Learning Organisation By Peter M Senge

7/27/2019 Learning Organisation By Peter M Senge

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Learning Organization

Presented By:

Mansi Kothari PG12031

A Knowledge Management Presentation

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Over the long run, superior

performance depends on

superior learning.

- Peter M. Senge, leader of thelearning organization movement

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Peter M. Senge

PhD graduate from MassachusettsInstitute of Technology in Systems

Management

The Fifth Discipline 1990

Harvard Business Review identified it

as one of the seminal management

books 1997

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Learning Organizations areOrganizations 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 wherepeople are continually learning to see

the whole together.

- Peter M.Sen e

Learning Organizations

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Learning Organizations

Provide continuous learningopportunities

Use learning to reach their goals

Link individual performance withorganizational performance

Foster inquiry and dialogue, making itsafe for people to share openly and take

risks Embrace creative tension as a source of

energy and renewal

Are continuously aware of and interactwith their environment 5


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The Building Blocks

Systems thinking

Personal mastery

Mental models

Building shared vision

Team learning

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Systems Thinking

Is the fifth disciplineA body of work

Study businesses as bounded objects

Focus is on whole, not individual parts Understanding dynamic complexity,

not detail complexity

Interrelationships and change virtuous cycles in reinforcing

processes

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Personal Mastery

Commitment by an individual to theprocess of learning

Mastery means a special level of

proficiency Competitive advantage for an

organization

Should be practiced in daily life Individual learning transferred into

organizational learning

Long term self-development 8


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Mental Models

Assumptions held by individuals andorganizations

Deeply ingrained and influence how

we take action Institutional learning is the process

whereby people change their shared

mental models Create open culture

Unwanted values need to be

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Building Shared Vision

Creates a common identity

People excel and learn, not because

they are told to, but because they

want to Is picture of the future

Translate personal/individual visions

into shared visions Vision is not shared unless it has

staying power and evolving life-force

that lasts for years 10


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Team Learning

Accumulation of individual learning

Starts with dialogue and then ends in

a genuine thinking together

Group, not individual, discoversinsights

If patterns of defensiveness

unrecognized, they underminelearning

If patterns of defensiveness

recognized, they can actually 11


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The Building Blocks

Shared

Vision

Team

LearningMental

Models

Personal

Mastery

Systems

Thinking

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Conclusion

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Bibliography

http://www.4grantwriters.com/Peter_Senge_The_Fifth_Discipline_1_1_.pdf

http://www.vedpuriswar.org/book_revie

w/the_fifth_discipline.PDF http://infed.org/mobi/peter-senge-and-

the-learning-organization/

http://en.wikipedia.org/wiki/Learning_organization

http://www.businessdictionary.com/definition/learning-organization.html

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Thank YouSubmitted By:Mansi Kothari PG12031

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Learning Organisation By Peter M Senge