Senge Model Analysis

In: Business and Management

Submitted By Beau00
Words 1251
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Who is Peter Senge ?
Peter Senge is a Senior Lecturer in Leadership and Sustainability at the Massachusetts Institute of Technology (MIT) Sloan School of Management Peter Senge 2013. He is the author of the management book The Fifth Discipline (1990).
Senge Change Management Model
Senge’s theoretical framework focuses on delivering organizational change and development through the establishment of a learning organization (Senge 1999). His book, The Fifth Discipline, outlines the five elements of learning that within an organization are all connected. It is a notably different approach to other change management theories as it focuses on the longer-term issues of sustaining and renewing organizational change Cameron and Green 2012.

1. Personal Mastery – Senge (2006 describes Personal Mastery as the undertaking by all within an organization to use all available resources to seek more of what truly matters to them. This requires an organisation to make it safe for people to create visions, where inquiry and commitment to the truth are the norm, and where challenging the status quo is expected Senge 2006. By continually growing an employee’s capacity to create their own future through Personal Mastery, an organisation’s learning will continue Flood 1998.
2. Mental Models – Our mental models are our internally held views on how the world operates based on key assumptions about the outcome Senge 1992. In seeking to establish a new organizational structure, if an organisation’s or individual’s mental model is at odds with what the new insights need to be, the new structure will often fail Senge 1992. The discipline of mental models encourages individuals to recognize the mental models they support and test their assumptions against the actual situation in order to learn new skills Flood 1998.
3. Shared Vision – Senge (2006 outlines a Shared Vision as not…...

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