Senges Five Disciplines and Their Applications - Research Paper Example

?Senge’s five disciplines and their applications Senge’s five disciplines refers to components of a model of change in organizational set ups. The elements were developed by Peter Senge in his approach to establish a transition from microelements based approach to a more comprehensive approach of initiating changes. The elements have been incorporated as essential of a learning organization and their applications are appreciated for successful initiation and implementation of changes in business environments. This paper explores the Senge’s five disciplines and their applications, characteristics of a learning organization and its application in a global environment. Senge’s five disciplines and their applications The Senger’s five disciplines are identified elements of a learning organization. It consists of “personal mastery, mental models, shared vision, team learning, and systems thinking” (Bente, 2001, p. 2). The elements form a set that was developed to facilitate learning in organization by developing knowledge of people’s environments and strategies for future adaptabilities. Personal mastery, as a discipline, refers to an individual’s knowledge potential. It includes a person’s ability to focus, personal potentials, and attributes towards environmental awareness. It therefore defines micro components of an organization that cannot separately initiate or sustain organizational change but is essential towards such changes as learning. The personal mastery for example helps an individual to identify the need for learning and promotes a learning spirit in an organization. Shared vision is another of the Senge’s disciplines that defines a common perspective of members of a group or a team in an organization. Such a perspective is derived from individuals perspectives that are converged to a common plan for a future development (Bente, 2001). Team learning however defines a process of ensuring symmetry of potentials within a team towards desired achievements. It therefore involves integration of personal mastery and the developed common vision in order to crown learning in an entire organization and identifies communication for sharing knowledge and potentials that are developed at personal levels. Mental models are another set of elements that are fundamental to a learning organization. The models consist of theories and postulates that influences learning at individual levels. Consequently, they develop frameworks upon which learning can take place. The last component of the Senge’s five disciplines is the systems thinking that observes an organization as a system of distinct parts that operate interdependently for overall results. System thinking therefore relates the other four elements for an all-inclusive learning in an organization through development and implementation of changes towards future adaptability. The five disciplines therefore works together to identify learning opportunities at individual levels, development of a common vision among members of an organization and incorporation of such developments towards an organizational approach tolearning (Bente, 2001). Senge’s five disciplines and characteristics of a learning organization A learning organization, according to Robert, is a framework that is based on “systems theory” (Robert, 2012, p. 2). This identifies the systems thinking discipline of the Senge’s model as its fundamental concept. The property of system’s thinking that links other discipline of the Senge’s model therefore identifies significance of his approach as the basis of a learning organization. Robert’s idea of qualities of a learning organization also illustrates relevance of the five disciplines a organization. The first characteristic of a learning organization is availability means for knowledge development. This may happen at individual level such as an innovative environment or at organizational level. While at individual level, learning opportunities correspond to the personal mastery discipline. Learning organizations are also goal oriented and use developed knowledge to ensure achievements of their goals, a property that relates to Senge’s discipline of shared vision. This means that the organizations incorporate developed knowledge among its members towards development and implementation of common strategies for realization of objectives. Personal mastery together with team learning is also fundamental to the learning organizations’ feature of promoting inquiry and interpersonal communication for sharing ideas; a feature that facilitates exploration of risks in learning strategies. In addition, learning organizations allow for constructive conflicts with the aim of developing and renewing potentials within the organizations (Roberts, 2012). Another significant feature of learning organizations is their knowledge of their environment that forms a basis for managing environmental factors towards identifying the need for change and sustaining an established change. A learning organization is therefore associated with a collective responsibility of all members towards identification of their organization’s problems and a final development of strategies for minimizing or mitigation the identified problems. The model is therefore based on an integrated system that focuses on knowledge development for appropriate changes. A developed relationship therefore exists between features of a learning organizational model and the elements of Senge’s five disciplines. The direct relationship further establishes the five disciplines as essentials for a successful a learning organization (Roberts, 2012). Application of a learning organization in a global environment The concept of a learning organization is fundamental in the global environment that is currently common to every organization. Elements of globalization such as diversified markets and effects of information technology have further complicated organizational environments towards the need for dynamism. Technological developments and their impacts for example identify the need for developed knowledge for coping up with the changes as well as the need to develop strategies for managing effects of the developments. Expansion of markets that incorporates different cultures and legal system is another example of the environmental factors that identifies the need for a learning organization’s strategies on how to develop solutions to the concerns. Increased level of competition due to globalized markets also identifies the need for more efficient strategies for gaining competitive advantage. The concept of learning organization however forms a basis for a collective approach that can be used in the globalized environments such as in multinational corporations to develop and implement strategies for copping up with regional challenges. The identified ability to change the environment through incorporating ideas from different stakeholders through a learning organization, virtual or real, is therefore an applicable avenue adapting organizations to the global environment. Consequently, changing the way of thinking towards knowledge development, which eliminates challenges, therefore identifies the role of a learning organization towards an organization’s success in the dynamic and challenging global environment (Margot, 2003). Conclusion Senge’s five disciplines are therefore fundamental elements of a learning organization. The disciplines form a basis for knowledge development that facilitates problem solution in the dynamic and unpredictable global environment. References Bente, E. (2001). The dance of change: The challenges of sustaining momentum in learning organizations. A fifth Discipline resource. ProQuest (32.1), p. 153- 156. Margot, C. (2003). Learning to think. ProQuest (74.1), p. 1-3. Robert, R. (2001). The learning organization and strategic change. ProQuest (66.3) p. 11- 16. Read More