In his book The Fifth Discipline, Peter Senge emphasizes his model of a ‘learning organization,’ which he defines as ‘an organization that is continually expanding its capacity to create its future.’ A learning organization excels at both adaptive learning and generative learning. Senge describes five disciplines that are necessary for a learning organization. ‘Learning organization’ is a catchphrase covering the ideal of an organization built on vision, teamwork, openness, flexibility, ability to act under changing conditions, and so forth and so on. It is an organization where people don’t just promote their limited region and privileges, but where they take risks and responsibilities for their shared future, working on creating maximum synergy and maximum ability to deal with the whole state of affairs. The five disciplines are: team learning, building shared vision, mental models, personal mastery, and systems thinking.
Team learning is the proficiency of a group of people to halt their theories and assumptions and freely think together. That involves dialogue in the true meaning of the word, as a flow of meaning. It means going beyond personal defensiveness and presenting ideas openly, even when one is going out on a limb. Building shared vision means members of a group truly share their pictures of the future, if they are excited about what they are creating together, then they will act out of inner motivation and will voluntarily go out of their way to contribute. Mental models consist of being capable of identifying previously hidden mental models or assumptions, bringing them out in the open, and working with them. Going beyond simply holding on to one’s beliefs as conclusive, examining which models one is actually operating on.
The Term Paper on Understanding and Applying the Benefits of Learning Organizations
With today’s increasing challenges created by diversity and proliferation of information, organizations are continuously adapting to address these developments and relate these trends with the overall objective of promoting its values and principles. At the same time, there has been a commitment among institutions and organizations to bridge the gap brought about by cultural differences and ...
Personal mastery means working on developing one’s vision, one’s abilities, and one’s focus of energy on a personal level. It is a divine inner drive to practice mastery, to be the best that one can be. Systems thinking is the fifth discipline. It is the ability and practice of examining the whole system on a regular basis, rather than just trying to fix certain problems. It is also using the conceptual framework and tools of systems thinking to clarify the full patterns and to understand how to effect the most change. Senge’s five components of a learning organization all work together.
Personal mastery, shared vision, team learning, and mental models lay the groundwork for the organization. And systems thinking is the glue that makes it together. In order for the learning organization to work, each of the five disciplines must be developed at the same time and incorporated with one another. Applying Senge’s model to the typical corporate mission of ‘increasing shareholder value’ is perceptive. The Fifth Discipline calls this vision limited, since it does not consider what leads up to the increase in shareholder value. The typical corporate mission limits the organization’s thinking to only one part of a problem.
As an example, Senge states that a more ‘enlightened’ corporate mission would include customer service and treatment of employees in its focus. The Fifth Discipline was a very insightful book to all different types of people from all walks of life. It doesn’t just help businessmen and women out. This book can be followed by everyone. While Peter Senge doesn’t present any quick fixes, he provides new language and tools that can help turn your organization into a learning organization.
