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Components of Learning Organizations

Organizational learning is important for companies to adapt to rapidly changing environments. Peter Senge identified five components of a learning organization: 1) systems thinking, which involves understanding how parts of a company interact as a whole system; 2) personal mastery, where individual development and focus on a shared vision occurs; 3) mental models, which are assumptions and perspectives that influence actions; 4) shared vision, a commonly held focus that motivates learning; and 5) team learning, where groups discuss problems and work together towards objectives.

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365 views

Components of Learning Organizations

Organizational learning is important for companies to adapt to rapidly changing environments. Peter Senge identified five components of a learning organization: 1) systems thinking, which involves understanding how parts of a company interact as a whole system; 2) personal mastery, where individual development and focus on a shared vision occurs; 3) mental models, which are assumptions and perspectives that influence actions; 4) shared vision, a commonly held focus that motivates learning; and 5) team learning, where groups discuss problems and work together towards objectives.

Uploaded by

Annum Yasser
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Components of Learning Organization:

Organizational learning is becoming more and more important in the modern business world
where things change rapidly and information gets transmitted almost instantaneously. In
such a constantly changing environment, only the truly flexible and adaptive companies will
excel, i.e., learning from the past is vital to success in the future.

According to Senge, companies should be a place where "people continually expand their
capacity to create the results they truly desire, where new and expansive patterns of
thinking are nurtured, where collective aspiration is set free, and where people are
continually learning to see the whole together."
   
Peter Senge identified five basic disciplines or components of a learning organization: 

1) systems thinking; 2) personal mastery; 3) mental models; 4) shared vision; and 5) team
learning.

Team
Systemlearning
Personal
Shared thinking
Mental Viision
mastery
models

System Thinking It is related to understanding and description of the things,


Interconnection of the shape and the behavior of an organization.Recognizing the
interconnection between parts that make up a whole. Organizations are complex systems
composed of many inter-related components, and that it is very important to understand how
they interact with each other to give life to the system.  Managers within the organization
must learn to think at the 'systems' level. Here we are considering system as a whole not as
an individual part. There should be no individual blaming because in an organization they
work as a team.

Personal Mastery: This is actually the spirit of the organizational learning. Here the
development of an individual take place and vision of individuals is more focused. The
creative tension leads to better solutions of the problem. Gaining the dominance that
required moving above others. The individuals tried to gain proficiency as they become more
committed.
Mental Models: According to Senge , "deeply ingrained assumptions, generalizations, or
even pictures and images that influence how we understand the world and how we take
action." Mental models represent an individual's ability to compare new ideas with internal
images of how the world works. The best ideas failed because they are based on
assumptions and generalized ideas or even pictures or images. They determined how we
take actions. Mental models are so powerful because they effect what we see.

Shared Vision:According to Senge, a shared vision is "a vision that many people are truly
committed to, because it reflects their own personal vision. Shared vision is vital for learning
organizations because it provides the focus and energy for learning."  When there is a
genuine commonly-held vision within the organization, people strive to learn and excel, not
because they are told to, but because they want to.

Team Learning:In team learning all members work together and they discuss and dialogue
in discussions. There they recognized and resolve problems and lot of discipline and trust in
needed in team learning. The people achieve their objectives. Teams are the key learning
groups of an organization. Talented teams are made up of talented individuals. Talented
team is the building block of learning organization. It is a process of aligning the capacity of
team to create the results its members truly desired. It is of primary importance to
accomplish excellent functional results.

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