- Paperback: 464 pages
- Publisher: Crown Business; REV edition (March 21 2006)
- Language: English
- ISBN-10: 9780385517256
- ISBN-13: 978-0385517256
- ASIN: 0385517254
- Product Dimensions: 16 x 2.3 x 23.1 cm
- Shipping Weight: 635 g
- Average Customer Review: 92 customer reviews
- Amazon Bestsellers Rank: #12,278 in Books (See Top 100 in Books)
The Fifth Discipline: The Art & Practice of The Learning Organization Paperback – Deckle Edge, Mar 21 2006
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The Fifth Discipline: The Art & Practice of The Learning Organization
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The Book is a collaboration of several writers who do a superb job of unraveling the web that is the learning organization. At times, it may seem to the reader that the book is a labyrinth of disjointed concepts and ideas. However, if you have read 'The Fifth Discipline' you will find no problems following the concepts introduced. In fact, you will even understand why the writers have chosen to introduce them in that fashion. If you have not read "The Fifth Discipline', do not despair, it will take a little longer to get 'the whole picture'.
The Book is divided into 8 main sections:
1) Getting Started addresses the basic concepts and ideas of the Learning Organization.
2) Systems Thinking (the fifth discipline) - Many people have argued that Senge should have delegated the fifth discipline until the end, however, without Systems Thinking, your vision is disjointed and incomplete.
3) Personal Mastery covers the area of individual development and learning. The chapters here are among the most valuable in the area of self-growth and self-improvement.
4) Mental Models - These are the pictures that you have in your head which represent reality.
5) Shared Vision - You've seen the whole picture, you've developed and you understand how you see the world. Now you need to find a common cause with the rest of the people in your organization, something that you all work for.
6) Team Learning - As you work with other people in teams or groups, you need to pass the stuff that you have learnt and the wisdom you've acquired to others. At this stage, the learning is no longer that of the individual, but the group.
7) Arenas of Practice - (Self explanatory)
8) Frontiers - Where do we go from here.
If you are interested in development, learning, growth, leadership, gaining a competitive edge whether at an organizational or personal level, then this book is for you. In fact, I'd venture to say that this is book is for everyone.
To create generative learning, Senge suggested the Laws of the Fifth Discipline. Yesterday's "solution" could be today's problem. The harder you push, the more resistant the system would become. Things usually go better before they eventually plummet. The easy way out usually leads back in. The cure can be worse than the disease. Faster is slower. Cause and effect often located miles apart in time and space. Dividing an elephant in half does not produce two small elephants. He called for systemic thinking, blaming no one else for problems, seeing the long-term and the structural problems, and identifying the least obvious leverage points.
To build a learning organization, Senge suggested four core disciplines. They were personal mastery, mental models, shared vision, and team learning. Personal mastery included personal vision, holding creative tension, commitment to the truth, and integrating reason and intuition. Mental models incubated a new business worldview. Shared vision called for enrollment, commitment, and compliance from the team. And team learning encouraged dialogue, discussion and practice within the group.
Senge's call for systemic thinking and a new worldview is prophetic. It demands a rethinking of oneself and a new business outlook. In a world prevalent of short-term success, pragmatic results, and practical skills, Senge's approach could help organizations achieve long-term and continual health.
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