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…
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.
I would say the majority of issues I have seen relate to nurses feeling their patient load was too much which may possibly result in unsafe patient care. This typically relates directly to staffing issues.
Learning systems for innovation: Systems for delivering value: These systems reflect what the organization knows and make this knowledge exploit in
For most companies, identifying what a learning organization should be and actually becoming one is tricky at best, impossible at worst. One way that manager's and companies can promote the concept of being a learning organization is to assess whether the company is in need of a short-term fix or whether it is more focused on long-term results. Organizational learning is a long-term activity that will build competitive advantage over time and requires sustained management attention, commitment, and effort. Learning organizations maximize their competitive positions during strong economic times and they prudently train their employees and prepare for change even in turbulent times. As a result, learning organizations and learning
This course covered many important topics helpful in understanding learning organizations. This paper will incorporate real-life situations from my organization, The American Red Cross. It will focus on three areas I found to be most helpful and relevant to my experience which is the understanding of systems thinking, growth, and the need to practice reflection.
Senge, P. M. (1990/2006). The fifth discipline: The art and practice of the learning organization. New York: Doubleday/Currency.
In Peter Senge’ book, 'The Five Discipline: The Art and Practice of the Learning Organization', personal mastery, mental models, and systems thinking are three of five disciplines that are used in learning organizations. Currently, I am employed with a school district as a substitute teacher. I have subbed short and long term assignments on and off for nearly 15 years while operating my own Christian Academy. During these years, I have learned many of the processes and procedures as they relate to teachers and administration. It is clear to me that schools are reflected as learning organizations. However, according to ifed (n.d), “Peter Senge (1990: 3) states that learning organizations are organizations 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
Organizational learning promotes: adaptability, participation and information openness. Consequently, not only employee performance will be enhanced, but also the increase of organizations effectiveness and efficiency.
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,
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.
It’s clear that some level of cognitive dissonance is occurring at the GSU. In this case, the staff states that the reason they entered the nursing profession was to help people. However, they feel as if they are being asked to perform their duties in such a way that conflict with those beliefs. For example, they are spending less time caring for patients and more time filing paperwork and handling administrative tasks. This dissonance is leading to negative attitudes around the workplace. Additionally, the emotional labor present in a hospital setting, compared to that of an office or factory
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.
This paper, therefore, explores, discusses and analyzes the integrated role of Learning organization (as a structural entity) and the organizational learning (as an intrinsic know-how process) that
Jashapara (2011) defines organisational learning as the processes of improving organisational actions through better knowledge and understanding.
Continuous improvement programs is an uninterrupted effort to create entities superior and countless organizations rely on these for enhanced improvements. But why we need it? What we want from it? Why build it? A key prerequisite towards learning demands a strong commitment. However, an absenteeism of inclination to acquire fresh techniques, the organization is certain of reiterating the unchanged traditional methods. These act as a pull-down force against improvement. Three M’s: Method, management and measurement are the basic components of launching learning organization. Moreover, a proper understanding of the basic components is necessary for moving forward. A fresh perception for problem-solving, experimentation, learning from past experiences & others and transferring knowledge is essential for developing long lasting improvements. Various executives from Analog devices, Chaparral Steel, Xerox, IBM, and Boeing have understood their shortcomings and developed an improved version with the modern viewpoint. Motorola executives used the benchmarking approach for the organization. Garvin refers to various terminologies about the learning organization by different scholars such as Peter Senge and Nonoka. Senge recommends the use of five component technologies that consists of system thinking, personal mastery, mental models, shared visions & team building to achieve the learning organization. Furthermore, Nonoka strategy claims over account focus thinking, encourage
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.