Personal Mastery Paper

Personal Mastery Paper

Introduction

Peter Senge presents in The Fifth Discipline an approach to the theory of learning organizations and concepts on building shared visions, personal growth and systems thinking. Basically, focuses its analysis on the decentralization of the role of leadership within companies, in such way as to exploit the talents of people to work productively toward common goals (Senge, 2006).

Senge defines these organizations as smart as them continually expand its human resources capabilities to create the expected results, demonstrating a high willingness to learn faster than their competitors, which becomes a sustainable competitive advantage. Accordingly, it considers that there is no shared vision of learning organization, because ... without finding a goal that people want to achieve, the forces supporting the status quo can be overwhelming. Instead, the shared vision encourages experimentation and willingness to take risks ... The excellence of the goal lead to new ways of thinking and acting (Senge, 2006).

Discussion

Two concerns are voiced to start thinking about ourselves and the companies:

Companies can develop successfully in the future are those who have training and create contexts of learning constant (the same goes for people) those who fail to learn, to innovate, self lead to failure.

Today we live in a world where the subject is constantly blown by the law of desire, craving more and more, constantly seeking new ways to collect pleasure: music equipment, cars , clothing, more, more and compulsive buying " .

Discipline of the organization smart:

The organizations seeking intelligent people that are part of them have training in these disciplines:

Domain Personal: people with high mastery goals reached staff proposed.

Where people expressed their thoughts, to expose them to the influence of others, because it has reached the point where using a behavior mature, we can take the comments of others to expand our model representation of the world.

Mental Models: generalizations, deeply ingrained assumptions, and images that influence how we perceive the world. The discipline of working on models of mind involves turning the mirror inward and internal images exhume the dark, and let our inner light that can be perceived as deep in our eyes. Working with mental models involves reaching the level at which the person who is adding new models to its life to opening talks, balancing inquiry.

Building a shared vision.

Team learning: generating the context and development of skills working in teams, managing the development of a broader set that overcomes the individual perspective.

The fifth discipline - systems thinking: in organizations, is the paradigm of interrelated persons, as links in a chain, overcoming the barriers between different management and interdisciplinary teams. System thinking is the discipline through which integration is done with other, fusing them into a coherent body of theory and practice (Senge, 2006).

I learned that it is necessary to understand the systemic perspective, and through this be encouraged to examine how different disciplines interrelate (Erickson, 2002). By emphasizing each, systems thinking constantly remind us of synergy principle in which the results of teamwork is better to ...