Fünf Disziplinen (Senge)

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Lernende Organisationen. Erklärung der Fünf Disziplinen von Peter Senge. ('90)

Inhaltsverzeichnis

  1. Zusammenfassung
  2. Forum
  3. Best Practices
  4. Expert Tips
  5. Quellen
  6. Drucken

Fünfte Disziplin - Senge Für Peter Senge (1990), Änderung ist Teaming und Lernen ist Änderung. So ist es für Organisationen möglich zu lernen sich zu ändern, weil „tief im Inneren sind wir alle Lerner“. In seinem Buch „Die Fünfte Disziplin“ möchte Senge die Illusion zerstören, dass die Welt aus unterschiedlichen, unverwandten Kräften geschaffen ist. Wenn wir diese Illusion aufgeben, können wir „lernende Organisationen" errichten, Organisationen, in denen Leute fortwährend ihre Kapazität erweitern, um die Resultate zu erzielen, die sie wirklich wünschen, wo neue und ausdehnende Muster des Denkens genährt werden, wo Kollektivaspiration freigesetzt wird und wo Leute fortwährend erlernen, wie man zusammen lernt. Manager müssen lernen, sieben organisatorische „Lernunfähigkeiten zu ermitteln und die „Fünf Disziplinen“ als Gegenmittel zu diesen zu verwenden.


Die Fünf Disziplinen von Senge

Die fünf Bestandteile im Modell von Senge sind:

  1. Systemdenken. Die integrative (fünfte) Disziplin, die die anderen 4 in einen zusammenhängenden Körper der Theorie und der Praxis fixiert.

  2. Persönliche Meisterung. Leute müssen ihr Leben und ihre Arbeit betrachten, wie ein Künstler sein Kunstwerk betrachten würde.

  3. Mentale Modelle. Tief verwurzelte Annahmen oder mentale Bilder, die beeinflussen, wie wir die Welt verstehen und wie wir Maßnahmen ergreifen.

  4. Errichten geteilter Vision. Wenn es eine echte Vision gibt, tun Leute sich hervor und lernen, nicht weil sie müssen, sondern weil sie es wollen

  5. Teamlernen. Teammitglieder nehmen am wahren Dialog teil. Sie heben ihre Annahmen auf.

Alle diese 5 Disziplinen müssen in einem immerwährenden Bestreben eingesetzt werden, um die Kapazität der Organisation zu erweitern, um ihre Zukunft zu schaffen. Lernende Organisationen sind jene Organisationen, die über das Lernen für das Überleben hinaus gehen können, um generatives Lernen durchzuführen: eine Form des Lernens, dass ihre Kapazität zum Schaffen erhöht.
 

Buch: Peter Senge - The Fifth Discipline -


Fünf Disziplinen-Forum
  Does Senge's View of Systems Thinking Go Far Enough?
In the 5th Discipline Senge outlines his views on systems thinking, when in reality this is only one dimension of the systems thinking concepts.
I have come across many people who have read the 5th Discipline who think they have a good understan...
     
 
  How to Become a Systems Thinker?
How does one become a systems thinker? After reading The Fifth Discipline and getting interested in the subject I have read a number of books; some of which are mind blowingly complex! How have other people become systems thinkers? Reading? Courses?<...
     
 
  What are the Merits of Senge for Human Resources Development?
What are the pros and cons of Senge's Learning Organization for Human Resources Development? Any help would be greatly greatly appreciated! Thanks....
     
 
  Aligning a Firm's Vision Statement to Peter Senge's Disciplines
How can a firm's vision statement be crafted in line with Peter Senge's 5 disciplines?
I want to have an insight on how this can be done to create a learning organisation....
     
 
  Hard But Sweet Nut to Crack
Converting a conventional organization into a learning organization is a hard nut, but if cracked offers sweetness. A few dedicated young staff can take the initiative voluntarily and gradually others will join these enthusiasts....
     
 
  Pillars of the Five Disciplines
Senge's five disciplines would not be well understood without considering the following critical pillars: values, guiding principles, personal experience, commitment and context....
     
 
  Characteristics of a Learning Organisation
What are the characteristics of a learning organisation?...
     
 
  Applying Mnemonic Tools
Senge's 5th discipline offers a practicable tool leading to organizational learning and enhanced overall corporate relationships and performance. However, it fails to meet the dynamics of change and chaos -- the undercurrents of which are global toda...
     
 
  More Factors than Learning in Organizations
Let us think first in the present days of neck to neck competition, how far the models of 90s are suitable. Governments, in other words politicians, have become a strong force either to allow an organization to grow or die. Many factors beyond the co...
     
 
  Learning Organizations vs Social Media
I think that we can develop a different point of view or a relationship between social media and learning organizations. Social media are changing budgets on marketing departments and the approach of companies to the market, to get closer of the cust...
     
 
  Learning Organizations in Social Services
I am currently researching the application of the theories of Senge's 'Learning Organization' in the social services setting. I would love to gather input from anyone who has had experience in this area.
How to you apply this 'corporate' strateg...
     
 
  Schools as a learning organisation
Educational orgainsations also need to develop themselves to be learning organisations. This is mainly because of the changing in the aim of education Claxton (2002, p.46 and 2008) pointed out communities’ expectation on the purpose of education t...
     
 
  Three Levels in Senge's 5 Disciplines
A ‘discipline’ is viewed by Senge as a series of principles and practices that we study, master and integrate into our lives. Each of the five disciplines can be approached at three levels:
1) PRACTICES: what you do.
2) PRINCIPLES: g...
     
 
  Summary of Senge's Ideas
Senge can be summarized as follows:
People should put aside their old ways of thinking (developing new mental models for the driving forces behind the organization's values and principles), learn to be open with others (personal mastery), unders...
     
 
  Why creating Learning Organizations is hard
According to Senge, transforming organizations into learning organizations is not easy, because managers have to surrender their traditional spheres of power and control to the people who are learning. Learners should experiment and be allowed to mak...
     
 
  What Skills do Employees Need in a Learning Organization?
What skills or traits do employees / knowledge workers need in a learning organization?...
     
 
  Skills of Leaders of Learning Organizations?
What skills or traits do leaders or managers need in a Learning Organization?...
     
 

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Best Practices - Fünf Disziplinen Premium
  What are Mental Models?
I understand how to use 4 disciplines but maybe somebody can explain me the mental models... Thanks......
     
 
  Turning an Organization into a Learning Organization
I have worked on changing people's thinking. But, in organizational context, the turning point for converting a conventional style organization into a learning style is a subject of research for me. I have not tried 5 discipline yet. I will tr...
     
 

Expert Tips (ENG) - Five Disciplines Premium
 

Capturing Learned Lessons

Knowledge from bad and good experiences will lead you and your organization to better future performance. You can improve your learning culture with <...
Usage (application): How to Capture Organizational Learning? Best Practices
 
 
 

To What Extent are you a Learning Organization?

Professors Garvin, Edmondson and Gino have developed an online assessment tool to determine and benchmark the depth of learning in an organizat...
Usage (application): Take this Test..., Benchmarking the Depth of Learning in your Organization
 
 

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Vergleichen Sie mit Senge's Fünf Disziplinen:   Organisationales Lernen  |  Organisationsgedächtnis  |  SystemdenkenTheorie der Mechanistischen und Organischen Systemen  |  14 Punkte des Managements  |  Acht Attribute von exzellentes Unternehmen  |  Zehn Prinzipien der Neuerfindung  |  Theory X Theory Y Theorie Z  |  Business Process Reengineering-Ansatz


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