What Is The Key Of Mastery

I believe that education; preparation and planning are keys to success. My vision is to apply those principles to my work ethic and applies my knowledge and skills to my professional performance. Therefore, better my workplace delivering excellence in results and stand out as a leader. I strongly believe that the most important part of a business is its people, and example is the best way to express an effective organizational culture.

Some people say that mastery is where you need to get to. But, is it really? There is always something further, something just out of reach. That you just need to work a little more so that you can reach it. That’s where your goals need to be, just out of your reach. This will make you work for, and not just sit back and relax. Life isn’t just gonna sit still, and let your mastery conquer it. Life is gonna fight back and put curves in your path. So, if you just focus on one thing you won’t be prepared for the curves and you're gonna crash.

With the help of Floricane, we’ve decided to focus on these key areas from the ideas provided as a framework for

already own those traits and share them with the client. However, incorporating performance attributes must be measured to ensure learning is effective. Therefore, inter-firm learning is crucial to business relationships success and future competition.

My theme for Defense of Mastery is “Life during WWII”. I have chosen to do this theme because it incorporates all of my core classes. I was going to create 2 models of Hiroshima before and after the bomb was dropped by the U.S. But instead I decided to create a small documentary about a woman who lived during WWII and experienced similar treatment than that of a Jew while in Germany under Nazi control. I will be interviewing her personally and asking her questions that relate to her life during the war. If I have time I will still try to create the model.

Secondly, I learned was that occasionally better outcomes can be achieved by being cooperative rather than competitive. Cooperation,

Throughout completing these modules, I learned multiple lessons that will help me in future negotiating situations. I learned to take

What concepts, theories, models, tools, techniques, and resources did you find most interesting and or valuable?

The first ability required in “the right stuff” is learning how to learn. Friedman discussed the ability to learn as constant absorption, and self-teaching techniques that manifest crystallized intelligence and enhance the ability of the individual to new innovation. (Friedman, 2007) Life- learning is essential to being competitive individually in the new flat world. Individuals that love learning and are motivated to search for data or self-learn will be stewards of their own compounding education. (Friedman, 2007)

Week 9 lecture on Individual learning we came across that in an organization learning derives from the individual learning from each member of the organization. Consequently, individual learning is crucial for organizational learning. Learning is defined as gaining knowledge or skill. Thus, learning incorporates two meaning 1) knowing how-to which is implies the ability to act and 2) Know-why, which shows the

I am a MBA student taking different courses to develop a great understanding of the various aspects that businesses entails. I want to be well –versed in a variety of other areas that will make me confident in my career.

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.

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.

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.