How to Write a Summary of an Article? Personal Learning Paper for Organizational Behavior Besides listing my biggest take away, I hope to be able to create a development plan that would help me learn and hone these essential soft skills.
Building shared vision Team learning He adds to this recognition that people are agents, able to act upon the structures and systems of which they are a part. It is to the disciplines that we will now turn.
The Fifth Discipline provides a good introduction to the basics and uses of such theory — and the way in which it can be brought together with other theoretical devices in order to make sense of organizational questions and issues.
It is the discipline that integrates the others, fusing them into a coherent body of theory and practice ibid.: However, it is necessary to highlight one or two elements of his argument.
First, while the basic tools of systems theory are fairly straightforward they can build into sophisticated models. Peter Senge argues that one of the key problems with much that is written about, and done in the name of management, is that rather simplistic frameworks are applied to what are complex systems.
We tend to focus on the parts rather than seeing the whole, and to fail to see organization as a dynamic process. Thus, the argument runs, a better appreciation of systems will lead to more appropriate action.
We tend to think that cause and effect will be relatively near to one another. Classically we look to actions that produce improvements in a relatively short time span.
However, when viewed in systems terms short-term improvements often involve very significant long-term costs. For example, cutting back on research and design can bring very quick cost savings, but can severely damage the long-term viability of anorganization.
Part of the problem is the nature of the feedback we receive. Some of the feedback will be reinforcing or amplifying — with small changes building on themselves. Thus, we may cut our advertising budgets, see the benefits in terms of cost savings, and in turn further trim spending in this area.
An appreciation of systems will lead to recognition of the use of, and problems with, such reinforcing feedback, and also an understanding of the place of balancing or stabilizing feedback.
See, also Kurt Lewin on feedback. The systems viewpoint is generally oriented toward the long-term view. They only come back to haunt you in the long term. The five disciplines can be approached at one of three levels: Each discipline provides a vital dimension.
Individual learning does not guarantee organizational learning. It goes beyond competence and skills, although it involves them. It goes beyond spiritual opening, although it involves spiritual growth ibid.: Mastery is seen as a special kind of proficiency.
It is not about dominance, but rather about calling.
Vision is vocation rather than simply just a good idea. People with a high level of personal mastery live in a continual learning mode. But personal mastery is not something you possess. It is a process. It is a lifelong discipline.
People with a high level of personal mastery are acutely aware of their ignorance, their incompetence, their growth areas. And they are deeply self-confident. It has deep echoes in the concerns of writers such as M. Scott Peck and Erich Fromm Aspects Of Organizational Learning: Four Reflective Essays Abstract This thesis presents my responses to questions posed by four professors with whom I studied while.
Organization-wide collaboration can breathe new life into a company and reinvigorate employees. Sharing new ideas and knowledge lets others see things from different perspectives, spurs their own work in new directions, and moves the organization forward (Contactzilla, n.d.).
Simply because an organization scores itself highly in a certain area of learning behavior or processes does not make that area a source of competitive advantage. Peter Senge and the learning organization.
Peter Senge’s vision of a learning organization as a group of people who are continually enhancing their capabilities to create what they want to create has been deeply influential.
Kolb’s Experiential Learning Model. David Kolb is a Professor of Organizational Behavior at Case Western Reserve University who popularized experiential learning as the most efficient method for mastering new concepts.
Organizational Dynamics' domain is primarily organizational behavior and development and secondarily, HRM and strategic management.
The objective is to link leading-edge thought and research with management practice.