Five Disciplines[五项修炼] （Senge）

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对于Peter Sengen来说，“变革即组织，学习即变革”。 在他看来，组织通过不断学习来实现变革是完全可能的，因为，在每个人的内心深处共享这样的认识，“我们都是学习者”。 通过《第五项修炼》一书，Senge旨在摧毁那种四分五裂、毫无联系的世界认识观。 他认为，只要放弃这样一种错误认识，我们就能够建立“学习型组织”，一种组织成员持续扩张潜能以追逐梦想、实现愿景的组织，一种培育百花齐放的创新性思考的组织，一种自由释放集体热望、持续集体学习的组织。 管理人员必须要有能力发现学习型组织的7项障碍，并通过“五项修炼”对它们加以修复。

Senge的五项修炼

Senge学习型组织模型的五个组成要素：

1. 系统思考（Systems Thinking）。 作为第五项修炼，这又是一项综合修炼，是对其他四项修炼从理论到实践的融会贯通。

2. 自我精进（Personal Mastery）。 人们必须要用艺术家鉴赏自己作品的眼光来看待与认识自我。

3. 心智模式（Mental Models）。 心智模式与深层心智影像不仅决定我们如何认识周围世界，并影响我们如何采取行动。

4. 共同愿景（Building Shared Vision）。 如果组织有一个清晰明确的共同愿景，组织成员会为了实现这一愿景，自觉表现卓越，不断学习进步，主动奉献，而非被动遵循。

5. 团队学习（Team Learning）。 团队成员积极参与团队活动，通过真实对话来发现个人所难以获得的洞识， 在这一过程中，并将自己的假设一一悬挂出来，交于团队成员讨论。

上述五项修炼没有终点，必须贯穿于组织发展的始终。 最终，我们看到真正的学习型组织不是为了生存而学习（Survival Learning），而是创造性地学习（Generative Learning）—— 为了增加组织的创造力而学习。
 

参考书： Peter Senge - The Fifth Discipline [中译本《第五项修炼》，上海三联书店出版社，2002]

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