1.0 Introduction Peter Senge was born in 1947‚ and he graduated in an engineering Stanford and then undertake a Master in Social Systems modelling at MIT (Massachusetts Institute of Technology) and after that he completed his PhD on Management (Mark‚2001). According to Peter Senge ‚ learning organizations are “ Organizations where people continuously expand their capacity to create the results they really want ‚ where expanded and new patterns of thinking are developed‚ where collective goal is
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Peter Senge: Video Interviews Speaking specifically about management in his video interviews Senge believes that we don’t understand how we depend on other people all over the world‚ that we don’t "understand the nature of interdependance" (1). He also states that we don ’t understand the extent to which our choices influence other people. E.g. charging a phone can cause diminishing of fossil fuels/climate change. Our decisions although they may have a positive effect in the immediate short
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20 rEFLEctIoNS | V o LU M E 9‚ N U M B E r 2 reflections.solonline.org Book ExcErpt 9.2 The Necessary Revolution How We Got Into This Predicament Something important has happened in the last stage of the industrial era that sets it apart from the past: Globalization has brought a level of interdependence between nations and regions that never existed before‚ along with truly global problems that also have no precedent. The Industrial Age isn’t ending because of a decline in opportunities
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PERSONAL NOTES FOR PETER SENGE’S FIVE DISCIPLINES Personal mastery is the discipline of continually clarifying and deepening our personal vision‚ of focusing our energies‚ of developing patience‚ and of seeing reality objectively’ (ibid.: 7). It goes beyond competence and skills‚ although it involves them. It goes beyond spiritual opening‚ although it involves spiritual growth (ibid.: 141). Mastery is seen as a special kind of proficiency. It is not about dominance‚ but rather about calling. Vision
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Peter Michael Senge (born 1947) is an American systems scientist who is a senior lecturer at the MIT Sloan School of Management‚ co-faculty at the New England Complex Systems Institute‚ and the founder of the Society for Organizational Learning. He is known as author of the book The Fifth Discipline: The art and practice of the learning organization from 1990 (new edition 2006). Peter Senge was born in Stanford‚ California. He received a B.S. in Aerospace engineeringfrom Stanford University. While
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Five Disciplines of Organizational Learning Introduction Peter Senge described learning organizations as places where “people continually expand their capacity to create the results they truly desire‚ where new and expansive pattern thinking are nurtured‚ where collective aspiration is set free‚ and where people are continually learning to learn together. Each of these disciplines involves a body of theory and techniques that must be practiced in order for mastery to develop” (Senge 1990).
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is one of the five business disciplines that we have talked about in business 101 and I think that is the major that I am going to pursue. “Accounting is the measurement‚ statement‚ or provision of assurance about financial information primarily used by lenders‚ managers‚ investors‚ tax authorities and other decision makers to make resource allocation decisions between and within companies‚ organizations‚ and public agencies” (Wikipedia). Accounting is a key business discipline underpinning decision
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Exhibit: Five Forces Outline 1. Barriers to Entry—Medium to High for the following reasons: a) Economies of scale—the top three carriers (Federal Express‚ UPS‚ and Airborne Express) serve slightly more than 85% of the domestic express mail market. All three carriers deliver a high volume of packages‚ and thus‚ are able to spread fixed costs over more units. Also‚ each carrier has integrated technological systems that improved operational efficiency. In addition‚ intensive training programs
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Five Sins Of Management Discipline 1 Summary The article is a quick guide to the five most common errors managers and supervisors make when employee discipline is instituted. A dreaded process they all must face at some time‚ more often than not‚ the process is carried out in an ineffective way. This article identifies those errors and helps formulate an approach to discipline based on sound principles. Error #1: Discipline As Punishment Some managers believe that discipline should be a punishment
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Personal Statement # 2 “Every person has a creative side‚ and it can be expressed in many ways: problem solving‚ original and innovative thinking‚ and artistically‚ to name a few. Describe how you express your creative side.” Creativity is a very crucial quality to obtain. It can be expressed in many ways like problem solving‚ original and innovative thinking‚ and artistically. Therefore‚ everyone is different in their own unique way. For example‚ I convey my creative side by having a wild imagination
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