In this report I will try to explain what I know and understand about this topic: learning organization. After research about this subject, I am going to show you my personal idea with some examples from my work experience. I planned to start this essay by a definition of the learning organization. After this part, we will know what exactly this theory is. To define this term, we will base on several definitions. The objective is to find our own definition. After the first part, we are going to see the life of Peter Senge. This is one of the famous actors of the development of this notion. I think that is a good idea to introduce him. To build our point of view, I choose to introduce him and his work but also use an interview between a journalist and Peter Surge. This last point allows discovering the main question of this topic and answers of Peter Senge. Then the next part try to explain the main points of this theory called the fifth discipline.
[...] I think that is important to talk about that in this report so I am going to try to note the most important part and my analysis. First I have decided to list all questions and after try to give a general answer. In your book The Fifth Discipline you describe five disciplines that you believe are important for creating learning organizations. What is a learning organization? What has the impact been on companies that have embraced organizational learning concepts? [...]
[...] This share helps to group together everybody in a good way: the success of the group objective - Team Learning The fourth point of this concept shows that the interaction into the group is necessary. Dialogue and skillful, the group can change their own idea in a collective idea. The aim is to improve the general idea - Systems Thinking The last discipline is teaching how manage problems and how work the thinking process. This point explains to not forget what people learnt in the past and how to reach the objective even if we have problems. [...]
[...] The second point is that if workers can improve their job and see the change they will be happy to see their own evolution. In my opinion, if people are involved in their work and can see the evolution, they should be more motivated to work every day. Moreover if they are involved by the company's objectives and integrate group tasks, they will have the motivation to learn the processes and improve their function. For the company, employees will be more motivated and will be better in their work with this concept / theory. [...]
[...] Now we can build our own definition by mixing these to definition and our knowledge around this subject: A learning organization is a concept which describes an organization which tries to learn new abilities, skills and knowledge to stay competitiveness. This concept should be into understand, use and manage by everyone from the organization. This theory has to be used every day to have an impact. Three points: everyday everybody - knowledge Then, we defined learning organization. It is time to introduce one of the main authors about this subject: Peter Senge. [...]
[...] How do you measure the level of success of learning organizations? What are some of the practices organizations and individuals can continue or even begin in terms of transformational thinking? How do we get started? And then once we are started, how do we keep it going? Source: http://www.solonline.org/organizational_overview For the first question Peter Senge said that everybody discovered in this life the team work. For example at school or during childhood. Each person in this group tries to do the best to the group to success. [...]
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