Peter Senge’s Learning Organization
Peter Senge wrote best-selling book, ‘The Fifth Discipline: The art and practice of the learning organization‘. This book has been rated by Harvard Business Review as one of the seminal management books. And his big idea was the Learning Organization.
The Fifth Discipline: https://geni.us/ZrUvYi
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The Nature of Organizations
This video is part of course module number 6.1.2
Program 6: Managing within Organizations
Course 1: The Nature of Organizations
Section 2: Organizational Models
Other videos in this section include:
🎬 Edgar Schein’s Two Organizational Cultures – https://youtu.be/9C64CXJw83E
🎬 Henry Mintzberg’s 4 plus 2 Organizational Types – https://youtu.be/JmvYcskjh3E
🎬 Charles Handy’s Gods of Management – https://youtu.be/yClxu7dzmB4
🎬 Charles Handy’s Shamrock Organization – https://youtu.be/dGGKT0Mr_HA
🎬 Charles Handy’s Federal Organization Model – https://youtu.be/69AYxCvT7m4
🎬 Charles Handy’s Triple-I Company – https://youtu.be/gFRXiMkIg6k
🎬 The Matrix Organization Model – https://youtu.be/hJ9wbFgmtKM
🎬 Adhocracy – https://youtu.be/7QKm0Y3_Hr0
🎬 The Agile Organization – https://youtu.be/67NVUeFQMy4
🎬 Brian Robertson’s Holacracy – https://youtu.be/hz3khhOLT5E
🎬 Virtual Organizations – https://youtu.be/Hsovj2jPNPA
The learning organisation is one that encourages continued learning for both groups and individuals, as a source of competitive advantage.
People at all levels from shop floor to senior management will be continually developing their skill levels, knowledge and experience. It is like building an institutional ‘growth mindset’ by increasing the creative capacity.
Senge acknowledges his debts, especially to Chris Argyris, and his 1978 book ‘On Organizational Learning‘; and to Arie de Geus.
The term “Learning Organization’, which Senge has made his own, was coined in 1987 by Bob Garratt, in his book ‘The Learning Organization and the Need for Directors Who Think‘.
In The Fifth Discipline, Senge describes five core components of personal development.
The five means of development, that create a Learning Organization, are:
1. Personal Mastery
Individual, continuous, life-long learning. Senge also argues that spirituality allows us to understand the tension between reality and vision. He suggests this is the source of creativity.
2. Mental Models
We have implicit mental models of our world and our organizations. These are the sets of assumptions, generalizations, or internal images of how the world around us works. We use them to interpret events. Our decisions and judgement are only as good as the qualities of our observation and our mental models.
3. Shared Vision
When team members create a vision that they share and jointly own, it brings them together. It is a basis for creativity, and readies them for change.
4. Team Learning
Group development will outpace individual development in driving team performance. Senge also distinguishes between dialogue (an exploratory process) and discussion (a process for narrowing and selecting from options). By working together, a team can tackle complex problems and bring multiple angles of insight to bear.
5. Systems Thinking
This is the ‘fifth discipline’. It requires us to see an organization as an interconnected whole, with a complex set of inter-relationships. Processes do not work as simple chains of cause and effect, but as complex interacting feedback loops that reinforce or counteract each other.
1. Whether or not your organization is a Learning Organization, what can you do to adopt these ideas into your own personal professional development? (3 MC CPD Points)
– Understanding Organizations https://geni.us/oB774Do
– Images of Organization https://geni.us/hrOemEs
– Inside Organizations: 21 Ideas for Managers https://geni.us/YwwL
– Gods of Management: The Four Cultures of Leadership https://geni.us/bpPeC5
Managers Need a Basic set of kit to do your job well. Here are my top recommendations: https://kit.co/MikeClayton/manager-s-work-kit (the links are affiliated)
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