Peter Senge's model of learning organization

Peter Senge's model of learning organization B.Ed. University of Mumbai Asst. Prof. Ketan Kamble Typewrting by Bhupendra Shirke

1. Asst. Prof. Ketan Kamble Dnyan Ganga Education Trust’s College of Education (B.Ed.), Thane Peter Senge's Model of Learning Organization by Asst.Prof . Ketan Kamble 1 PETER SENGE’S MODEL OF LEARNING ORGANIZATION (EDUCATIONAL MANAGEMENT)

2. Peter Senge's Model of Learning Organization by Asst.Prof . Ketan Kamble 2 Introduction According to Peter Senge, one third of 500 companies will disappear within 15 years. Average lifetime for the largest enterprises is approximately 40 years. Addresses the how organizations can experience continuous growth to perform better than its competitors. Today’s companies can survive when it succeeds in creating a learning organization. Senge’s five disciplines of learning organizations describes- How to manage the success Development of an organization How company growth is employees give the mile that goes beyond the expectations of the company.

3. Peter Senge's Model of Learning Organization by Asst.Prof . Ketan Kamble 3 Five DISCIPLINES OF LEARNING ORGANIZATIONS BY PETER SENGE DISCIPLINES OF LEARNING ORGANIZATIONS Building a shared vision System Thinking Mental Models Team learning Personal Learning

4. Vision should be created through interaction with the employees in the enterprise. Many leaders have personal visions that lack transferring them into a shared vision. To create a shared vision is by compromising the organization’s and individual’s visions. The effect of sharing the same vision is that employees do tasks because they want to do so instead of they are told to do so. It changes the relationship with the company, and it turns performances in a learning mechanism. Peter Senge's Model of Learning Organization by Asst.Prof . Ketan Kamble 4 Building a shared vision

5. System thinking reflects the observational process of an entire system. Managers have to understand that every action and consequence is correlated with one another. Many times, managers focus on individual actions and forget about seeing the big picture. When the correlation is understood, it enables us to see interrelationships and patterns of change in particular situations. Managers will be able to determine cause and effect. Peter Senge's Model of Learning Organization by Asst.Prof . Ketan Kamble 5 System thinking

6. The employees must identify the values of the company and what the business is all about. This will enable us to visualize where to go and how to develop further. Organization has to be flexible in accepting changes to new mental models and a new image of the company. Most successful companies are those who can learn and adapt to new models to become faster than its competitors. Peter Senge's Model of Learning Organization by Asst.Prof . Ketan Kamble 6 Mental models

7. Peter Senge's Model of Learning Organization by Asst.Prof . Ketan Kamble 7 Team learning To accomplish excellent functional team dynamics, team-learning is important. Personal mastery and shared vision are brought together. Workforce should consider its colleagues as team members instead of rivals. Working environment should be safe where honest mistakes are forgives.

8. Peter Senge's Model of Learning Organization by Asst.Prof . Ketan Kamble 8 Personal mastery Personal mastery occurs when an individual has a clear vision of a goal, combined with an accurate perception of reality. The gap between the vision and reality drives the employee to practice all necessary related activities to realize the vision. Creative tension depends on a clear understanding of current reality. Employees could believe they lack the competencies to achieve their goals. People believe in their own powerlessness, it will hold them back from realizing their vision. We should trained our subconscious mind because it can handle more complex problems quicker than what our consciousness can and train the subconscious mind to tackle the stress and problems in reality.

9. Peter Senge's Model of Learning Organization by Asst.Prof . Ketan Kamble 9 Application of the five disciplines Applying the five discipline of learning organizations can be challenging for many organizations. It would be more practical to only focus on one or a few of these disciplines. However, the utilization of all disciples is critical since all disciplines are interlinked. When an organization starts to build a Shared Vision with its team, an important aspect is to have better conversations with its team members ( Team Learning ). Organization starts to work on System Thinking to identify common problems, its employees need to understand the Mental Models . All disciplines are linked to another, it does not matter where do start. It does not mean that the organization has to focus on all disciplines at the same time. Focusing more narrowly on one or two disciplines and work to the others will gain competitive advantages for the organization. Five disciplines of learning organizations focus on long-term growth for both internal and external the organization.

10. Peter Senge's Model of Learning Organization by Asst.Prof . Ketan Kamble 10 THANK YOU AND WISH YOU HAPPY LEARNING Acknowledgement : Bhupendra Shrike (Typewriting)