Introduction
Peter Senge’s has got the vision of a learning organization in a very specific way. For his interpretation it is very much related to a group of people who are more into the act of enhancing their skills and their capabilities in order to get something created with lots of influence. All the skills and practices are being categorised as per their functionalities. These categorisations are the elementary points for the understanding and application of the professional and national occupational standards for youth. Matters and skills related to the capacity for organizing, planning, coordinating and leading the company are being the major topics of speculation. The practical usability of all these practices are worth their demonstration and the real application are thus very important to be noticed and followed.
This paper is thus an elaboration of all the skills as per the formulations forwarded by Senge in reference to Fromm, E. (1979). The capabilities as has been discussed are needed to enhance the position of a youth in the corporate world. This is a paper is that is discussing the efficiency and appropriateness of a manger and his idea of dealing with the human resources to get the best of the results and to make the company excel in the market. The dominance of his spirits and the capacity to maintain the same makes his position much stronger and thus makes him the leader. This aspect of being the leader needs more intelligent skills than just the knowledge on theoretical groundings. There are lots of aspects that are put on practical foregrounding to get the best one out. From the point of view of the five disciplines Senge’s has got the perception that very much central to learning organizations. There are certain dealings that are indispensible part of the practice along with the theory of learning organizations.
The Fifth Discipline
The Fifth Discipline as analyzed by Senge, P. et. al. (1994) introduces the word of “learning organizations,” as a term that determines an organizations where people are in a continually mode to explore and expand their capacity. The intention is to get success oriented results. The attempt is always for the establishment of new and expansive patterns of thinking that gets nurtured on collective basis in order to mould the aspiration. The aspiration is very much independent and the process of learning continues to get the knowledge on common grounds. Senge recommends five disciplines, and these are dubbed by him as the guild for the learning organizations. There are some case studies to support the instances to explain how the disciplines have resulted well in some companies. According to Senge the need for learning organizations is important as it is the basis for making a better grounding for a business that has got complex. It is the means to bring in the dynamic and all sorts of international competition up close. The terms are all related to a dynamic kind of persuasion that has got understanding, knowledge and most importantly the preparation. The flow is also very much on due to the agreement that considers the expertise and the experience as has been collected for the professional and national occupational standards for youth.
As for his speculations the five disciplines are such kind of system thinking that has got the acquisition of personal mastery and above all the provision for mental models. The mental modes are subject to shared vision and that leads to the dominant version of team learning for the purpose of professional and national occupational standards for youth. All of Senge’s five disciplines have predefined application that intend for the purpose of individual participation. On the other hand Guttman, A. and Thompson, D. (1996) illustrated that the last two are for have group application. The quality of excelling in these fields with the quality of being a perfect leader brings forth the purpose for learning organizations. Systematized thinking has the distinction that gets expressed through fifth discipline and as such there is the provision for the acquisition of making other follow the disciplines that is to make them work together for business benefit.
The Fifth Discipline is an integration of five parts, which are:
- Business setting needing change,
- Explained or archetypes systems thinking,
- Four more disciplines,
- Case studies, and
- Thoughts on forthcoming disciplines.
All the fundamental specifications are discussed with all the specifications and the predominant distinctions for the learning organizations gets established from traditional authoritarian that is also known for “controlling organizations”. The capacity and the specifications are all related to mastery of certain basic disciplines, dealing with “disciplines of the learning organization”.
For the purpose of the professional and national occupational standards for youth Smith, M. K. (2001) forwarded the strategic work in resolving for the hindrances related to ‘learning organization’ is very strong and adamant. It is here that the cost of advancing principles are considered more worth and as such there is the space for the collection of the views related to apostolic dedication. These are equally beneficial for the purpose of dealing with the task was to a task and the goals that are an integral part of the whole learning system. In the process of making a professional and a very dynamic social approach it is very important to get hold over the trend of following the instinct. The follow up of instinct-based, are basically ambiguous in action. This is the reason that these are difficult to settle through dialogues. The next very important section that brings in some solutions to the existing hindrances is related to criticism. The mode of criticism under many circumstances results to be harsh and there remains a kind of strictness in it. Added to this Sennett, R. (1998) comes up the criticism that also has the personal disagreement and sometimes is beyond the manageable dominance. In some cases the simple openness is sometimes not that worth to be maintained. Myth surrounds the existence of Goddess said to have ruled through central Europe during early Neolithic and late Paleolithic cultures. These were the cultures that were neither warlike nor male dominated but were of great help in interpreting the means to have a well balanced young and dynamic corporate world.
In order to overcome some of the hindrances that make the young professional more into the job can be well enlisted below. The first is the matter related to integrity that is predominantly being true to the customer and to the community. It is also for the comprehensive understanding for the organization. The next on the list is the matter of being authentic. Through the characteristic feature of being authentic the ability to grow with reality and genuine appeal is expected. There is also the need for collective intelligence. The role played by the attitude with aspiration too is of great use. It is well supported by desires for the future, hopes, vision and above all the accurate mode of direction. The participation of conceptualization to brings in a very dominant role in this field. It is the capacity to perceive the future by the mode of understands the imagination and systems thinking. The concert pianist thinks only of the aesthetics of the performance, not the mechanics.
Disciplines for business needs
In terms to acquire disciplines for business needs, Senge recommended five main characteristic features. These features have a relationship with individual learning process that enables an individual to participate in a group. This is a part of personal mastery and needs to be learnt for the receptivity to others’ activities, like those of questions, learning, and experience. Added to these there is also the need for manner of thought on the mental models. In relation to this there is the need for the viewpoint that is enough to be comprehensive about the business cycles. This also is in concern of bearing an application to system relationships. In both the cases the need is related to the working as per the convenience of the cycles and also in being a part of relationships that are acceptable for all the systems and people, that is a concept and a product of Senge’s systems thinking. Guiding purposes and all kinds of predominated shared values under the perception of shared vision gets well established by Finger, M. and Brand, S. B. (1999), through corporate effort. This is the point where the Tower of Babel problem kind of situation needs to be dealt with. There are also the aspects that are very much a part of the organization and lead to the creation of confusion that result from different language. The activity related to team learning is of great value. The basic hindrances in these aspects get created from the aspect that is very much a part of the whole tradition under certain speculation there are instances when the disciplines of learning get into the reign of foreign dominance. There are some aspects when these are well established through understanding the difference between great distances that prevails in an idea of personal mastery. This gets contrasted with behaviors that are in common carry the habit of looking for stuff on the network. The learning enhances the dominance where the person gets recognized as a resource. The role of motivation and the leadership qualities are very much apart f the whole learning process. The hindrances came along when there is the need for more dominant criteria that makes the organization get into the lose tie ups. The capacity of business administration is for the purpose to gain the idea for public and the external sector of the company. This is, on the other hand is more elaborative and maintain less terms within the company. The professional and national occupational standards for youth however are more concerned about the standards within the company. The matter is all related to the technology, work, processes, people, etc. and are all related to in house administration. The professional and national occupational standards for youth are a far broader word and are a kind of consolation that needs to be there is every important twists of the company. Realistically all the aspects are related to the organizational unity and are very much a process to maximize the effectiveness of the industry in the market. For young aspiring groups this kind of dominance is very important and the organisational learning is the means for its elaborative dominance. There are certain benefits attained by the organisations through the crisis management. The primary aims of these benefits has been stated by Senge, P., Kleiner, A., Roberts, C., Ross, R., Roth, G. and Smith, B. (1999) include the attainment of ability by the respective company to assess the situation from inside and outside the organisational setup, just the way all stakeholders might perceive it. The whole process of crisis management is also to attain benefits in an effective way. It is further utilised to get rapid outcomes to those particular parts of business that were involved in the continuity management. There are also channels that exist for organizational buoyancy, in concern to the company stakeholders. The benefits that gets derived, thus go into the process of paying compliance with ethical and regulatory requirements; that also includes corporate social responsibilities.
This leads to better and rapid improvement in management applications that pertains to incidents, and enhances staff awareness in context of the roles and responsibilities. There is also the rapid increase in the ability, confidence and morale aspects supporting the organisation. David Garvin, (1994 pp.19-28), adds that the skills and proficiencies of the risk management get highly enhanced. This identifies risks, and paves a way for their mitigation through proper and effective management. There are principles that are well scrutinized in order to get the vision and a real understanding of all those incidences that are related to the present show. The organizational initiations are better understood and used under the prolific participation of the leader. The first step leading to the individual existence for the participation of being a part of a learning organization is very much a process sot gain the exposure to existence. The matter is very much related to the participation that must be well supported by the dominant act of making the organization realize about the performance delivered.
Object-oriented design
There is the participation that leads to the object-oriented design and this is an integral part to the participation that leads to object-oriented computer programming languages. The purpose is to give the learners much more directly dominated phase for the understanding of organizational set up. Under this initiation the provision has been made for the learner to gain enough emphasis in the organizational sector. Senge, P., Cambron-McCabe, N. Lucas, T., Smith, B., Dutton, J. and Kleiner, A. (2000) brings in the assumptions that has been well sorted and says that the procedural programming practice must get well balanced and for this purpose there must be enough initiations that will make it stand on object-oriented programming. The need is all about the pedagogical elements for the purpose of defining structures or units of educational material to every sector and section on the organizational enterprises. The pedagogical approaches gets statistically evaluated before the beginning the creation of object-oriented programming content. There has to be the adaptation of very simple pedagogical approaches in the creation of the content, but lack flexibility, richness and downstream functionality. If the adaptation of the pedagogical approach is complex in structure and is not comprehensive to the learners than it directly harms the developmental changes of the organization. Thus it is very important to follow an ideal pedagogy that can allow the educator to create effective educational materials. It should also give him enough scope of providing the most engaging educational experiences for students. The purpose of the object-oriented programming is to share the same language with adequate elements. It also demands for the new language elements with more design options. The importance of object-oriented programmers and designers lies over the aspects that have got the programmers with seeming options. The structure of the study in respect to object-oriented programming is to add to the justifiable convention in custom systems development that sees systems design and execution as a manner of social and political debate by demonstrating similar inclinations with the selection and operation of packaged software. Developers of learning systems work, as a network through the process of Collaborative Learning Development. This leads developers to the aspect of leading and sharing knowledge collaboratively. There are softwares, that can be used to acquire knowledge of a single subject from remote locations. This builds an immense impact of structural organization among the workers.
In object-oriented programmed the instructor and student is separated by space or time where the gap between the two is bridged through the use of online technologies and IT equipments and procedures. Stenhouse, L. (1975) says that it is used for the interchangeability in a wide variety of contexts. In the peripheries of company resources, it is referred to the strategies that use the company network to deliver training courses to employees. This is the grounding for the technical elements of the language that brings in the perspective that stands in different angles and result with all effective and dominant usefulness to the objects.
Conclusion
Eventually it can be well determined that the professional and national occupational standards for youth, who were an integral a part of whole learning system; can have predominated peripheries. The main thing that makes them an integral part to the whole organizational learning is the team oriented performances. There are many things that need to be inspected before taking and initiation. It is here that the dominant aspects are well realized and the people are made aware of every single aspect of it.
The solutions as has been forwarded by Senge are full proof to a great extent. They are very much a part of the learning process until the organizational participation is predominantly analyzed. All kinds of learning can be considered as favorable until and unless they are well organized for the dominant set up. The functionalities are thus needs to be well synchronized for better learning and comprehensiveness of whole organizational communication.
References
Fieldbook for Educators, Parents, and Everyone Who Cares About Education, New York: Doubleday/Currency.
Senge, P., Kleiner, A., Roberts, C., Ross, R., Roth, G. and Smith, B. (1999) The Dance of Change: The Challenges of Sustaining Momentum in Learning Organizations, New York: Doubleday/Currency).
Sennett, R. (1998) The Corrosion of Character. The personal consequences of work in the new capitalism, New York: Norton.
Smith, M. K. (2001) ‘Peter Senge and the learning organization’, the encyclopedia of informal education.
Stenhouse, L. (1975) An Introduction to Curriculum Research and Development, London: Heinemann.