Peter Senge’s Five Disciplines
1.0 Introduction
Peter Senge was born in 1947, and he graduated in an engineering Stanford and then undertake a Master in Social Systems modelling at MIT (Massachusetts Institute of Technology) and after that he completed his PhD on Management (Mark,2001). According to Peter Senge , learning organizations are “ Organizations where people continuously expand their capacity to create the results they really want , where expanded and new patterns of thinking are developed, where collective goal is set free, and where people are continuously learning to see the whole together”.
The basic needs for such organization is that in situations of continuous change only those are adaptive, flexible and productive will succeed. In order for this to happen, organizations need to find out how to get people’s capacity and commitment to learn at all levels. According to Peter Senge, learning gets to the heart of what it is to be human, and be able to re-create. This applied to both organizations and individuals. For a learning organization it is not enough to survive and “adaptive learning” is important and necessary. But for a learning organization, “generative learning” must be joined with “adaptive learning”, learning that enhances the capacity to create (Mark,2001).
The dimension that differentiates learning from more traditional organizations is the mastery of certain basic disciplines. The five that Peter Senge identifies to be leading to innovative learning organizations are:
(a) Systems Thinking (b) Personal Mastery (c) Mental Models (d) Building Shared Vision (e) Team Learning (Mark,2001)
2.0 The Usefulness of Peter Senge’s Five Disciplines As a Tool in Helping Managers
(a) Systems Thinking
It is an idea of the learning organization developed from a body of work called systems thinking. This is a conceptual framework that allows managers to educate their employees to study businesses as bounded subject. Managers use this method when assessing
Peter Senge was born in 1947, and he graduated in an engineering Stanford and then undertake a Master in Social Systems modelling at MIT (Massachusetts Institute of Technology) and after that he completed his PhD on Management (Mark,2001). According to Peter Senge , learning organizations are “ Organizations where people continuously expand their capacity to create the results they really want , where expanded and new patterns of thinking are developed, where collective goal is set free, and where people are continuously learning to see the whole together”.
The basic needs for such organization is that in situations of continuous change only those are adaptive, flexible and productive will succeed. In order for this to happen, organizations need to find out how to get people’s capacity and commitment to learn at all levels. According to Peter Senge, learning gets to the heart of what it is to be human, and be able to re-create. This applied to both organizations and individuals. For a learning organization it is not enough to survive and “adaptive learning” is important and necessary. But for a learning organization, “generative learning” must be joined with “adaptive learning”, learning that enhances the capacity to create (Mark,2001).
The dimension that differentiates learning from more traditional organizations is the mastery of certain basic disciplines. The five that Peter Senge identifies to be leading to innovative learning organizations are:
(a) Systems Thinking (b) Personal Mastery (c) Mental Models (d) Building Shared Vision (e) Team Learning (Mark,2001)
2.0 The Usefulness of Peter Senge’s Five Disciplines As a Tool in Helping Managers
(a) Systems Thinking
It is an idea of the learning organization developed from a body of work called systems thinking. This is a conceptual framework that allows managers to educate their employees to study businesses as bounded subject. Managers use this method when assessing