The Fifth Discipline: The Roles And Concepts Of A Learning Organization

LEARNING ORGANISATION As been reviewed by Rohan Nagwekar, in The Fifth Discipline written by Peter Senge, Learning organization was defined as “a place where people continually expand their capacity to create results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free and where people are continually learning how to learn”. The core of a learning organisation’s work was based upon five learning disciplines and they represented lifelong programs of learning and practice of both personal and organisational as had been described by Senge. Keating (1995) summarised elements of a learning organisations that most commonly mentioned as a coordinated group effort in achieving commonly targets, horizontal networks of information flow as to bring expertise and links with external world and dynamic commitment to continuous improvement and to the dissemination of best practices all through the organisation. In addition, Keating also added that it is the ability to understand, analyse and use the dynamic system within which they are functioning. Other than that, learning organisation is defined as a group of people pursuing common purposes together with individual purposes with a collective commitment as to weight the
Learning organisations are embodied by the act of valuing and expanding these five disciplines as conceived by Senge (1990). He also defines the basic meaning of a learning organisation as a one that expanding its capacity continuously in order to create its future. There is no particular definition accepted generally. The concept of learning organisation is originated in systems thinking and typified by model of the five disciplines of a learning organisations made by Senge