Personal Learning Plan

Personal Learning Plan
Personal Learning Plan
The author has designed the personal learning plan around the diagnosis of his learning needs,
statement of specific learning objectives, learning resources and strategies, evidence of
accomplishment, how the evidence will be validated, and how the learning will be evaluated. I will
concentrate on the five disciplines: Systems Thinking, Personal Mastery, Mental Models, Shared
Visions, and Team Learning introduced by Peter M. Senge. This will allow me to expand my
leadership abilities at my current job as well as jobs that I may hold in the future. What distinguishes
leaders is the clarity and persuasiveness of their ideas, the depth of their commitment, and the extent
of their openness to continually learning ... Show more content on Helpwriting.net ...
Statement of Specific Learning Objectives
At the conclusion of the personal learning plan I want to demonstrate mastery with my team
learning and mental model aspects. With team learning I want to create sincerity and
professionalism. Using improved discipline to accept criticism and disagreement by using dialogue
to come up with the best solution to the situation. Concerning mental models I want to be better
prepared to accept people for who they are, instead of referencing influences from my past.
Learning Resources and Strategies
I will use the following Resources to go about accomplishing each objective. To increase my
effectiveness in team learning, I can begin with reading and getting a better understanding of The 7
Habits of Highly Effective People written by Stephen Covey. For example, in the fifth habit, Covey
considers ways for effective communication. Coveys fifth habit concentrates on seeking first to
understand, but in today's world, people expect to be understood first instead. It seems the majority
of people have a reply before even giving a thought to understanding what is being said. To be an
effective leader in team learning I must get into my employees frame of mind and think as they are
thinking, this is called empathic listening. A strategy that I will enact to improve my team learning
weakness, will be to use smaller, more diverse groups. This
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Laws Of The Fifth Discipline And The Value Of Systems...
Systems Thinking for Organizational Improvement "Systems thinking is the art and science of
making reliable inferences about behavior by developing an increasingly deep understanding of
underlying structure" (THWink.org, 2014). It is a way of understanding the relationships that shape
the behavior of systems. It helps us see how changes can be more effective. Specifically, this paper
will discuss the following: Laws of the Fifth Discipline and the Value of Systems Thinking 2. Gap
Analysis Using the 5–Whys 3. Gap Analysis With Causal Loop Modeling 4. Robust Causal Loop
Modeling Laws of the Fifth Discipline and the Value of Systems Thinking Three challenges to
managing complex organizations include: Slow decision making Conflicts Silo mentalities Effective
systems thinking can help improve complex organizations and meet the three above challenges.
According to the Laws of the Fifth Discipline, systems thinking can help speed up decision making
by giving insight on problems (Cathon, 2000). Specifically, personal mastery is honest reflection
and evaluation that identifies needs that contribute to the achievement of organizational goals. This
can also help with conflicts by being honest with ourselves and having a shared vision with the
organization. Next, conflicts can be resolved better because systems thinking allows a network of
groups and individuals to work as a family (Meadows, 2008). Finally, competitive organizations
know how to learn and understand all

Organizational Learning: Case Synopsis
Case Synopsis Case Summary This paper describes and discusses the practical steps taken by Peter
Senge in identifying "Why aren't we all working for learning organizations?" The concept of an
adaptive and generative learning organization is defined, and will discuss how organizational
learning faces critical issues within its organization. First, the organization's single–loop learning is
discussed and reviewed. Second, the organization's command and control structure is discussed
whether it can be revamped to provide better attributes to an organizations learning. Last, the core
paradigm is defined and discussed on its impact within the organization. In 2010 the professors',
John Seddon and Brendan ... Show more content on Helpwriting.net ...
One thing to help with this new paradigm would be for organizations to have open discussions on
how they increase effectiveness of the organization. (Thomas & Ely, 1996) This allows all races,
nationalities, genders and etc. to feel as though they are a part of this organization. The workplace
paradigm can have a powerful production if employees were not scared to openly speak of their
work related issues. Some of these issues could be a positive thing which could improve the
organizational strategies, processes or practices. This article discussed how women and people of
color were not treated with the respect that their white peers were given. (Thomas & Ely, 1996) To
this current day, this was one of the major learning issues within an organization. It's changed for
the better over the years but still faces some challenges. Conclusion What is clear from this brief
summary is that there were many issues that our country faced of the learning organization. It took
years to be able to reshape people's way of thinking and behavior. There have been more trends
were managers are listening to their employees on other ways to accomplish a task. Command and
control has a positive and negative aspect. If used properly though, leaders can take an organization
a long way. To lead you have to be able to listen as well. There is no single document which can
demonstrate how a manager and employee are supposing to work within an organization.

Essay on The Fifth Discipline by Peter Senge
The Fifth Discipline by Peter Senge
In his book The Fifth Discipline, Peter Senge emphasizes his model of a "learning organization,"
which he defines as "an organization that is continually expanding its capacity to create its future."
A learning organization excels at both adaptive learning and generative learning.
Senge describes five disciplines that are necessary for a learning organization. "Learning
organization" is a catchphrase covering the ideal of an organization built on vision, teamwork,
openness, flexibility, ability to act under changing conditions, and so forth and so on. It is an
organization where people don't just promote their limited region and privileges, but where they
take risks and ... Show more content on Helpwriting.net ...
Going beyond simply holding on to one's beliefs as conclusive, examining which models one is
actually operating on. Personal mastery means working on developing one's vision, one's abilities,
and one's focus of energy on a personal level. It is a divine inner drive to practice mastery, to be the
best that one can be. Systems thinking is the fifth discipline. It is the ability and practice of
examining the whole system on a regular basis, rather than just trying to fix certain problems. It is
also using the conceptual framework and tools of systems thinking to clarify the full patterns and to
understand how to effect the most change.
Senge's five components of a learning organization all work together. Personal mastery, shared
vision, team learning, and mental models lay the groundwork for the organization. And systems
thinking is the glue that makes it together. In order for the learning organization to work, each of the
five disciplines must be developed at the same time and incorporated with one another.
Applying Senge's model to the typical corporate mission of "increasing shareholder value" is
perceptive. The Fifth Discipline calls this vision limited, since it does not consider what leads up to
the increase in shareholder value. The typical corporate mission limits the organization's thinking to
only one part of a problem. As an example, Senge states

Primary Care Protocols : A Strategy For An Evidence Based...
An example of the importance of acknowledging the impact of differing and individual perspectives
among interprofessional healthcare team members is discussed in the article titled "Interprofessional
primary care protocols: A strategy to promote an evidence–based approach to teamwork and the
delivery of care" (Goldman et al., 2010). In this study, Family Health Teams (FHT's) are trying to
come to a consensus regarding the development and implementation of a variety of interprofessional
protocols. Findings suggest that the collaborative process of reviewing the evidence and assessing
the needs of the FHT as well as learning about the different professional and organizational
perspectives, showed to be important elements of the groups work. However, the study worked with
volunteer practitioners who were motivated to participate. Therefore, it was recommended that
initiatives to improve interprofessional collaboration needed to be addressed at the individual,
practice, and organizational levels. (Goldman et al., 2010). This would include motivating and
readying the individuals to be prepared to collaborate initially and move past possible anxieties for
change to progress. Stage 2 – Unfrozen: Changing to a new state (Lewin 1951). Once an individual
has accepted they are dissatisfied with their situation, a desire to change will exist. It is at this time
the identification of what needs to change occurs. When the unfrozen state exists, new information
and concepts are

Evaluation Of A Learning Organization
Organizations that strive to excel in aspects of innovation, competitiveness, and performance must
have clearly defined core values that are executed by specific learning disciplines (Senge, 2010).
Giesecke and McNeil (2004) stated, "A learning organization is an organization skilled at creating,
acquiring, and transferring knowledge and at modifying its behavior to reflect new knowledge and
insights" (p. 55). In the pursuit of defining specific practices that would produce an ideal learning
organization, Senge (2008) proposes five disciplines that include, "...systems thinking, mental
models, personal mastery, shared vision, and dialogue" (p. 1). In this application paper I will analyze
each of the five disciplines discussed by Senge (2008) and discuss how they can be applied in an
organization such as the high school where I am currently teaching to address specific areas in need
of improvement. The high school where I currently teach consists of twenty–four hundred students
from grades 10th through 12th. This school organization as many others is in the business of
meeting educational challenges in the midst of innovative times in a noble attempt to prepare
students academically for the demands of an ever–changing and knowledge driven work
environment. There are several key factors that I observe in our school that have in some way
hindered our progress in becoming an ideal learning organization. First, our school depends on the
collaborative and communication processes

What Does Mrs Potato Head Mean
"Mrs. Potato Head" is a song by the musical artist Melanie Martinez, from her Crybaby album,
which I enjoy listening to for its dark themes mixed with innocent and childlike elements. This song
is a part of the album's collective story following a girl named Crybaby, and her experiences with
many issues such as poor family structure, loneliness, heartbreak, and societal pressures. This song
specifically follows Crybaby taking in the societal pressures to be beautiful, and trying to
understand the messages of it and if it is worth all the changes she would have to make to herself.
"Mrs. Potato Head" is a look at how modern society's beauty standards for women are observed and
questioned through the eyes of a young girl; it shows us how far people ... Show more content on
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At the end of many lines, there are also multiple dactylic feet, "sexual" and "vegetable" (Martinez
5–7), creating an aloof sing–song pattern which does "not often sound appropriate for serious
subject matter" (Literary). The sing–song pattern contradicting the very serious subject of this song
are how Melanie's songs usually sound. The disruption of patterns and volatile tones of her songs
achieve a unique perspective for her listeners. I believe it's a way to make people see how chaotic
life can be, exposing the fact that we like to believe we have total control over our lives when we
don't. We can be easily influenced by others. There is also a pattern of iambic feet in key portions of
the song, particularly where Crybaby is asking Mrs. and Mr. Potato Head whether the pain and
money are worth their perfect looks, and if their love lasts beyond those looks: "tell me" and "pain
is" on line 12, "afford" on line 16, and "you'll stay" on line 17 all examples of the happy–sounding
feet surrounded by mostly trochaic (somber) or anapestic (child–like) feet (Writer). This small
pattern can symbolize the innocence and hope Crybaby is putting into beauty not being too painful,
and love not disappearing once beauty has

Lecturer Peter Senge Once Stated, “Knowledge Is Constructed,
Lecturer Peter Senge once stated, "Knowledge is constructed, not transferred" (Callahan). With this
one quote Peter Senge has managed to mock the modern education system. Today's educational
institutions do exactly what Senge says not to; teachers try to transfer knowledge to their students
through lectures, worksheets, and rubrics. This type of instruction, called essentialism, limits
student's creativity. Students are unable to act independently from teacher expectations. Essentialism
tends to have one right answer and only one way of finding this solution. Instruction following this
set up will begin to reduce student perseverance; students become frustrated if they cannot solve the
problem the way the teacher described and often give ... Show more content on Helpwriting.net ...
In order to embrace constructivism in the classroom one must first ask, what is learning, how do
students learn, and how should teachers teach?
Learning can be defined in many different ways. The Merriam Webster dictionary defines learning
as, "knowledge or skill acquired by instruction or study and modification of a behavioral tendency
by experience" Both definitions are needed when describing learning since both cognitive and
behavioral learning occur. In a constructivist classroom learning can be defined as, "humans
construct[ing] knowledge and meaning from their experiences." (The University of Sydney) "These
classrooms embraced learning more strongly than classrooms with a behaviorist orientation and far
better than classrooms with a laissez–faire teacher" (DiGiulio, 2004, p. 54).
Creativity and imagination are abundant among children, especially at the elementary school age.
Many philosophical approaches to education limit creativity and focus on following rules and
listening to instructions. Constructivist teachers refuse to limit students' abilities providing students
with freedom of choice. Constructivism allows each student to learn in the style best suited for
them, whether that style is hands on learning, visual learning, or auditory learning, students want to
learn.
People learn in many different ways. The most common types of learners are listening, seeing, or
touch learners. Constructivism addresses all three of these learning styles. In a

How Organizations Can Move Beyond The First Steps Of...
ABSTRACT
Change is best carried through by the many, not by just the hero–leader. Ten challenges to the
initiation and sustaining of change are elaborated, illustrated by a rich range of case studies and
supported by a practical checklist.
We all know that change and innovation are of the essence for organisations today and in future. The
bad news, according to Peter Senge, is that most change initiatives fail. The good news is that Senge
and his co–authors think they know why and what to do about it.
Senge is the guru of the 'learning organisation ' whose previous book The Fifth Discipline was
hailed as a groundbreaking book about organisational transformation. Senge and his co–authors, all
of them change experts, call this new book a Fifth Discipline 'resource '. The aim of the book is to
show how organisations can move beyond the first steps of corporate change and sustain the
momentum.
The problems that cause the failure of change projects cannot be solved by more expert advice,
better consultants or more committed managers, say Senge and co. They stem from our most basic
ways of thinking. Unless these change, new initiatives will only produce the same unproductive
types of action. The fundamental problem is that most change initiatives deal only with growth
processes and not with the limiting processes. We need to change our way of thinking so that we can
understand the forces that impede progress and develop strategies for dealing with them.
One of the

What Are The Main Themes Of The Fifth Discipline?
1. What are the main themes of the Fifth Discipline? What are these five disciplines? How you
describe and explain these disciplines.
The Fifth Discipline: An organization which is in learning stage finds a way to tap into dedication of
an individual and ability to learn at all levels. The organization also wants to create its own future
that chooses learning as a creative and ongoing process for their members. The Fifth Discipline
instigated Senge into the front section of organization brains, made a dialect about change different
sorts of organizations could get a handle on, and offered a dream of workplaces that were thoughtful
and made around a general public of learning.
There are, then again, some key parts that every single learning associations have in common. Senge
sorted a large portion of these into 5 key learning topics. He called these learning topics as 'The Five
Disciplines '. They are Systems Thinking, Personal Mastery, Mental Models, Building Shared Vision
and Team Learning.
Systems thinking:
Systems thinking is the capacity to see the master plan and to recognize patterns as opposed to
conceptualizing change as segregated events. System thinking requires the other four orders to
empower a learning organization to be figured it out. Additionally system thinking demonstrates that
there is no outside that the reason for your issues at a piece of a solitary system.
Personal mastery:
Personal Mastery starts "by getting to be focused on deep rooted

Taking a Look at Learning Organization
Why the Learning organization now? In view of the increasing global competition, an in increased
in customer sophistication and the lowering of the potential to maintain competitive advantage
through technology or economics, and the need for organization to survive in a changing global
environment, organizations are now conscious that the only source of competitive advantage is the
ability of such organizations to learn faster and smarter than their competitors. The concept of
'learning organisation' fits in the context and is more apt to bring the desired change. An
organization facing uncertain, changing or ambiguous market conditions need to be able to adopt
learning concepts. They must continuously learn to survive and adapt in this dynamic and
competing environment in which they are operating. Organizations adopting this concept will be
able to adapt to the rapid and continuous change. Consequently marked improvements on the
competitive performance of the organization will be visible.
What is a learning organisation
The concept of learning organization emerged in the late 80's proposed by Boydell, Pedler and
Burgoyne (1989). However, it was only in the 1990s that learning organization became a common
concept in organization theory. The learning organization concept attained broad popularity when
Senge published his bestselling The Fifth Discipline: the art and practice of learning organization, in
1990.
The learning organisation is considered as an organisation

The Organizational Learning Strategy And How It Is...
This paper will summarize the organizational learning strategy and how it is significant as well as
essential, specifically in the course of the progression periods of a company, or once new
technology or new techniques within an industry are implemented. As a result, organizational
learning has established itself to be one of the most efficient ways for an entire company, a division
or a team to accept a wide range of new polls, tactics and concepts to allow for growth and
improvement (Senge, 1990). Thus, when comparing to traditional learning techniques, or
classrooms, individual learning schedules and other techniques are employed, organizational
learning has proven itself to be far more efficient and effective overall, while costing less time and
money among other resources.
Nonetheless, Senge (1990) states that when working out an organizational learning strategy, there's
one objective above all that must be considered. Setting clear and concise goals, as by means of all
impartialities, is utmost significance. Upon conducting a training needs assessment, or planning out
how organizational learning will be disseminated, and eventually figuring out what the final result in
goal should be, clear and present goals for each and every step, as well as an ultimate goal, are
important to management along with organizational strategy.
Introduction
Problem solving skills identifies problems that involves others in seeking solutions, conducts
appropriate analyses and

Learning Organizations : An Organization
As the world becomes more interconnected and organization becomes more complex and dynamic,
learning becomes more vital. It's just not possible any longer to figure it out from the top and have
everyone else following the orders of the grand strategist. The organizations that will truly excel in
the future will be the organizations that discover how to tap people's commitment and capacity to
learn at all levels in an organization. Learning organizations are possible because, deep down, we
are all learners. Learning organizations are possible because not only is it our nature to learn, but we
love to learn.
Learning organization is an organization that is continually expanding its capacity to create its
future. For such an organization, ... Show more content on Helpwriting.net ...
They, too, are bound by invisible fabrics of interrelated actions, which often take years to fully play
out their effects on each other. Systems thinking also fuses the other disciplines into a coherent
whole that keeps them from turning into trends or tactics, and that is why it's the all–important fifth
discipline. It's a conceptual framework, a body of knowledge and tools that has been developed over
the past 50 years to make the full patterns clearer and to help us see how to change them effectively.
We learn best from our experience, but we never directly experience the consequences of many of
our most important decisions. We tend to think that cause and effect will be relatively near to one
another. Thus when faced with a problem, it is the solutions that are close by that we focus upon.
When we fail to grasp the systemic source of problems, we are left to push on symptoms rather than
eliminate the underlying cause. Systems thinking shows that there is no outside that the cause of
your problems are part of a single system.
We must look beyond personalities and events. We must look into the underlying structures which
shape individual actions and create the conditions where types of events become likely. A truly
profound and different insight is the way you begin to see that the system causes its own behavior.
Systems thinking is a deep feeling for the subtle interconnectedness that gives living systems their

Pumpkin Eater Analysis
It is interesting to notice how Sandra Cisneros uses the image of pain in her dramatic monologue
"Pumpkin Eater" to show how the narrator's husband drastically pushed the narrator to an extent.
She became sick of their relationship, growing numbness to the pain that he makes her face. Sandra
Cisneros writes "Pumpkin Eater", based on a nursery rhyme called "Peter Peter Pumpkin Eater'. The
hidden meaning of the nursery rhyme is that there is a cheating wife, who is murdered by her
husband, then hid in a pumpkin shell, because he couldn't hold control of her. This poem gives the
same vibe of the meaning that the nursery rhyme gives out. The difference between this poem and
the nursery rhyme is that the narrator's husband is the one who can't be held in control of. The wife
felt trapped in this predicament with her husband where I assume as if she felt useless because her
effort on fighting for him wouldn't make a change to his actions. She uses terms such as anarchist,
machete, and trouble, making a statement as if she is convincing herself that she is not an advocate
of such things and it is her reason for bringing up Saint Lucy, in order to convince herself (and
readers) otherwise. It is implementing a soft, angelic tone that contradicts being rebellious and
fierce. She says, "I keep inside a pumpkin shell. There I do very well. Shut a blind eye to where my
pumpkin eater roams"(ll. 19–22). The pumpkin shell is the narrator safe place, where she acts naïve
when the pumpkin eater, her husband, is running around with other women. The husband is referred
as the pumpkin eater because even though he not physically killing her like the nursery rhyme, he
definitely is killing her emotionally. The narrator says, "I'm no hysteric, terrorist, emotional
anarchist"(ll. 16–18), referring to how she going to let him go about his business without being an
emotional crazy wreck, nor feeling the need to have to call him in the middle of the night while he
out. It's interpreted that each stanza in this monologue is an explanation of her current predicament;
convincing her husband that she is not the one in their relationship that is being unfaithful, "I'm not
the kind of woman who telephone's in the middle of the night, who told

Business Analysis
As a manager in the organization that is being acquired, I would give some Price Waterhouse advice
to help with the transitional period of the company by building a guiding team. I feel it's
fundamental to creating a successful change in any organization. Furthermore, the cohesion of the
employees will be more effective overall. During the last two months of the company prior to the
change, I would create a team of creditable employees consisting of managers and workers. The
goal of this change management team would be to convey a message that is clear to avoid any
confusion among the ranks of the employees. Furthermore, the team would help answer questions
and give advice for employee's; that will be leaving the company in the near ... Show more content
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Both these individuals feel that surprises are an important development to help individuals and
organizations understand that these shouldn't be viewed as a threat.
They believe that developments in the near future will be radically different than current times.
Drucker, says that a very large proportion of current executives will not stay with their present
employer or in their present line of work until traditional retirement age. Senge, agrees stating that
he has seen a lot of people in the past years start their second careers way before they ever expected,
and ways that were never expected. He argued that managers should place the consumer at the
center of decision making—a powerful idea that has since been constantly rediscovered and refined
by business executives, academics, and consultants. The first responsibility of managers is to ask
themselves a simple question: "what is our business?"
Furthermore, the consumer alone provides the answer. Senge says, "that a shared vision is not an
idea; rather, it is a force in a person's heart, a power." Drucker disagrees in that he says, "that he
feels creativity is a cop out to cover up our problem focus." Another disagreement is that Senge says
that "Systems thinking to help bind and develop as a whole for the organization to survive. Some
major differences of these two thought leaders are that Senge, feels there is lack of creativity
whereas, Drucker doesn't. Another is that Senge thinks we live

The Fifth Discipline By Peter Senge
1. What are the main themes of The Fifth Discipline? Describe and explain each discipline.
The writer of the book 'The Fifth Discipline ' Peter Senge distinguishes five principle topics in his
book to recognize taking in associations from customary associations. The five subjects are:
Systems considering: It is the theoretical structure for the book. Framework considering joins the
other four guideline of individual authority, mental models, building shared vision and group
learning. It means to take a gander at the master plan and to not look for basic arrangements that
will tackle today 's issue yet which make a greater issue later on (Cropper, 2012).
Personal authority: An association creates when each person in the association ... Show more
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2. How are each of these disciplines related to each other?
When all the five orders are consolidated and honed in an association then that association changes
itself from a conventional association to a learning association. A framework thinking approach
concentrates on enhancing the mentality of people to concentrate on accomplishing long haul
objectives which are essentials to the association than to actualize short term objectives which
acquire impermanent benefits. This general advancement in frameworks considering an individual is
built up when the association concentrates on the other four orders (Cropper, 2012).
At the point when an individual spotlights on enhancing himself, he achieves a level of individual
dominance, in this procedure he changes his disposition to take in new things and create from inside
his internal viewpoints. At the point when internal improvement is accomplished through individual
dominance, he wipes out the lack of awareness and enhances his mental models. Mental models are
the path in which an singular takes a gander at things around him, when he experts himself, he picks
up certainty and can accomplish better results while interfacing with individuals at a more
individual level (Cropper, 2012).
At the point when individual authority is joined with building shared vision an association
accomplishes group learning. They figure out how to function all things considered with different
individuals from group, while making strides

A Description of the Learning Organisation Within the a&E...
The concept of a learning organization knows its roots back to Garratt in 1987, which later on in the
late 90's was revived by Peter Senge. Senge (1990) focuses on the organization acting as a unit
where innovative ideas are generated and common goals are reached. Collective commitment of the
team is fundamental. Furthermore, according to Senge (1990), the organization must go through 5
domains in order to reach the productivity of a learning organization: systems thinking, personal
mastery, mental models, building shared vision and team learning. Therefore it is clear that
organizational learning goes beyond knowledge. This notion involves the process of action and
reflection (Carroll & Edmondson, 2002) or action learning (Revans, ... Show more content on
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Unfortunately the A&E department allocates very little time to cater for open dialogue
sessions. Although there is a great sense of teamwork amongst the multidisciplinary team,
discussions are usually done at the managerial level. Furthermore there are instances where staff
feels threatened to voice their perspective (Sheaff & Pilgrim, 2006). In fact as described by
Snell, 2002, a hierarchy could be dangerous to a learning organization. Leaders should be the
gatekeepers of the organization culture making them accessible (Snell, 2002). One issue leaders of
the A&E department may not be sensitive to the psychological aspect of nurses. A day full of
heart touching situations can bring a surge of emotions which maybe hard for an individual to cope
with. As suggested by Stinson, et al., 2006, " time to smell the roses", is the opportunity where staff
can find time to reflect and enjoy leisure activities together. This is also makes way for a better
relationship between staff members, which in turn gives a quality patient care. Another troublesome
issue concerning the A&E is the fact that parts of the A&E department are being used as a
ward. This is both creating unsafe nursing practice and is in the way of emergency nursing care.
This issue is attracting media and public criticism that in turn leads to job dissatisfaction. This all
creates a viscous cycle, which ultimately affects the patient care.

The Fifth Discipline by Peter Senge Essay
Indeed, not all external knowledge may be easily used and transformed into new artefacts. If
external knowledge is easily accessible, transformable into new artefacts and exposed to many
actors (such as customers and suppliers), then innovative entry may take place (Winter, 1984). On
the contrary, if advanced integration capabilities are necessary (Cohen and Levinthal, 1989), the
industry may be concentrated and formed of large established firms. Third, the domain relates to the
degree of accessibility of knowledge (Malerba and Orsenigo,
2000), i.e. opportunities of gaining knowledge that are external to firms. Knowledge that is
accessible may be internal or external to the sector. In both cases, greater accessibility of knowledge
... Show more content on Helpwriting.net ...
Bason stresses that when it comes to their development efforts, public sector organisation "seem to
spend 80 per cent of their energies on understanding the past and (at best) managing the present, and
perhaps only 20 per cent of their efforts on systematically exploring future directions for better
policies and services" (p. 19).
Therefore, the best way for somebody's development is adequate, timely and inspiring feedback.
Alternatively, an important influence is to give somebody also a new and more ambitious task,
which requires more effort and external knowledge accruing. And finally, a classical and formal
schooling, carefully planned and executed, is also important.
As seen, the key component of a high–performance organisation is a dynamic learning mode. A
learning organisation places a premium on innovation, risk taking, training, the right tools,
communication, and measurement (Hale, 1996). Senge (1990b: 7) quoted W. Edwards Deming's
belief that we have been systematically destroying the very attributes needed by a high performance
organisation: "People are born with intrinsic motivation, self–esteem, dignity, curiosity to learn, joy
in learning. The forces of destruction begin with toddlers – a price for the best Halloween costume,
grades in school, gold stars, and on up through the university.
On the job, people, teams, divisions are ranked – reward for one at the top, punishing at the bottom.
MBO, quotas, incentive pay, business plans ...

Tenets Behind Change Theory
Action research is simply defined as research in action in an institution (Argryis and Schon, 1996).
Lewin (1997) is the researcher behind change theory. Understanding the tenets behind change
theory and its application to this product would or would have not demonstrated the student
attitudes toward other cultures when researching other cultures. The theoretical underpinnings of
action research are based on the following three steps by Kurt Lewin (1997) called a process of
change or Change theory: Plan, action, and results. Change theory rallies for a three–step process by
disassembling a negative mindset in order to modify it for a new way of thinking. These three steps
consist of unfreezing, changing, and then freezing (Lewin, 1997). Under ... Show more content on
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The capstone product helped to incorporate ethnography, a testing system, which measured human
behavior, and pre–post surveys to document the pre and post beliefs, student behaviors, and
paralinguistic cues (Ladner, 2014). Argryis and Schon (1994) built upon the work of Kurt Lewin by
focusing on the behaviors of stakeholders and then considered how governing variables could drive
these behaviors in institutions. Argryis and Schon (1994) determined that these variables were
distinguishable between two theories called theory–in–use and the espoused theory. The espoused
theory represented the intended behaviors based on individuals' values, but the theory in use applied
to the behaviors that were occurring. These governing variables fell under two models of systems
thinking, which were model–1 and model –2. Both of these models were based on theories–in–use.
Model–1 behaviors focused on governing variables such as controlling the environment, believing
that the personal views were the only ones, and being defensive in nature. Model–2 behaviors
exhibited shared control, where a freedom of choice was permitted and relationships were
marginally

The Holding The Bag Of Training
The holding the bag of training was on top of by a Chinese academic Confucius (551–479 BC). He
believed that everything would success from learning.
"Without information, the know–it–all will go like a chicken with its head cut off, commemorate to
add fools wise."
"Learn ostensibly you could never earn enough information ostensibly you could lack something.
Apple japan is a well–known company, which is deemed to be a learning organization
By 1989 Apple Japan, the Japanese strength of multinational Apple computing had abandoned one
% of the PC super convenience store in the country. The apportionment of a dressed to the teeth
president of the mix ushered in an era – the course began to live high on hog Apple 's continuation
in the super ... Show more content on Helpwriting.net ...
4. This allowed each labourer to figure decisions, laying hold of into budget the realized system
preferably than especially focusing on their keep problems.
5. These disciplines were driven out on a fall to one lot restructuring and an educational course of
action applied to group in the organization.
Results reorganization led to a significant improvement in the company 's sales with a growth that
exceeded the most optimistic forecasts:
Market share in 1995, 1% in 1989.
Sales increased to 15% year to 1.300 billion in 1994 sales of 520000 compotators.
Although not all can be attributed to the success of the introduction of the Learning Organization
concept, the results show an unprecedented improvement. The organization of learning has become
an important actor in the growth.
1.2 Learning organization
As it has been mentioned above that the Apple chose the five disciplines of method. Furthermore
this has been discussed below:
There are a departure from the norm of definitions of a training university and its typologies. Peter
Senge reputed in an sweat it out of that the information university is a everyone of house engaged
together to enliven their power to construct results that are certainly interested in them, Fulmer et al.
(1998). Senge popularized the work of genius of the book discipline halls of knowledge at the hand
of his cuff The Fifth Discipline. In the bought on credit, he unspoken from that day forward five
characteristics.

Leadership and System Thinking
Learning Organizations, Leadership and System Thinking Table of Contents Introduction What is
system thinking? Organizational background Bureaucratic versus the Learning Organization System
Thinking: How does it relate to the Learning organization? System Thinking and the new leadership
Conclusion Learning Organizations, Leadership and System Thinking Introduction Having in mind
that the purpose of this course is exploring individuals and organizations as learning systems, I
wanted to deepen my understanding of how systems thinking, the fifth discipline mentioned by
Peter Senge, relates to and affects the office of leadership and organizational learning in different
social, political and economical ... Show more content on Helpwriting.net ...
He describes system thinking as "a discipline for seeing wholes; as a framework for seeing
interrelationships rather than things, for seeing patterns of change rather than static snapshots
(Senge, 1990 p.73). Many different definitions can be found in the vast literature that has addressed
system thinking, but they all seem to have consensus that, system thinking is holistic, a new mind
set for understanding how things work. System thinking is integral, in both, the analysis of
situations as well as in its conclusions. It proposes solutions that take into account diverse elements
and relationships that form the system and the environment in which it exits, and as such it can be
used as a tool, as a new language and as a new perspective. When used as a tool, it graphically
depicts the understanding of a particular system 's structure and behavior. When used as a language,
system thinking has unique qualities that assist communication with others, regardless of their
native languages. Furthermore, when used as a new perspective it helps to see the events and
patterns in a new light to design high–leverage interventions for problematic system 's behaviors in
the near or long term future (Senge, 1990) It is a perspective for going beyond events, to looking for
patterns of behavior, to seeking underlying systemic interrelationships which are responsible for the
patterns of

A Nail The Kingdom
For want of a nail the kingdom was lost �C that 's how the catechism goes when you boil it down.
In the end, you can boil everything down to something similar �C or so Roberta Anderson thought
much later on. It 's either all an accident ... or all fate. Anderson literally stumbled over her destiny
in the small town of Haven, Maine, on June 21st, 1988. That stumble was the root of the matter; all
the rest was nothing but history.
2
Anderson was out that afternoon with Peter, an aging beagle who was now blind in one eye. Peter
had been given to her by Jim Gardener in 1976. Anderson had left college the year before with her
degree only two months away to move onto her uncle 's place in Haven. She hadn 't realized how
lonely she 'd been until Gard brought the dog. He 'd been a pup then, and Anderson sometimes
found it difficult to believe he was now old �C eighty–four in dog 's years. It was a way of
measuring her own age. 1976 had receded. Yes indeed. When you were twenty–five, you could still
indulge in the luxury of believing that, in your case, at least, growing up was a clerical error which
would eventually be rectified. When you woke up one day and discovered your dog was eighty–four
and you yourself were thirty–seven, that was a view that had to be re–examined. Yes indeed.
Anderson was looking for a place to cut some wood. She 'd a cord and a half laid by, but wanted at
least another three to take her through the winter. She had cut a lot since those early days when

The Five Disciplines By Peter Senge
Five Disciplines by Peter Senge are: 1. System thinking. 2. Personal mastery. 3. Mental models. 4.
Shared vision. 5. Team learning. 1. System Thinking: System thinking is nothing but instead of
focusing on only one particular issue, we have to analyze and try to understand the entire system on
the whole. With this kind of analyzation, we can easily find a solution to the problem as the
problems are not confined to only a particular area or time. We might find a solution for a particular
issue, somewhere in the whole system by analyzing the entire system completely. We should try to
relate the actions and the consequences on the whole as the issues occur at different time levels, not
confined to only one particular time level. We have to have knowledge of the relation between
different departments of an organization and the relation between them and the functionality
between the departments as to how they are related in an organization. We generally focus on only
one particular issue rather than seeing the bug picture and that shouldn't be done. In system thinking
we analyze the big picture. 2. Personal Mastery: It is when a person has a clear goal and can analyze
the reality, when these both are combined then the person can achieve Personal mastery. Seeing and
telling the truth is the main and the first thing in personal mastery. With personal mastery we can
create rules and methods necessary to achieve the goal. As per Senge, training and utilizing the
powers of

Systems Theory Of Systems Thinking Essay
Systems Thinking in Organizations
Systems thinking described human thinking in a spiritual activity of the brain, that is, brainwork,
following the concept of being as the spiritual alive body. It asserts that thinking means the
processing of information that is essential for the management of the human body life (Broks,
2016). This paper discusses systems theory of systems thinking as applied to organizations today, in
particular to learning institutions versus those of traditional organizations, and their functionalities.
Research has taught us that companies are compelling, hierarchically structured entities. Such
dynamism lives in the emergence of significant events at every organizational level (Caldwell,
(2012).
Characteristics of Systems Thinking.
According to Davis, Powell, Dent and Wharff (2015), the features of "discovery, action, and
framing" are the characteristics of systems thinking that promote organizations success. These three
features analyze the organizations ' leadership processes between the linkages and interactions of the
whole systems. For example, the three characteristics view the complete organization with its
environment and incorporate the discovery component to explores and guarantee boundaries that
include all concerns parties. The framing nature gathered patterns of behaviors and make feedback
loops design connections that recognizes the points of leverage. The action engages all parties
involved in the project by exercising opening

The Learning Organisation
Organisational learning and learning organisations have been the focus of a great deal of evaluation
within management literature since the 1990's (Senge, 1990; Michaux, 2002). This paper aims to
define and critically evaluate the concept of a learning organisation by drawing on the writings of
core authors to both support and demonstrate criticisms of the 'learning organisation' concept.
The Learning Organisation
Organisational learning is a continual process whereby an organisation adapts to its environment by
constantly improving performance through evolving knowledge and understanding by its members
and the organisation (Hartel, Strybosch & Blyth, 2006). A learning organisation, on the other hand,
is an organisation which ... Show more content on Helpwriting.net ...
The level of organisational learning required by an organisation will be dependent on its own
distinctive characteristics and considering the type of organisation and its operating environment, it
may not always be beneficial for an organisation to be a learning organisation (Hartel et al. 2006:
292).
The concept of the learning organisation gained wide acceptance from the works of Peter Senge
who is most well known for his body of work entailed The Fifth Discipline. Here, Senge (1990: 3)
introduces the notion of systems thinking and defines a learning organisation as one "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". However, the concept of systems thinking has been
around since the 1950's but it was not until Senge's writings that it gained popularity and
momentum.
Whilst it is necessary for an organisation to apply 'adaptive' or 'survival' learning an example which
would be adapting to changes in the current environment, Senge (1990) asserts that a true learning
organisation is characterised by 'generative learning' which is learning that enhances its capacity to
innovate and create. Generative learning and the

The Merger Of Sundown And Master Corporation
Introduction
Organizational Learning is continuous process of transferring knowledge within an organization. It
requires the organization to effectively detect inefficiencies and to respond by correcting any issues.
Organizational Learning is not defined by training classes, it is multi–faceted way of operating. This
paper will outline how the merging of Sundown and Master Corporation can be integrated to the
new organizational culture of the merger.
The merger of Sundown and Master requires that the two organizations become a cohesive and
efficient organization. Applying basic principles of organizational learning should help assist in
fostering an environment of continuous systems thinking. We will examine how the two
organizations can apply the principles of organizational learning to help create sustained success.
Topic / Issue Identification The Sundown organization is the manufacturer of gimbals, which are
high quality camera mounts. The Master organization is an international electronics corporation.
Master has recently acquired Sundown. Along with Sundown, Master also owns a separate gimbal
manufacturing plant about 20 miles from the Sundown manufacturing plant. That plant is currently
not meeting their financial goals. Therefore, Master wants to merge the two organizations. The
Master organization and the Sundown organization have large variance in organizational culture.
Sundown is a family owned and operated and the executive management positions are filled by

The Fifth Discipline Paper
The part two of the book "The fifth discipline" wrote by Senge points out eleven laws of "the fifth
discipline" which include: "Today's problems come from yesterday's solutions" – it means people
usually unable to detect their solutions just move the problem to another part of the system, so they
think they have been solved the problem but it still appear in other part of the system. "The harder
you push, the harder the system pushes back" – this is called "compensating feedback" in system
thinking, sometimes well–intentioned interventions impact system reaction but it will offset the
benefits that be created by well–intentioned and it possible bring worse impacts in the system.
"Behavior grows better before it grows worse" – there will appear ... Show more content on
Helpwriting.net ...
and Kolb, D. study about how to "enhance experiential learning in higher education". They define
experiential learning theory, student learning styles and learning space in this report. Experiential
learning theory have six propositions: "Learning is best conceived as a process, not in terms of
outcomes"; "All learning is relearning"; "Learning requires the resolution of conflicts between
dialectically opposed modes of adaptation to the world"; "Learning is a holistic process of
adaptation to the world"; "Learning results from synergetic transactions between the person and the
environment"; and "Learning is the process of creating knowledge". This report also point out four
basic learning styles include diverging, assimilating, converging, and accommodating. Authors think
learning space was influenced by people and environment, under this kind of situation learning
space can be formed into the behaviors which combines "position, region, locomotion, equilibrium
of forces, positive and negative valence, barriers in the person and the world, conflict, and goal".
Then they use learning space framework method and depend on three different universities in order
to study learning space. After their complete analysis, they conclude enhance experiential learning
in higher education is very important. They also suggest five principles to enhance

The Fifth Discipline Summary
Earl Draper
EDL 762
April 22, 2017
The Five Disciplines and Organizational Improvement
Throughout our final semester of study at Maryville, our cohort has studied Peter Senge's, The Fifth
Discipline: The Art and Practice of the Learning Organization. Rather than set of management
practices, the book describes how organizations, especially those that are sustainably competitive,
know how to learn. These "learning organizations" are continuously learning how to work together,
where the norm is producing their best. In the book, Senge identifies five essential elements, that
when practiced together, create perfect conditions for an effective learning organization. These five
practices are Personal Mastery, Mental Models, Shared Vision, ... Show more content on
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A system is a collection of elements that interact with each other over time to function as a whole.
Systems thinking is a combination of the previous four practices: personal mastery, mental models,
shared vision and team learning to dissect and examine the practices of the organization. I first heard
learned about systems thinking five years ago when I started in the Hazelwood School District. Our
district had just began our district wide professional development on systems thinking, but then we
had a change in our superintendent in late August, just a few weeks after the start of school. With
the change in district leadership, came a change in our district focus, and systems thinking was
almost immediately abandoned. However, since revisiting it this semester, I can't help but
incorporate it into many of my daily

Learning Patience and Responsibility at Hell's Pizza Essay
Learning Patience and Responsibility at Hell's Pizza
Even the job from hell can teach you patience and responsibility. When you hear the name Peter
Piper Pizza, you may think a fun family restaurant. When I hear Peter Piper Pizza I get chills down
my spine. Having worked there for about two years, I started to get annoyed over every little thing
that was a part of my job. I had the worst position that they had, Game Technician. When I first
applied for the job, the game guy was going to be the easiest job that I could find. Little did I know
that this position taught me the more about being patient and responsible than any other experience I
have had.
It was mid sophomore year of high school when I started the job hunt. I applied ... Show more
content on Helpwriting.net ...
Game technicians get the bottom of the barrel when it comes to work. At Peter Piper Pizza, they are
in–charge of helping customers with games, working the prize counter, and fixing all of the games
all at the same time. On weekends is when I hated this job the most. Being in charge of over one
hundred little screaming 4–9 year olds, each one with another problem taught me several things. It
taught me that little kids are bastards, and they lie a lot. Another thing that the kids showed me is
that they do not know how to count. Many times would I have a child come up with four tickets and
point to the back wall and demand one of the huge prizes. Once you break the news to them that
they only have four tickets they throw a fit and make my job even harder. The one thing that they
did teach me though was to be patient. I was a pretty impatient person before this job, but working
this schedule will make anyone more patient.
The typical work day for me started around 7am. Opening was a very lame job. I was in charge of
putting all of the tables down on the ground for the customers. Once that was completed, I had to
check every game and re–stock them with fresh stacks of tickets. After that, I had to take Windex
and clean all of the games. After a couple of hours of cleaning and preparing, it was time to open at
10. The weekends were the busiest and that is when the restaurant becomes too hectic

Main Themes Of Fifth Discipline
NishitKumar Patel Student ID 99836 MGMT 510 Assignment 6 1) The main themes of fifth
discipline: There are five discipline of learning organizations identity by peter senge. Systems
thinking is the most concept of the fifth discipline that people continually grow their capacity to
create the results what they need. The new and extensive patterns of thinking are developed, where
collective ambition is set free, The basic logic for such organizations is situations of quick change
only what are flexible, adaptive and productive. Organizations need to discover how to tap people's
commitment and capacity to learn at all level. It is discipline that integrates the others, merging
them into a clear body of theory and practice. The organization's policies, strategies and systems are
key area of design. The five disciplines. System Thinking: It is the abstract source of his approach.
Systems are easy to understand and address the problem, and can examine the interrelationship
between the parts. The systems viewpoint is generally oriented toward the long–term view. Systems
failure to understand system dynamics can lead us into series of blaming and self–defense. Personal
Mastery: It is the discipline of continually clarifying and ... Show more content on Helpwriting.net
...
Message learnt from whole food market a protection and sustainability are followed while providing
high quality service to customers and high profits to investors. Whole Foods competes with all
supermarkets with more U.S. consumers focused on eating healthfully, environmental sustainability,
and the green movement, the demand for organic and natural foods has increased. Whole food
provide the many variety of product that can really help to boost company's sale. Whole food
market applying leadership strategic and create the values for product that can make growth of them
food market

The Fifth Discipline: The Art And Practice Of The Learning...
Peter Michael Senge is the founding chairman of the Society for Organizational Learning (SoL).
This organization delivers the services of advises about the communication of ideas between large
organizations (as cited in Vliet, V.V., 2013, p.4). He is the author of the bestselling book The Fifth
Discipline: 'The Art and Practice of the Learning Organization'. (1990). Peter Senge theory of
learning organizations promote an environment where people are engaged in their work and
committed to the vision of the organization. In addition, at the MIT Sloan School of Management,
he is a scientist and director in Center for Organizational Learning. Besides, he served as senior
lecturer at the System Dynamics Group at MIT Sloan School of Management and co–faculty at the
New England Complex Systems Institute. (http://howold.co/peter–senge)
Peter Senge was born in 1947. He graduated as a Bachelor's Degree ... Show more content on
Helpwriting.net ...
Then, he acquired his Master's Degree in Social Systems Modelling from Massachusetts Institute of
Technology (MIT) Sloan School of Management in year 1973. After that, in year 1978, he obtained
Doctorate in Management. Peter Senge started working as an engineer in training for John H.
Hopkins after he had acquired his doctorate. In year 1970s and 1980s, Peter Senge gained practical
experience in organizations like Ford, Chrysler, Shell, AT&T, Hanover Insurance and Harley–
Davidson. (as cited in Vliet, V.V., 2013).
In year 1990, he published the book "The Fifth Discipline". His status from an engineer had
changed leading figure in the field of organizational development. He laid out his thoughts about
organizational learning in his book. His theories mainly seeing organizations as learning instruments

Article Review of John Bersin's article, 5 Keys to...
Week One
Learning Organizations are vital in assisting businesses to operate effectively. In this rapidly
changing environment learning organizations acquire knowledge and innovates faster, helping the
organization to thrive and survive the changing environment. Businesses that establish a learning
organization create a culture encouraging and supporting the employees learning, and take risks
with critical thinking, and new ideas.
Organizations that endorse learning permit staff to make mistakes and the learning process is
learning from those mistakes. Learning organizations and their employees experiment coming up
with the best solution and learn from the experience. Employees learn when informed by the
distribution of any new knowledge ... Show more content on Helpwriting.net ...
3. Unleash the power of experts – make the experts available to share their skills and experience
whether internal or external build a directory of experts.
4. Show the value of formal training – Formal training has a function in professional networking
and career growth, and this training has not gone away. Managers should promote the opportunity
making time for the people to learn, giving the organization greater productivity and satisfaction.
5. Allow mistakes – A huge mistake is the best organizational and individual learning opportunity.
This is the time to build a formal process where the team focuses on what worked, what did not, and
the changes in processes to improve the outcome next time (Bersin, 2012).
The article provides ways to build a learning organization, and they all lead back to the
organizations management, building a culture giving individuals the time to develop, reflect, share
expertise and experiences, and learning from mistakes can help the organization surpass the
competition, and thrive and survive the current changing environment.
A learning organization is where the learning process involves all staff members and that learning
and working are effortlessly entwined. Peter Senge and his team conceptualized the learning
organization in his book The Fifth Discipline: The Art and Practice of the Learning Organization
(Senge, 2009).

A Short Story-The Story Of The Bull Run
Feet splash on the muddy ground through the worn fields of Bull Run.
Endless land covered in the blood of the Union and Confederate soldiers. The faint
smell of gunpowder still lingers in the air, and smoke covers the fields as if death
himself is horrified of the battle he had watched. As the clouds start to part the whole
scene becomes clear. A small clearing surrounded by trees and a hill littered with
burnt carriages, blankets, dresses, and baskets. Cannons and broken down artillery
are spread along with dismantled body's covering the ground. Barely leaving any
grass to poke through. A faint voice is heard echoing through the pity full land.
"CHARLIE... CHARLIE!" Every second the voice seems to be getting closer.
"Charlie... I found you." "Hey Pete... long time no see surprised you're not in
Washington by now." A sigh of relief comes from Peter "you idiot... you were
supposed to fall back" Pete begins to realize how bad Charlie's situation is "Good
God Charlie your leg it's... it's not there... what happened." Gasping for breath
Charlie seems to be losing his adrenaline and feeling the pain from his missing leg.
"Me and that greyback each got a good shot at each other" Pete starts to better
bandage Charlie's leg "Charlie your leg isn't bleeding... but how?" "After we took fire
some people I knew found me, they made a fire and sealed the arteries in my leg." "I
didn't really have a choice... the only reason I got through the pain was because of

this."

Team : Team And Team
Team Learning
Team alignment is critical to ensure team effectiveness. An unaligned team could work
extraordinarily hard and produce very little. Lack of team alignment results in wasted energy.
Aligned teams produce extraordinary results through harmonizing energies and much less effort.
Teams achieve alignment through a common purpose, shared vision, and knowing how to best
support one another. This way, personal visions becomes team visions, which also allows for greater
empowerment of team members.
Team learning is the process of team development and team alignment that increases team capacity,
and it enables the team to operate as an effective unit. Team learning starts with team vision and
continues to build upon it. The team as a unit is critical to allow for team decision–making, a staple
of the modern business environment. Team learning comprises of three dimensions. First, teams
need to possess insightful thinking about complex issues. Next, teams need to respond with an
innovative and coordinated effort to address the issues. Finally, to execute the effort, coordination is
needed across teams, which means team learning need to propagate throughout the organization.
The way teams achieve this is through dialogue and discussion, the foundations of team learning
(Senge, 2006).
Systems Thinking
Systems thinking is the process of seeing 'the big picture' instead of focusing on superficial
symptoms. It represents a discipline by which we learn to recognize

The Necessary Revolution
20 rEFLEctIoNS | V o LU M E 9, N U M B E r 2 reflections.solonline.org Book ExcErpt 9.2 The
Necessary Revolution How We Got Into This Predicament Something important has happened in
the last stage of the industrial era that sets it apart from the past: Globalization has brought a level of
interdependence between nations and regions that never existed before, along with truly global
problems that also have no precedent. The Industrial Age isn't ending because of a decline in
opportunities for further expansion. It is ending because individuals, organizations, and
governments are realizing that its side effects are unsustainable. But endings are also beginnings. In
The Necessary Peter Senge Revolution, Peter Senge and his ... Show more content on
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By 1952, air quality in London was so bad that the "great smog" (four days of toxic air trapped over
the city) killed more than 4,000 people and galvanized the government to create air pollution
regulations.1 other side effects went unseen. Invisible co2 emissions in the United kingdom rose
from virtually zero to over a million tons per year by the end of the nineteenth century. During
America's twentieth–century economic miracle, the amount of fossil fuels burned grew so much that
by the end of the century co2 emissions totaled almost two billion tons annually, or about seven tons
per person. Despite growing awareness of the importance of a healthy environment and successes in
pollution reduction, even a cursory summary shows that things have mostly gone from bad to worse
worldwide. Let's look at the problems by category. Industrial Waste the U.S. economy consumes
over 100 billion tons of raw materials per year; more than 90 percent of this, by weight, ends up as
waste from extraction and production processes. that works out to about 1 ton of waste per person
per day.2 Solid and liquid industrial wastes (such as plastics and petrochemical wastes) disperse
through groundwater, and airborne pollutants (such as acids) can travel hundreds or thousands of
miles 22 rEFLEctIoNS | V o LU M E 9, N U M B E r 2 reflections.solonline.org before they end
up in rainfall, soil, and water. these pollutants affect

The Learning Organization Essay
Peter Michael Senge was born in 1947, he is an American scientist. Senge received a B.S. in
Aerospace engineering from Stanford University. While at Stanford, Senge also studied philosophy.
He later earned an M.S. in social systems modeling from MIT in 1972. He also earned a Ph.D. from
the MIT Sloan School of Management in 1978 (Wikipedia, 2011). He was the Director of the Center
for Organizational Learning at the MIT Sloan School of Management, and as of 2005 was on the
faculty at MIT. He is the founding chair of the Society for Organizational Learning (SoL). This
organization helps with the communication of ideas between large corporations. It replaced the
previous organization known as, The center for Organizational Learning at ... Show more content on
Helpwriting.net ...
People are watching the same movies, reading the same magazines, and dancing to the same dances
from Boston to Bangkok, to Buenos Aires (Marquardt, 2002). The first component is Systems
Thinking. He uses a rainstorm as an example of how humans interrelated actions have a diverse
affect on each other, and how humans usually don't see those invisible links because it takes years to
take form. Because people don't usually see them for years and only focus on snapshots, it arises the
questions of why there problems never seem to get solved. According to the author Peter Senge,
"Systems thinking is a conceptual framework, a body of knowledge and tools that has been
developed over the past fifty years, to make the full patterns clearer, and to help us see how to
change them effectively" (1990, p.468). The second component is Personal Mastery; the special
level of proficiency. It is the discipline of continually clarifying and the deepening of personal
vision, focusing of energies, developing patience, and seeing reality objectively. Personal Mastery
has two components. First, one must define what goal one is trying to achieve. Second, one must
have a true measure of how close one is to the goal (Senge, 1990). Personnel mastery is an essential
cornerstone of the learning organization; an organization commitment to capacity for learning can
be greater than that of its members. The author

Traditional & Learning Organizations
Introduction Peter Senge is a Senior Lecturer at the Massachusetts Institute of Technology. He is the
author of the widely–acclaimed book The Fifth Discipline: The Art and Practice of the Learning
Organization (1990). He can be said to be responsible for the popularity of the concept of a 'learning
organization' today. Peter Senge argues that not only we humans learn, but organizations also.
However, learning itself may not be enough for the organization to survive in this ever–challenging
era. In his book, The Fifth Discipline, Senge introduced five 'disciplines', namely systems thinking,
personal mastery, mental models, building shared vision, and team learning, that characterizes an
organization as a learning organization. ... Show more content on Helpwriting.net ...
A learning organization allows all employees to have input in how the organization works. A
traditional organization tends to be more bureaucratic and formal. This culture places importance on
efficiency and stability. Employees have no or very little say in the organization and only do as they
are told. Besides that, there is a clear difference in how both organizations are led. In a learning
organization, the leadership is somehow 'spread out' across the organization. Formal leaders do not
dictate but listen to the employees and guide the organization in the desired direction through shared
visions and goals. In a traditional organization, every single process is done formally under the
instructions and dictation of the topmost management. Employees are assumed to be incompetent
thus do not make any decisions at all; the leaders are in charge of that. In terms of assessment of
overall performance, a learning organization assesses its performance through learning histories,
their creativity and innovativeness, the extent of their long–term goal achievement and share
accountability for the performance. A traditional organization only care about numbers. Performance
is assessed through how much profit is made, was the target achieved, and is there too many
employees. These are short–term effects which may make the organization efficient but does not
necessarily help it grow and improve. The organization is rigid and feels 'stiff'. A learning
organization

Peter Senge’s Five Disciplines
1.0 Introduction
Peter Senge was born in 1947, and he graduated in an engineering Stanford and then undertake a
Master in Social Systems modelling at MIT (Massachusetts Institute of Technology) and after that
he completed his PhD on Management (Mark,2001). According to Peter Senge , learning
organizations are " Organizations where people continuously expand their capacity to create the
results they really want , where expanded and new patterns of thinking are developed, where
collective goal is set free, and where people are continuously learning to see the whole together".
The basic needs for such organization is that in situations of continuous change only those are
adaptive, flexible and productive will succeed. In order for this to ... Show more content on
Helpwriting.net ...
In order to impose shared vision, learning organization needs to have flat, decentralized
organizational structures. Shared vision is usually to succeed against rival organizations, but Senge
states that there should also be long term goals that are intrinsic within the company (Boydell,1999).
(e) Team Learning
Team learning is the accumulation of individual learning. The advantage of shared learning is that
employees grow more quickly and problem solving range is improved through better access to
expertise and knowledge. Team learning has features such as boundary crossing and openness which
helps organizations to make decisions in an efficient way. Team learning needs employees to engage
in discussion and dialogue thus team members must develop shared meaning, open communication
and shared understanding (Boydell,1999).
3.0 Other frameworks in Delivering Customer Value
(a) Micheal Porter Value Chain
Value chain is a concept or a framework from business management what which first described and
popularized by Micheal Porter in 1985. It is a model that helps to analyse specific activities through
which firms can create competitive advantage and value to customers (Value Based
Management,2012). Micheal Porter

A Short Story : A Story?
Jumping off Steve's motorcycle, Curbie kisses her father's cheek before running into the front door
of school, literally. Groaning she picks herself up from the ground, and opens the glass door.
Running in she quickly slides and gets past the incoming traffic of high school halls. Upon reaching
her locker she sees the familiar brown hair head of her best friend. "Peter!" She yells reaching him
and launching herself on his back. "Hello best friend." She gives him a cheeky smile while resting
her chin on his shoulder.
Peter grunting from the sudden impact smiles warming at his hyperactive best friend, "Hey Curbie.
How are you this morning?"
"I am awesome, well except for running into glass doors this morning. Again. And how are you
Petey?!"
Peter sighs holding his bag in one hand and holding Curbie's leg with the other. "I am doing alright,
are we still on for movie night?" Curbie nods her head laying it on his shoulder completely.
"Yes, we are and we can watch it at the tower because my parents and family are all out on a
mission. Well actually not on a mission more like uncover Spider–Man's secret identity." Curbie
laughs softly, "I doubt they ever will he is very good at keeping his real identity a secret." Playing
with Peter's hair she grows confused on his sudden silence. "Peter?"
Snapping out of his inward panic he looks back at his best friend's face, "Yeah, yeah tower
wonderful idea." Curbie smiles kissing his cheek.
"Wonderful, now we mustn't be late to class,

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