What is 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.

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The Nature of Organizations
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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:

LESSON NOTES
The learning organisation 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 to:
- Chris Argyris, and his 1978 book ‘On Organizational Learning‘
- 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 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 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 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
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.

RECOMMENDED EXERCISE
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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)

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[ManagementCourses]

The idea of a Learning Organization - where everyone continually learns and develops - is naturally close to our heart, at Management Courses. After all, our tag line is 'Keep Learning'. Thank you for watching - please do like, subscribe, and hit the notification bell.

[mrinalkrant]

00:02 Peter Senge researched the learning organization concept.
00:55 Learning organization emphasizes continuous learning for competitive advantage
01:46 Senge described the five components of personal growth and necessary disciplines for a learning organization.
02:36 Mental models and shared vision are key in a learning organization.
03:25 Peter Senge's Learning Organization emphasizes vision and commitment.
04:14 Learning organizations work on complex problems with multiple perspectives
05:08 Learning organization embraces complexity
05:55 The Learning Organization is a model for team working and achieving results.
Crafted by Merlin AI.

[nestlielibradilla]

It is a base concept of the learning organization. It means that managers decision taken by the organization and their consequences are correlated to one another.
a. Team Learning
b. Shared vision
c. System Thinking
d. Mental Models

[HenglyIng]

🎯 Key points for quick navigation:

00:00 *Senge's research learning*
00:28 *Learning organization defined*
01:00 *Competitive advantage learning*
01:29 *Concept not new*
01:56 *Five disciplines explained*
02:09 *Personal mastery importance*
02:24 *Gap fosters creativity*
02:38 *Mental models explained*
02:53 *Informed decisions action*
03:06 *Shared vision inspires*
03:21 *Vision drives commitment*
03:33 *External imperative commitment*
03:46 *Team learning emphasized*
04:00 *Discussion and dialogue*
04:25 *Effective team collaboration*
04:41 *Systems thinking importance*
05:08 *Complexity understanding recommended*
05:35 *Learning embraces complexity*
06:02 *Other models mentioned*

Made with HARPA AI

[FelicityDwyer]

Thanks Mike, I’ve always found Senge’s ideas inspiring, and enjoyed hearing your articulation of the five disciplines of a learning organisation.

[nestlielibradilla]

please help whats the answer of this question
It is an important characteristic of a learning organization as it provides common goal to the members of organization.As a result they felt motivated to learn to achieve a goal.
a. Team Learning
b. Shared Vision
c. System Thinking
D. Mental Models

[nestlielibradilla]

The concept of a learning organization can only become successful if a company focuses on the learning of the whole team rather than the learning of individual.
a. Team Learning
b. Shared vision
c. System Thinking
d. Mental models

[jakubvasak]

I would like to appreciate the high quality level od your videos. It is not just very understandable. The visuals, the comments, the structure of the video - it is just very good. Furthermore, it sheds light on the topics that are important to me.

I hope that you are satisfied what you are doing - it seems awesome to me (even though the "view numbers" are not very high). Do you have any other job or employment?

[urbanlegendsandtrivia]

Hello again. I am currently studying neuroleadership online at the graduate school level at American Public University. This week we are juxtaposing the Senge model from 2006 versus the Kouzes and Posner model from 2007. Do you have any thoughts on comparing and contrasting the two models? Thank you.

[rajendraborade]

Dear sir,
Will you please make a video on the book Rethinking the fifth discipline .

[shamailahassnain]

It's good review. Very easily described by you

[LetsCelebrateTV]

I a not sure as a manager and motivator that all of these are accomplishable. For me Team Learning is what I strive for in my technical group every day. Through standups, debriefs, triages, it can be done, one you practice blameless problem solving.