4.2.4 - Senge’s Learning Organisation

Question 1

Describe Senge’s learning organisation

Answer 1

Senge believes that a ‘Learning Organisation’ is based on 5 principles
that must be introduced for change and innovation to be successful. By
looking at the business as a System understanding the need for change
and its impact organisation-wide, change can be embraced by employees (System’s Thinking). Personal Mastery creates life-long learners, sharing their learning and having input into change. A business must prioritise Team Learning where groups share their ideas and teach each other with leaders Building a Shared Vision rather than imposing objectives. Rapid change can be achieved using Mental
Models that replace confrontational and defensive attitudes towards learning, by encouraging managers and employees to be open to the influence of others, embracing innovation and constant change.

Question 2

Key Words for Systems Thinking

Answer 2

Wholistic view, unified, change impacting the whole business, structures for communication exist, consequence of decisions and their impacts

Question 3

key words for personal mastery

Answer 3

Innovation, Achieve goals, grow as a person, desire to master skills and grow, drive continuous change, see the
value of change

Question 4

key words for team learning

Answer 4

Comfortable sharing, thing as a team, open environment, remove bias, people expect to work in diverse teams, facilitate teamwork as a normal expectation

Question 5

key words in shared vision

Answer 5

Vision is NOT imposed, vision is flexible to the needs of all, manager is open to their vision being changed, good communication needed, highly motivating, valuing input of ALL

Question 6

key words in mental models

Answer 6

Adaptive and flexible to change, employees open minded, confident employees, positive attitude towards change, support change.

Question 7

how would systems thinking support business change

Answer 7

Allows understanding and structures to prepare for change as a unified whole allowing continuous change.

Question 8

how would personal mastery support business change

Answer 8

By mastering skill, this leads to innovative thinking and a ‘change culture’ where change is accepted.

Question 9

how would team learning support business change

Answer 9

Leader inspires individuals to value team learning, share learning and build confidence

Question 10

how would shared vision support business change

Answer 10

Change is welcome as everyone has ownership and feels valued, positive corporate culture and relationships are developed. Resistance is overcome as everyone is included in change.

Question 11

how would mental models support business change

Answer 11

Ideas will flow so a positive attitude from everyone will make change easier and involvement helps to build investment in change.

Question 12

what is systems thinking

Answer 12

This is the ability to view and evaluate the
business holistically (with all departments interconnected) and to accept that each department will impact on another and that each of the 4 principles are needed in order for a business to become a
learning organisation

Question 13

what is personal mastery

Answer 13

This is where a business learn through individuals. An individual must be committed to self-improvement by creating a vision for themselves and becomes a life-long learner in order to
contribute to an innovative, learning organisation.

Question 14

what is mental models

Answer 14

This is about creating a business culture of openness to learning, inquiry and trust where employees are encouraged to challenge and unlearn old assumptions and mindsets in order to feel empowered to create something new and better than before.

Question 15

what is building a shared vision

Answer 15

– When leaders foster the ideas and learning of others, facilitating opportunities for employee input and support genuine ownership of objectives rather than imposing goals on people.

A shared vision is what the members of the business (managers and employees) want to create or accomplish as part of the business. A shared vision is not imposed by one or a few people as a business directive but is derived from the members of the business, creating common interests and a sense of shared purpose for all business activities. Managers must foster the development of this shared vision as a shared vision gives employees energy and focus and it is this energy and focus that will see the business achieve their objectives.

Question 16

what is team learning

Answer 16

The idea is that individuals learn from each other and group knowledge together. Teams that are aligned will move in the one direction and although individuals will have different skills and knowledge, the team will be able to work well together and learn together.

Question 17

Advantages of Senge’s Learning Organisation

Answer 17

• Improved corporate culture as employees feel connected, valued for their input and share a part of the vision
• Employees receive extensive training and
  development and are multi-skilled helping
  them to feel job secure, lowering staff
  turnover

Question 18

Disadvantages of Senge’s Learning Organisation

Answer 18

• Creating a Learning Organisation is time consuming with many employees engaging in training and development
  instead of being productive in their core activities, therefore lowering productivity
• Training and development is very costly and will increase business costs as employees seek self-improvement that may not directly improve net profit.