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Peter Senges Learning

Organization

ALYSSA GRACIA

The Learning Organization


Adaptive Learning

Learning organizations are places 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. (Senge 2006, p. 3)

Five Basic Disciplines

1. Personal Mastery
2. Mental Models
3. Building Shared Vision
4. Team Learning
5. Systems Thinking

Personal Mastery

Connecting personal and organizational learning


Merging personal vision with current reality
Commitments between the individual and the

organization

Mental Models

Shared Vision

Developing shared images of the future


Genuine Vision

Team Learning
Group effectiveness > Individual position

Evolution of Dialogue

Free Flow of
Meaning
Discussion
Suspension
& Dialogue

Systems Thinking
Learning organizations are

interdependent
and

continuously changing

Application: NWSF

Step 1: Personal Mastery


Pass

Fail

Organizers did not follow through with


commitments
Little respect for participants needs

Application: NWSF

Step 2: Mental Models


Pass

Fail

Committee held personal assumptions


Participants were lectured
Disagreements surrounding diversity

Application: NWSF

Step 3: Shared Visions


Pass Fail
Lack of:
Structure

Decision-making

Reaching Goals

Application: NWSF

Step 4: Team Learning


Pass Fail
Lack of participation inhibits
group learning which is
hurtful to the organization.

Application: NWSF

Step 5: Systems Thinking


Pass Fail
Geographical area (NW)
too broad
Lack of time to reach goals
in large area

References

Eisenberg, E. M., Goodall Jr,, H. L., & Trethewey, A.


(2010). Organization Communication: Balancing
Creativity and Constraint (Sixth ed. , pp. 40-232).
Boston: Bedford/St. Martin's.
Senge, P. (2006). The Fifth Discipline: The Art and
Practice of the Learning Organizations. New York:
DoubleDay. Retrieved February 14, 2010