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AASHNI WADHWA - 3113 ABHISHEK BHIDE - 3114 ADITI ARORA - 3115 ANAND TAPADIA - 3116 ANIRBAN KUNDU - 3117
we can evolve to become Learning Organisations. We pay dearly for this habit : we no longer see the consequence of our actions. A Learning Organisation is one where people continually expand their ability and capacity to learn to create the results they desire.lEARNING ORGANISATIONS : a dEFINITION Humans are taught right from infancy to parse information into components and to analyse it in its fragmented form. if and when we abandon this approach. collective aspirations are set free and people are continually learning how to learn together. This task is futile : like re-assembling a broken mirror shard by shard to view our reflection . we fail to see the intrinsic value attached to our actions. it is hard and we give up because we fail to see how little slivers and pieces fit in. . where innovative patterns of thinking are nurtured. Thus.
Organisations which will be the stalwarts of the future will be the one¶s that are in a constant state of learning flux and which learn how to harness people¶s commitment and capacity to learn at all levels in the organiations. The onus of being the driving force and motivation can no longer rest on the shoulders of a particular individual like the old days where a certain Gates or a Ford were the fuel of an organisations excellence. .³ Learningfull ³ organisations are the need of the hour with the world becoming more interconnected and businesses becoming more complex and dynamic.
Learning Organisations are required in this day and age because we are now at the stage where we have understanding of the latent potential of such organisations. .Team work in organisations that helps an organisation overcome adverse situations is often heaped with praise. The team learned how to come together and work as a cohesive unit to achieve their success. Through learning organisations we can work to provide personal benefit to employees whilst carrying along the environment and other variables that are affected by the organisations activities to maintain a balance state of being in the organisations and it environment. However it is forgotten that the team did not start out as a winning. successful team.
" "Mental modelsµ are deeply ingrained assumptions." "Team learningµ starts with dialogue.The Five Discipline Disciplines 1. the capacity of members of a team to suspend assumptions and enter into genuine thinking together. "Personal mastery´ is a discipline of continually clarifying and deepening our personal vision. of developing patience.The Fifth Discipline that integrates the other 4. or even pictures of images that influence how we understand the world and how we take action. of focusing our energies. 2." "Building shared visionµ a practice of unearthing shared pictures of the future that foster genuine commitment and enrollment rather than compliance. and of seeing reality objectively. . 3. generalizations. 4." Systems thinking .
What is a system ? .
´ The key words in this definition are ³interdependent´ and ³unified whole. regulations. the political landscape. The external system is everything outside the organization that influences it: competitors. the materials and tools used to create products or services. There are two distinct sections of an organizational system. Organizational systems are more complex than this. personnel. the internal system and the external system. including the products or services produced.´ Systems can range from very simple (filling a glass of water) to extremely complex (climate change) and are constantly working to maintain a level of stability. the relationships that people have with each other ± this list could be endless. to name a few. The internal system consists of a variety of parts. the environment.³a regularly interacting or interdependent group of items forming a unified whole. Both the internal and external systems are not only interacting within themselves but are also interacting with each other. Observing and understanding these interactions is the crux of systems . the economy. and the community. the condition of the financial industry.
The fifth discipline .
Systems Thinking is the discipline that integrates the disciplines. . It is a constant and never ending process. Constant practice can help you hone these skills. Systems Thinking is the application of the sum total of the other disciplines. Although it is harder to apply a multiple of disciplines simultaneously in contrast to one discipline at a time. Just as a system is put into application as a sum total of all its components.Discipline : A developmental for acquiring certain skills or competencies. It is imperative that all the disciplines develop as an ensemble. Systems Thinking is known as the Fifth Discipline because it represents the synergy of the other disciplines. It keeps them from being separate corporate fads and buzz words that thrown around with any real conviction. the fruits it bears are manifold. fusing them into a coherent body of theory and practice.
we are more capable of seeing interrelationships and patterns over time. that is. In systems thinking. we look at the whole system rather than trying to break it down into its individual parts. we move away from assigning blame and focus on the desired outcomes. In doing so. We also begin to understand that the presenting problem may be symptomatic of deeper issues within the system. .The discipline of systems thinking evolved from the field of systems dynamics and is both a set of tools and a new way of thinking involving new language. By looking at the whole. and so we start looking for the root causes. we become expansive in our thinking rather than reductive.
Team Learning : Helps develops the skills required for people to learn together and look at problems in the larger scale of things. Personal Mastery : To motivate us to know our actions continually affect the world. Mental Models : To focus on the openness needed to diagnose mistakes in the present way of viewing the world. .The essential elements required for systems thinking in an organisation are : Shared Vision : This fosters a commitment to a long term goal.
A learning organisation is the epicentre of Metanoia because people are constantly discovering how they create their reality and how their actions affect the world around them. .Metanoia : a shift of mind At the heart of System Thinking is Metanoia. from seeing problems as caused by someone or something ³ out there ³ to seeing how our actions create the problems we experience. This represents a paradigm shift from seeing ourselves as separate from the world to connected to the world.
system thinking in ORGANIZATIONS .
However. explore the nature of the event or problem in greater detail. patient ± there will be delays. . Look for balancing and reinforcing feedback and identify delays in the system. Track and evaluate the effects of the changes. Meanwhile. Uncover the mental models that are driving these patterns. Those patterns are key indictors for the system. if you¶ve got the data. It is important to hear as many perspectives as possible. Go back in history. Determine if there are unintended consequences and decide what needs tweaking. Patterns of behavior: Track the situation over a period of time. Be Systemic structure: Look for interrelationships in the patterns and trends you¶ve discovered. don¶t jump to solutions immediately.Events : Begin the practice of systems thinking by telling the story of the current situation. and things may get worse before they get better. Mental models: Create new mental models to introduce change into the system. Look for patterns and trends that go below the surface. It may be necessary to provide a quick fix but do so with the understanding that it is a stopgap measure that is not designed for long-term solutions.
System Thinking ADVANTAGES .
Integrate new information more easily. . See the whole rather than the parts. See interrelationships and cause and effect more clearly. Step away from the blame game toward shared responsibility. Develop new ways of looking at old problems. Develop patience with implementing change and tolerating delays.
LEARNING DISABILITIES IN AN ORGANISATION .
³ I AM MY POSITION ´ ³ THE ENEMY IS OUT THERE ³ ³ THE ILLUSION OF TAKING CHARGE ´ .
³ THE FIXATION ON EVENTS ³ ³ THE PARABLE OF THE BOILED FROG ³ ³ THE DELUSION OF LEARNING FROM EXPERIENCE ³ ³MYTH OF THE MANAGEMENT TEAM´ .
sYSTEMS THINKING : THE BEER GAME .
Human systems include the way in which people make decisions. People tend to focus on their own decisions and ignore how these decisions affect others. . not external forces or individual errors.Lessons from the Beer Game relating to Systems Thinking The structure of a system influences behavior. Systems cause their own problems.
So they tend to blame each other for problems. . People don't learn from their experience because the effects of their actions occur somewhere else in the system. Becoming proactive causes more problems. so people don't realize there is a problem until its too late.Lessons Related to the Learning Disabilities People do not understand how their actions affect others. The problems build gradually.
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