Scenario Planning in Organizations - Term Paper Example

? Group Reflective on Mental Models Table of Contents The Main Thesis or Argument of the Article 3 Reason behind writing the Chapter 3 Purpose of theChapter 4 Argument of Author 4 Theoretical Perspective 5 Critical Evaluation of the Chapter 7 Reflection 9 References 11 The Main Thesis or Argument of the Article A mental model is the explanation of the thought process of an individual about how something happens or works within the real world. In other words, mental models are the assumptions, images and stories that an individual carries on his or her mind. The individual can help the others to understand why several miscommunications take place. These mental models help the individuals to process huge amount of information and data on daily basis. The major thesis or argument of the article is based on the Senge’s discussion about mental models. This is a type of reflective essay. The study will evaluate the arguments of the author. Moreover, the study will reflect on the group’s presentation. Reason behind writing the Chapter According to Peter Senge, mental models are intensely ingrained generalizations, assumptions or even pictures of the images that influence the understanding and thought process of the individuals. Organizations generally have several kinds of mental models. In case of non-profit organizations, mental models are generally developed around the role of an organization, people served within an organization and several activities performed by an organization. Peter Senge became familiar with several disciplines of group dynamics and organization theory in graduate school. It is true that several individuals within the organizations have different level of perceptions about the organization. Peter Senge wrote this chapter to make people understand about unique perception level in the minds of the individuals. Unique perception profoundly influences the lives of people on a specific individual level. According to Peter Senge, mental models generally offer a flawed but useful representation of reality like several architectural models or computer models. The author wrote this chapter in order to educate the people about different aspects of mental models in a business environment. Purpose of the Chapter Major purpose of this chapter is to determine the characteristics and effects of the mental models. Mental model is a type of filter that helps to pass the refined data and information. Generally mental models are restrained and powerful. These are restrained because the individuals are not aware of the effects of these mental models. On the other hand, these mental models are powerful because these help to determine to what the individuals should pay attention. The mental models are quite conservative in nature. These models are left unchallenged. These guide us to see a broader picture from the achieved and filtered data and information. However, the characteristics and effects of these mental models are discussed in the evaluation part. It is clear from the detailed readings of the chapter that the author has effectively drawn the conclusion. Therefore, it can be stated that Peter Senge significantly tried to meet his purpose. However, the chapter is lacking some practical and real time examples. It is true that an individual will find it difficult to gather real time and practical examples as the subject highly depends upon imaginary and perception process of an individual. It would be effective for him if he could gather more real time examples regarding group dynamics and organization theory. It would help him to develop an effective insight of study. Argument of Author There are several mental models. The discipline of this mental model starts with the turning of inward mirrors. These models help an individual to learn internal pictures of the real world in order to bring them to the practical surface. These mental models also include the significant ability to carry on effective and meaningful conversations in order to maintain an effective balance between advocacy and inquiry. It can help the people to expose their own thought process effectively. An individual can make the thinking open towards others’ influence. If the organizations try to develop a significant capacity to work with these mental models then it is highly important for the individuals to learn new effective and valuable skills. In addition the individuals need to develop new orientations in order to foster several key institutional changes. Entrenched mental model is one of the useful models that can come through the systems thinking. Moving or driving an organization to an appropriate direction involves working to surpass the types of internal games and politics that can dominate traditional organizations. It can also be considered as fostering openness. This also involves responsible business distribution while retaining control and co-ordination. Learning organizations are called localized organizations. Theoretical Perspective Peter Senge’s idea and work lies in the business context rather than academic and psychological landscapes of several systems of models. The mental models of Peter Senge are considered as one of five different disciplines, based on a specific holistic systems theory. These five disciplines are systems thinking, personal mastery, mental models, building shared vision and tem learning. Peter Senge got influenced by these five disciplines, such as systems thinking, personal mastery, building shared vision, mental models and team building to write the chapter. All of these disciplines are described below. Systems thinking A supreme virtue of the work of Peter Senge is the pathway in which the systems theories are being kept to work. Fifth discipline model offers an effective introduction to the fundamentals and utilizations of such theory. System thinking is a particular conceptual cornerstone of Senge’s approach (Chermack, 2011, p.81). System thinking is a typical discipline that integrates others into a rational body of theory and aspect. The ability of systems theory is to address and comprehend the whole picture and to review and examine the interrelationships between several parts to integrate all of the disciplines. Personal mastery According to Peter Senge, organizations can learn only through the individuals who have the desire to learn. The learning process of individuals does not give guarantee to the organizational learning but organizational learning process can be driven through effective individual learning process (Swanson, 2009, p.5). Building Shared Vision It is true that a good leadership process can drive an individual and an organization towards success from nowhere. According to Peter Senge, effective leadership process is inspiring several organizations to dream big for thousands of years (Morgan, 2002, p.71). Building shared vision is the capacity and competence to hold a broad shared picture of the future that an individual along with the organization seek to develop. This effective and significant vision has the power and capability to support and encourage innovation and experimentation. Team Learning Team learning is considered as the process of developing and aligning the capacities and abilities of a particular team within a particular institution to general an optimistic expected result. The development of team learning discipline process depends upon both building shared vision and personal mastery process. However, these aspects or criterion are not enough (Garnham and Oakhill, 2013, p.39). According to Peter Senge, people need to act collaboratively in order to enhance effective team learning disciplines. He suggested that effective team learning process will help all the team members to grow effectively and rapidly in their personal and professional life. Mental Models Peter Senge wrote the chapter about mental models based on other four disciple approaches. According to Peter Senge, mental models or deeply embedded images, even pictures, assumptions and generalizations that influence the understanding and implementation process of an individual (Parker, 2007, p.94). Critical Evaluation of the Chapter Peter Senge highly focused on effective leadership strategy and its impact on the organization in future. His arguments are quite revolutionary and insightful. He argued that majority of the organizations did not take his advice. The organizations have stayed geared to quick fix. It is clear from the particular chapter that there are several reasons why this mental model is important for the organizations. Peter Senge discussed about several possible issues that can affect the organizational learning (Senge, 2006, p.301). He argued that understanding mental models can help and individual to see the real world through several assumptions and imaginary pictures. Peter Senge took the concepts of all five discipline approaches to write the chapter. He has undertaken several attitudes, opinions, beliefs and theories to establish the mental model in the particular chapter. He utilized and framed several theories and processes to educate the readers about the mental models, uses of practical examples could provide more effective insights to the readers. Social life of an individual can help to develop a mental model. Social life generally matters more comparing to the thinking process. Each and every interaction process can generate effective neurological pathways, such as grooves and ruts in the brain. The more an individual behave, think and interact in a convinced way, the deeper grooves and ruts become (Young, 2011, p.23). Therefore, it can be stated that neural science and networks helps to develop the mental models. Conscious and subconscious stage of mind develops different types of mental models. Perception, association, evaluation and decision help to develop mental models under the conscious stage of mind. On the other hand, believe and control helps to develop several mental models under the subconscious stage of the mind. However, perception is highly important to develop a mental model. Without perception about something, it is quite hard for someone to measure or gauge the mental model of an individual. Looking into the above aspects, it can be stated that the vision of Peter Senge about learning organization and disciplines would have greater impact on the organizational learning process. The emphasis on building mental models highly depends upon team working, shared vision, personal mastery and systems thinking disciplines. In terms of an organization, it is quite important to understand all the aspects of mental models. Knowledge about team working and shared vision is quite important for the organizational management. Shared vision can help the organization to undertake effective leadership strategy. On the other hand, effective team learning and team working can help an organization to achieve significant future growth in near future. Effective team learning process can enhance significant organizational learning. It can ensure productive team work. Moreover, employee within the organization can undertake or share valuable and innovative opinions and strategies. These are known as holistic discipline approaches that can help the individuals to understand the organizational life. These achievements are still called as substantial achievements. These achievements are linked to Peter Senge’s popularizing of learning organization notion (Duffy, 2010, p.43). Apart from all the important aspects, there are several misconceptions have been developed in this chapter due to lack of presence of practical cases and scenarios. However, it is clear from the chapter is that the successful learning organization can be developed through effective individual learning. All the individuals in this world have different mental models. These need to be identified by organizations through individual perception and learning to enhance future business performances and business growth. Reflection This part of the essay is the reflection of the group presentation. The group presentation is all about mental models. Mental model is the enlightenment of the thought process and perception of an individual about how something happens or works in this real world. Mental models are the powerful lenses that help people to see the real world. Theories, beliefs, opinions and attitudes are several key aspects of a mental model. The development of mental model of an individual based upon his or her perception, association, evaluation, decision, believes and control. Mental model can be developed in conscious and subconscious stages of mind. It is true that an individual cannot get the appropriate insight of a matter or something else in first time. It is the inner perception of that individual that will help to draw an imaginary picture about the matter or incident or something. However, effective association and evaluation of the matter will help to achieve real picture. They need to believe that they can get real picture of that perceived thing by controlled repetitive actions. Personal awareness tools, reflective skills, institutionalize infrastructure, and inquiry and challenge culture are the key facets that can help an organization to develop the ability to surface and test several mental models. Effective tools of inquiry and reflective practices will help an organization to set up effective organizational vision for future perspective. Testing, surfacing and developing the image about the world are the major discipline of controlling and managing mental models. References Chermack, T., 2011. Scenario Planning in Organizations. London: Routledge. Duffy, F., 2010. Dream! Create! Sustain! New York: R&L Education. Garnham, A., and Oakhill, J., 2013. Mental Model in Cognitive Science. New York: Psychology Press. Morgan, M., 2002. Risk Communication. Cambridge: Cambridge University Press. Parker, S., 2007. Organizational Learning, Innovation and Employees’ Mental Models of Change following a disaster. London: ProQuest. Senge, P., 2006. The Fifth Discipline: The Art and Practice of the Learning Organization. London: Random House. Swanson, R., 2009. Research in Organizations. London: Berrett-Koehler Publishing. Young, I., 2011. Mental Models. London: O’Reilly. Read More