Scribd
Upload
221 views1 page

Peter Senge

Peter Senge is a senior lecturer at MIT Sloan School of Management known for developing the concept of a learning organization. He authored The Fifth Discipline: The Art and Practice of The Learning Organization which outlines five disciplines of a learning organization: system thinking, mental models, team learning, personal mastery, and shared vision. Senge's learning organization theory emphasizes that people should continually expand their capacity through learning and that organizations should prioritize team learning over individual learning to maintain innovation and solve problems through a systems thinking approach.

Uploaded by

Hanif Halimz
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
221 views1 page

Peter Senge

Peter Senge is a senior lecturer at MIT Sloan School of Management known for developing the concept of a learning organization. He authored The Fifth Discipline: The Art and Practice of The Learning Organization which outlines five disciplines of a learning organization: system thinking, mental models, team learning, personal mastery, and shared vision. Senge's learning organization theory emphasizes that people should continually expand their capacity through learning and that organizations should prioritize team learning over individual learning to maintain innovation and solve problems through a systems thinking approach.

Uploaded by

Hanif Halimz
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 1

PETER SENGE

Born in 1947 in Stanford,California


Senior lecturer in MIT Sloan School Group 4 1. Organizational imperatives
Theory can only be accomplished in a
of Management
Founder SOL few cases under capitalist system.
Author of The Fifth Discipline: The 2. Sophistication and disposition
Art and Practice of The Learning Persons targeted lack motivation or
Organization conceptual framework to really put it
into practice.
Developed the notion of a learning
organization
Criticisms & 3. Politics and vision
Disadvantages Theory is not completely grounded in
political or moral framework.
4. Lack of direct leadership
Leadership that passive is not
capable of getting the task

Learning Organization
Five Disciplines of performed.

People continually expand


their capacity create true
Learning Organization
desire.
Five disciplines : System 1. Improved collaboration
thinking, Mental Models, Contribution & 2. Knowledge Sharing
Team Learning, Personal 3. Maintaining Innovation
Mystery, Shared Vision. Benefits 4. Problems Solving

System Thinking
Personal Mastery
Shared Vision Team Learning The last part of the learning organisation idea
Learning is the only component of Mental Models is systems thinking.
achieving personal mastery. The shared vision in the
In organisations, company should shape The concept of a learning An approach to problem solving that takes
In organization, a person has organisation must be developed
its employees' mental models the way in organisation can only be successful if into account the whole system rather than by
achieved personal mastery when through engagement with
which employees conceptualise the norms an organisation prioritizes the team's dividing them.
he/she has dedicated themselves employees, not with the
and value of the organizations. learning over the learning of an Teams and individuals can use systems
wholly to learning about the project organisation itself.
Getting people on a same page can make a individual. thinking to look for improvements that will
or task given. organisation should create an
huge difference for an organization to To prioritise individual learning, last, as opposed to applying a temporary
environment where people can
achieve their goals organizations often embraced solution.
grow personally
practises that includes transparency
and removing artificial barriers to
knowledge sharing

You might also like