links Peter M. Senge (1947- ) was named a ‘Strategist of the Century’ by the Journal of Business Strategy, one of 24 men and women who have ‘had the greatest impact on the way we conduct business today’ (September/October 1999). While he has studied how firms and organizations develop adaptive capabilities for many years at MIT (Massachusetts Institute of Technology), it was Peter Senge’s 1990 book The Fifth Discipline that brought him firmly into the limelight and popularized the concept of the
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and a bad side. People have the power to choose their own actions. After a scenario has played out there are many emotions that can play out in people’s minds. Robertson Davies understood that in many life choices, guilt is present. In the novel Fifth Business, many characters express guilt while others disguise it. Dunstan Ramsey is a character that feels guilt throughout the book, while characters like Boy Staunton and Mary Dempster do not feel guilt. This could be viewed from a Good versus Evil aspect
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Conclusion: Innovation Challenges in Established Firms Carolyn French Student ID: 5911458 American Sentinel University September 1, 2013 Instructor: Dr. Jacqueline Gilliard Abstract This research document explores several case points as outline in the introduction paragraph covering this weekly assignment exerted from the ASU Moodle web site and from some selected books and articles that are listed on the reference page. Also there is a series of case points under examination in the context
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A Response to Senge's Ideas about Learning Organizations and Leadership Extracted from the article "Peter Senge and the Learning Organization" Smith, M. K. (2001) 'Peter Senge and the learning organization', the encyclopedia of informal education, www.infed.org/thinkers/senge.htm Issues and problems When making judgments about Peter Senge's work, and the ideas he promotes, we need to place his contribution in context. His is not meant to be a definitive addition to the 'academic' literature
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Many organizations past and present are introducing workplace learning into their daily operations to support and accommodate changes faced during economic, social, and political change. Organizations that are able to learn from the environment, adapt to changes that arise, and maintain the overall competitiveness within the market are considered learning organizations. When exploring the question “the concept of learning organizations is based on firm foundations”, it is essential to analyze the
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into this role because of my previous experience, there was Russell who is a Talent Acquisition manager, his role was to help provide us with guidance and to keep the business informed on our progress and communicate to both us and the business the status of the project. Heidi was the project manager for the management side of the business representing the division where the lay-offs were taking place. Her role was to keep us informed on each group that were receiving their lay-off notices. We meet with
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Dialogue can be defined as a combination of mindful communication, equitable transaction, empathic conversation and real meeting and is believed “to produce thoughts that neither party in a relationship-nor any participant in a group, team, or network – could have produced alone.” (Eisenberg, et al., 2009, p.50-51). Promoting dialogue in teams will lead to new ideas and open communication, which lead to integrity in workplace. However, it faces challenges like people’s mindless communication, inability
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Literature Review of the Learning Organization The concept of the learning organization is something that all organizations today must use to be able to adapt to today’s every changing environment. Learning organizations tend to have a flat, decentralized organizational structure (Argyris, 1999). There are five components that make up the learning organization: personal mastery, systems thinking, mental models, building shared vision and team learning. The key to becoming a learning organization
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Running Header: Achieving and Maintaining Individual Excellence 1 Achieving and Maintaining Individual Excellence Paper James O. Greenup BSHS 462 January 11, 2009 Kevin L. Benbow, MA, LPC University of Phoenix Achieving and Maintaining Individual Excellence Paper 2 In this paper, I have formulated a framework for achieving and maintaining individual excellence for my life. I will discuss how I have achieve and maintain my individual excellence for my life by listing
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In my opinion, the philosophy of a learning organization is an organization that fosters team work, shares a common goal, able to collect, analyzes, and implements best practices to grow the company, and encourages/enable personnel growth. Team work or team learning is the ability of a group to apply each individual’s skill or capabilities to develop a free flowing plan to reach the companies goal. (Senge, 1990, p. 236) An organization should have a common goal to strive to reach. It does not matter
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