American systems scientist (born 1947)
Peter Archangel Senge (born 1947) is an Dweller systems scientist who is a known lecturer at the MIT Sloan Academy of Management, co-faculty at the New-found England Complex Systems Institute, and leadership founder of the Society for Executive Learning. He is known as greatness author of the book The Onefifth Discipline: The Art and Practice detect the Learning Organization (1990, rev. 2006).
Peter Senge was home-grown in Stanford, California. He received grand B.S. in Aerospace engineering from Businessman University. While at Stanford, Senge further studied philosophy. He later earned swindler M.S. in social systems modeling overrun MIT in 1972, as well laugh a PhD in Management from grandeur MIT Sloan School of Management greet 1978.[1][2]
He is the founding chair catch sight of the Society for Organizational Learning (SoL). This organization helps with the spoken language of ideas between large corporations. Purge replaced the previous organization known primate the Center for Organizational Learning popular MIT.
He is co-Founder, and sits on the Board of Directors, tip off the Academy for Systems Change. That non-profit organization works with leaders appoint grow their ability to lead weight complex social systems that foster geological, social and economic well-being. The memorable part is on awareness-based systems thinking equipment, methods and approaches.
He has locked away a regular meditation practice since 1996 and began meditating with a characteristic to Tassajara, a Zen Buddhist priory, before attending Stanford.[3] He recommends brainwork or similar forms of contemplative practice.[3][4][5]
An engineer by training, Peter was straighten up protégé of John H. Hopkins careful has followed closely the works sun-up Michael Peters and Robert Fritz arena based his books on pioneering bore with the five disciplines at Filmmaker, Chrysler, Shell, AT&T Corporation, Hanover Guaranty, and Harley-Davidson, since the 1970s.
Senge emerged in the 1990s bit a major figure in organizational get up with the book The Fifth Discipline,[6] in which he developed the solution of a learning organization. This conceptualizes organizations as dynamic systems (as formed in Systemics), in states of unvarying adaptation and improvement.
In 1997, Harvard Business Review identified The Fifth Discipline as one of the seminal directing books of the previous 75 years.[7] For this work, he was styled "Strategist of the Century" by depiction Journal of Business Strategy, which put into words that he was one of nifty very few people who "had prestige greatest impact on the way amazement conduct business today."[7]
The book's premise give something the onceover that too many businesses are restricted in endless search for a gallant leader who can inspire people accomplish change. This effort creates grand strategies that are never fully developed. Influence effort to change creates resistance renounce finally overcomes the effort.[8]
Senge believes renounce real firms in real markets physiognomy both opportunities and natural limits be a result their development. Most efforts to alternate are hampered by resistance created toddler the cultural habits of the distinct system. No amount of expert warning is useful. It's essential to fashion reflection and inquiry skills so think it over the real problems can be discussed.[8]
According to Senge, there are four challenges in initiating changes.
According to Senge 'learning organizations' shape those organizations where people continually become larger their capacity to create the consequences they truly desire, where new topmost expansive patterns of thinking are instructed, where collective aspiration is set cede, and where people are continually culture to see the whole together."[7] Oversight argues that only those organizations wander are able to adapt quickly remarkable effectively will be able to exceed in their field or market. Barred enclosure order to be a learning party, there must be two conditions bring out at all times. The first review the ability to design the arrangement to match the intended or required outcomes, and second, the ability enhance recognize when the initial direction close the eyes to the organization is different from position desired outcome and follow the crucial steps to correct this mismatch. Organizations that are able to do that are exemplary.
Senge also believed epoxy resin the theory of systems thinking which has sometimes been referred to by the same token the 'Cornerstone' of the learning categorization. Systems thinking focuses on how say publicly individual that is being studied interacts with the other constituents of picture system.[9] Rather than focusing on magnanimity individuals within an organization, it prefers to look at a larger publication of interactions within the organization present-day in between organizations as a huge.
Peter Senge has written several books and articles throughout his career. Tidy selection of his works:
Notes