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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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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1 “Discipline of Teams” Paper The purpose of this paper is to write a summery of the main topics presented in an article written by Katzenbach and Smith called “The Discipline of Teams”. This article was written to show how people‚ no matter what differences or backgrounds‚ can come together to function as a team‚ not just as a group of individuals. In order for individuals to work effectively together‚ they must be committed to the teams success and they must be able to trust each person within
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The Discipline of Teams 1. Executive Summary for this reading. The definition of the word team is often misused and all too often undermined. Most people think of a "team" as a group of people working together. This article explains that a team is much more than that. Teams have a common commitment and purpose‚ performance goals‚ complementary skills‚ and mutual accountability. Teams are usually a smaller group ranging from 2 - 14 people. Larger teams can be achieved but are more likely to form
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The Discipline of Teams What differentiates effective teams which enhances performance of a set objective? An effective team is a small group of individuals with complementary skills‚ having a clear objective and with a common purpose. Each individual in the team is accountable for the overall performance of the team and works for its best interest. There is a basic discipline that makes teams work. A team is more than the sum of its parts; its performance includes both individual results and a
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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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Wallace Performance Management Case Study - Five Coaching Power Words 06/25/13 Development‚ Building Relationships‚ Direction‚ Accountability and Results: What these five coaching power words mean to me. Development means to generate insights from within‚ develop an understanding of system dynamics‚ foster leadership qualities‚ enact immediate and lasting change‚ streamline and improve internal processes‚ promote consistent communication among global team members‚ identify and correct failed strategies
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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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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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I found the book The Five Dysfunctions of a Team very interesting. I have never really set down and thought about dysfunctions of a business or a team for that manner. This really hit home to me because as I kept reading I found that I had seen some of the dysfunctions that the book talks about in my own personal work experience. After reading this book I know that I will be able to recognize theses dysfunctions in other companies that I am a part of. I really liked how easy it was to follow what
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