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Learning Organizations - Senge |
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Five Disciplines |
Creating Learning Organizations: Summary of Senge's Disciplines. Abstract |
Peter Senge (1990) |
For Peter Senge (1990), change is teaming and learning is change. Thus, it is possible for organizations to learn to change because "deep down, we are all learners". In his book "The Fifth Discipline", Senge wants to destroy the illusion that the world is created out of separate, unrelated forces. When we give up this illusion, we can then build 'learning organizations', 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 how to learn together. Managers must learn to detect seven organizational 'learning disabilities' and use the "Five Disciplines" as antidotes to them. The five component technologies in the Five Disciplines model from Senge are:
All these 5 disciplines must be employed
in a never-ending quest to expand the capacity of the organization to
create its future. Learning Organizations are those that are able
to move past mere survival learning to engage in generative learning
- "learning that enhances are capacity to create". T I P : Here you can discuss and learn a lot more about learning organizations and Senge's 5 Disciplines. Compare with Senge's Five Disciplines: Organizational Learning | System Dynamics | Mechanistic and Organic Systems | Fourteen Points of Management | Eight Attributes of Management Excellence | Ten Principles of Reinvention | Theory XYZ | BPR |
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