In the book the 5th disciplines Peter Senge emphasizes his model of a “Learning Organization” which he defines as “an organization that is continuously expanding.” A learning organization that excels at both adaptive learning and generative learning. Senge wanted to use the learning organization to provide employees the opportunity to develop professional skills. By doing this it would make the company successful and help people reach job targets. He wanted to get rid of all roles of leadership in organizations. This will allow employees the opportunity to be creative go up in the company and feel connected. He wanted people to be a part of something larger than themselves creating new things they really desire and one common goal.
Senge graduated
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He wrote two books describing the 5 Disciplines (System thinking, Personal mastery, Mental models, Building shared vision, and Team learning) that must be mastered when introducing learning in an organization. This provides variety of dimension that can be built in a learning organization in order for this to happen you must met those 5 major requirements, also adaptive and generative learning are necessities needed to enhance the capacity to create learning organizations. Learning organizations test all employees, which helps them see their potential in hopes to build their own community one day based on what they’ve learned. In a learning organization leader are designers, stewards, and teachers they are responsible for building organizations. Leaders as designers, helps with the purpose, vison, and core values which people should live by. Leaders as stewards allows people to see their vision by each individual sharing their ideas and story to help develop the organization. Leader’s as teacher is about helping them develop systemic understanding of the vision as they key to success. The learning organization method helps them foster and environment where people can create results they truly