Learning Organization Analysis

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Learning organization is an organization where people frequently expand their capacity to generate the results they exactly desire. Peter Senge’s vision of a learning organization as a group of people who are continually improving their capabilities to generate what they want to generate has been greatly influential. Although all people have the ability to learn, the structures in which they have to performs are usually not conducive to indication and engagement. In addition, people may insufficient the tools and conducting ideas to make sense of the condition they face. Organizations that are repeatedly expanding their ability to generate their future require a basic shift of mind among their members. According to Senge, it is not sufficient…show more content…
The purposes of design are rarely observable, Peter Senge argues that, still no one has a more completely affect than the designer (Senge 1990: 341). Integrating the five elements technologies is essential for the leadership. But, the first task involves designing the main ideas which are the purpose, vision and core values by which people should live. Building a shared vision is importance early on as it breeds a long-term direction and an essential for learning (Senge1990: 344). The other four disciplines also need to be applied depend on the situation faced. The leaders’ role is designing the learning processes by which people throughout the organization can handle effectively with the crucial issues they face, and improve their mastery in the learning disciplines…show more content…
The role of the leader-as-teacher is to serve as a mentor to their employees or colleagues. Leader as teacher is about fostering learning for everyone and help people throughout the organization develop systemic understanding, instead of teaching people how to achieve their vision. According to Senge (1990:353), teacher’s role is also to define reality for the organization, with helping people achieve more accurate, more insightful and more empowering views of reality. Peter Senge argues that, building on existing hierarchy of explanation leaders can influence people’s view of reality at four levels: events, patterns of behavior, systemic structures and the purpose story (Senge 1990:353). According to Senge (1993: 353), most of the leaders and managers tend to focus on events and behavior these two levels. Leaders in learning organizations attend to all four levels, but focus mainly on purpose and systemic structure. Moreover, they teach people across the organization to do in the same way and it’s allows them to understand and appreciate the structural forces that condition behavior. Therefore, leaders can train an understanding of what the organization and employees are seeking to become. Leaders have to create and manage creative tension especially between the gap vision and reality. Mastery of such tension allows for a fundamental shift and it does can let the leader to see the truth in changing
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