Peter Senge: Video Interviews Speaking specifically about management in his video interviews Senge believes that we don’t understand how we depend on other people all over the world‚ that we don’t "understand the nature of interdependance" (1). He also states that we don ’t understand the extent to which our choices influence other people. E.g. charging a phone can cause diminishing of fossil fuels/climate change. Our decisions although they may have a positive effect in the immediate short
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ending because individuals‚ organizations‚ and governments are realizing that its side effects are unsustainable. But endings are also beginnings. In The Necessary Peter Senge Revolution‚ Peter Senge and his coauthors share the guiding ideas that are essential for creating a more sustainable future: seeing systems‚ collaborating across boundaries‚ and moving from problem solving to creating. The book is full of stories and examples of individuals and organizations who are putting these ideas into
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Peter Michael Senge (born 1947) is an American systems scientist who is a senior lecturer at the MIT Sloan School of Management‚ co-faculty at the New England Complex Systems Institute‚ and the founder of the Society for Organizational Learning. He is known as author of the book The Fifth Discipline: The art and practice of the learning organization from 1990 (new edition 2006). Peter Senge was born in Stanford‚ California. He received a B.S. in Aerospace engineeringfrom Stanford University. While
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0 Learning Organization 0 1 Learning Organizations Introduction In a way those who work in a learning organization are “fully awakened” people. They are engaged in their work‚ striving to reach their potential‚ by sharing the vision of a worthy goal with team colleagues. They have mental models to guide them in the pursuit of personal mastery‚ and their personal goals are in alignment with the mission of the organization. Working in a learning organization is far from being a slave to a job
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The ‘Learning Organisation’ is a concept first described by Peter Senge as an organisation where people continuously learn and enhance their capabilities to create. It consists of five main disciplines: team learning‚ shared vision‚ mental models‚ personal mastery and systems thinking. These disciplines are dynamic and interact with each other. System thinking is the cornerstone of a true learning organisation and is described as the discipline used to implement the disciplines. In a learning organisation
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Learning Activity 5 – Final Project Nneka Cummings Empire State College BME-213704-01X-12SP2 - The Learning Organization Instructor: Prof. Pauline Chhooi June 11‚ 2012 2 I was not aware that I was employed by a learning organization until I took this course. A learning organization is one that encourages and promotes learning at all levels to empower employees and for the overall betterment and success of said organization
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Organizations in the United States are constantly changing. Some are changing for the better and others are changing for the worse. Those that are successfully changing are most likely considered learning organizations. These learning organizations are constantly learning and incorporating new knowledge into their everyday work. They all have a lot in common in the way they go about their day to day and long term operations. I would like to discuss some specific organizations and why they are considered
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I. INTRODUCTION The evolution of "Organizational Learning" has started in 1938 when John Dewey‚ in his book "Experience and Education"‚ publicized the concept of experiential learning as an ongoing cycle of activity. But‚ how did this concept emerge? Or‚ what does it really mean for the businesses? In order to understand this‚ we have to analyze the problems and needs. The core idea behind "learning organization" is that organizations of all kinds will not survive‚ let alone thrive‚ if they
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LEARNING ORGANIZATION According to Peter Senge (1990: 3) Learning organization are: “…organizations where people continually expand their capacity to create the 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 to see the whole together”. Senge argues that organizations should have the sort of culture which allows them to shape there own future to a far greater degree as been
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Learning Organization: Answer to Organizational Growth Introduction Organizations are established to fulfil various needs of the people. The organizational objectives could be achieved via the organization’s growth-oriented mechanism which is inevitable in today’s competitive world. However‚ the most important factor which needs to be taken into consideration towards achieving the objective is the people or staff members who directly have impact on the productivity of the product or services
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