Running head: A SYNTHESIS PAPER ON PETER SENGE’S “THE FIFTH DISCIPLINE” 1
A Synthesis Paper on Peter Senge’s Book “The Fifth Disipline”
May Rose Dorico
MALT207- Y21
Caraga State University
Dr. Sonia Rosales- Low
November 5, 2018
Running head: A SYNTHESIS PAPER ON PETER SENGE’S “THE FIFTH DISCIPLINE” 2
In Peter Senge's book "The Fifth Discipline", Senge wants to destroy the illusion that the
world is created out of separate, unrelated forces. Senge claims that when we give up this illusion
we can then build 'learning organizations', organizations where people continually expand their
capacity to create the results they truly desire, where new and expansive patterns of thinking are
nurtured, where collective aspiration is set free, and where people are continually learning how to
learn together. All the 5 disiciplines must be employed in a never-ending quest to expand the
capacity of the organization to create its future, but I find Senge's discipline about Team Learning
most useful.
To accomplish excellent functional team dynamics, team-learning is a primary importance.
It is the discipline by which personal mastery and shared vision are brought together. It is crucial
for the workforce to consider its colleagues as team members instead of rivals. It is also the first
step to set up dialogues wherein people dare to be vulnerable and express their real personality.
The working environment should be safe where honest mistakes are forgiven. Otherwise, no
learning can be experienced. However, the utilization of all disciples is critical since all disciplines
are interlinked.
The 5 component technologies in the Five Disciplines model from Senge are:
1. Systems Thinking (the integrative fifth discipline that fuses the other 4 into a coherent
body of theory and practice).
2. Personal Mastery (people should approach life and work as an artist would approach a
work of art).
Running head: A SYNTHESIS PAPER ON PETER SENGE’S “THE FIFTH DISCIPLINE” 3
3. Mental Models (deeply ingrained mental assumptions or mental images “that influence
how we understand the world and how we take action”).
4. Building Shared Vision (when there is a genuine vision people excel and learn, not
because they are told to, but because they want to)
5. Team Learning (team members engaging in true dialogue with their assumptions
suspended)
According to Senge, leaders in learning organizations learn to thrive on change and
constantly innovate by methodically cultivating these 5 Disciplines. They may never be fully
mastered, but learning-centered leaders, teams and organizations practice them continuously.
Furthermore, applying the five disciplines of learning organizations can be challenging for
many organizations. It would be more attractable to only focus on one or a few of these disciplines.
For instance, when an organization starts to build a Shared Vision with its team, an
important aspect is to have better conversations with its team members (Team Learning). In
addition, if an organization starts to work on System Thinking to identify common problems, its
employees need to understand the Mental Models. Since all disciplines are linked to another, it
does not matter where to start. It does not mean that the organization has to focus on all disciplines
at the same time. By focusing more narrowly on one or two disciplines and work to the others will
gain competitive advantages for the organization.
On the other hand, the five disciplines of learning organizations focus on long-term growth
for both internal and external the organization. Typical events within the organization are the
discussion about urgent tasks that could affect the operations. The real threat in this scenario is the
Running head: A SYNTHESIS PAPER ON PETER SENGE’S “THE FIFTH DISCIPLINE” 4
focus of the small event because the organization has to focus on the long-term growing process
that keeps it competitive
The key point of understanding and applying the five disciplines of learning organizations is
that they are all interrelated. Each discipline cannot stand independently. Even though the focus
can be set at one or two disciplines before preceding to the other, the interrelation will enable the
organization to identify complexities and opportunities both internal and external the organization.
For this reason, the implementation of the five disciplines of learning organizations will lead to a
continuous learning process, and therefore, create a learning and competitive organization.
Running head: A SYNTHESIS PAPER ON PETER SENGE’S “THE FIFTH DISCIPLINE” 5
References:
Chinnam, P. (2017). Learning Organizations- Peter Senge’s 5 Disciplines. Retrieved October 27,
2018 from Linkedin: https://www.linkedin.com/pulse/learning-organizationspeter-senges-
5-disciplines-praveen-chinnam
“Creating Learning Organizations: Summary of Senge’s Disciplines”. (2016). Retrieved October
28,2018 from Value Based Management.net:
http://www.valuebasedmanagement.net/methods_senge_five_disciplines.html
Cropper, B. (2004). Five Learning Disiciplines. Retrieved October 27, 2018 from The Change
Forum: http://www.thechangeforum.com/Learning_Disciplines.htm
Zeeman, A. (2017). Senge’s Five Disciplines of Learning Organizations. Retrieved October 28,
2018 from ToolsHero: https://www.toolshero.com/management/five-disciplines-
learning-organizations/
