The Fifth Discipline Fieldbook: Strategies and Tools for Building a Learning Organization
The Fifth Discipline Fieldbook: Strategies 0385472560

The Fifth Discipline Fieldbook: Strategies and Tools for Building a Learning Organization
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Bantam Dell Publishing Group

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978038547256

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The Fifth Discipline Fieldbook: Strategies and Tools for Building a Learning Organization Specs:
Product NameThe Fifth Discipline Fieldbook: Strategies and Tools for Building a Learning Organization
ManufacturerBantam Dell Publishing Group
Product Number MPN0385472560
Retail Price $35.00
EAN-1409780385472562
UPC978038547256
Specifications 
TitleThe Fifth Discipline Fieldbook, The Fifth Discipline Fieldbook: Strategies and Tools for Building a Learning Organization
ISBN0385472560
Author(s)Peter M. Senge, Art Kleiner, Rick Ross, Charlotte Roberts, Bryan Smith
Release Date20 June, 1994, 1994-07-01
FormatPaperback
Num of Pages593
Num. of Items1
EAN9780385472562
Weight0.5 lbs.
Deal first added on:19-January-2004

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Business / Economics / Finance Business & Economics Leadership training Handbooks Manuals Teams in the workplace Organizational Behavior Human Resources & Personnel Management Organizational effectiveness Organization Development Fifth discipline etc Senge Peter M
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Latest 6 Reviews
Here is what people are saying about the The Fifth Discipline Fieldbook: Strategies and Tools for Building a Learning Organization
5 Star Rating  "Nick's opinion on the 5th discipline - field book"2009-10-19
- Reviewed By Nicola Giancristofaro from Rio de Janeiro, Brazil
As I found the learning method described in the 5th discipline's book a new management tool, I decided to buy the "field book", in order to help me introducing this methodology in the company where I'm the Financial Director.
 
5 Star Rating  "Great book!"2009-07-15
- Reviewed By TA consultant from Illinois
This is a great book written so that you can skip around and read sections of interest. Icons and tips point you to other sections that tie in. It truly is a "handbook"- meant to be practical and used!
 
5 Star Rating  "Excellent!"2008-09-12
- Reviewed By Mortaza Zainaleain from Memphis, TN USA
I can write pages about how good this book is, but why when I can summarize it in one word. Excellent!
 
5 Star Rating  "Must Have "How To Book" About Learning Organizations"2008-08-07
- Reviewed By arex from Finland
Peter's The Fifth Discipline Fieldbook is a must have for everybody who has read the original The Fifth Discipline or are in anyways interested on building learning organization.

In short, the book itself contains useful real life examples and tips & tricks on building learning organization. It really opens new point of views to see and solve problems. It has helped me at work and at personal life, it is 'more than asked I for'.

I recommend this book for anybody.

 
4 Star Rating  "Tools for creating a Learning Culture"2006-09-11
- Reviewed By Pax Romana from Córdoba, Spain
Peter M Serge, The Fifth Discipline Fieldbook

To quote the first few paragraphs at beginning of book:

Among the tribes of northen Natal in South Africa, the most common greeting, equivalent to "hello" in English, is the expression: Sawu bona. It literally means, "I see you." If you are a member of the tribe, you might reply by saying Sikhona, "I am here." The order of the exchange is important: until you see me, I do not exist. It's as if, when you see me bring me into existence.

This meaning, implicit in the language, is part of the spirit of ubuntu, a frame of mind prevalent among native people in Africa below the Sahara. The word ubuntu stems from the folk saying Umuntu ngumuntu nagabantu, which from Zulu, literally translates as: "A person is a person because of other people."


"I bow in honor and reverence that place within you where to the Universe resides, when you are in that place within you, and I am in that place within me, there is One." ~namaste


The five disciplines are at the CORE of a Learning Organization

1) Personal Mastery: expand your personal capacity and ability

2) Mental Models: see how our internal pictures of the world shape action and decision

3) Shared Vision: group commitment

4) Team Learning: group ability is greater than the sum of individual talents

5) System Thinking:


"When we try to bring about change in our societies, we are treated first with indifference, then with ridicule, then with abuse and then with oppression. And finally, the greatest challenge is thrown at us: We are treated with respect. This is the most dangerous stage." --A. T. Ariyaratne (Speech made at International Community Leadership Summit, Winrock, Arkansas, March 1983. This quote paraphrases and expands upon a well-known statement made by Mahatma Gandhi in his book Satyagraha in South Africa, 1982, 1979, Canon, Me.: Greenleaf books)


"An [organization] is not a machine but a living organism." --Ikujiro Nonaka /****
Fundamentals of epistemology: what is knowledge, the nature of knowledge, and what constitutes learning.
understanding is achieved after internalization.
Without experience, we cannot truly understand.
Internalization: transformation from explicit knowledge to tacit knowledge, habits and culture that we do not recognize in ourselves.
Innovation is a process to capture, create, leverage, and retain knowledge.
What is your belief? A belief about images of the world - you may call it a mental model - is a very subjective thing

information is the flow of a message, while knowledge is created by accumulating information. Thus, information is a necessary medium or material for eliciting and constructing knowledge.

The second difference is that information is something passive. When we switch on a TV set, information comes regardless of my commitment. But knowledge comes from my belief, so it's more proactive.

And the organizational knowledge or intellectual infrastructure of an organization encourages its individual members to develop new knowledge through new experiences.

This dynamic process is the key to organizational knowledge creation - that is, socialization (from individual tacit knowledge to group tacit knowledge), externalization (from tacit knowledge to explicit knowledge), combination (from separate explicit knowledge to systemic explicit knowledge), and internalization (from explicit knowledge to tacit knowledge) [...].

[...]

Three Guiding Ideas

1) The Whole. When you are pointing a finger at the problems, notice how many fingers are pointing back at you. If you fixed the symptoms and ignore the root causes, the problems have not gone away. Another way to look at this is treat the person, not the disease. Of course treat the disease if the patient is dying, but know that the patient will get sick again because the "root causes" are stil there.

2) Community. The self is "a point of view." "The essence of being a person is being in a relationship [with] other people." You will not believe this, but each person before you is there for a reason. The reason this person is there at this moment is for you to learn something about yourself. If you ignore the person, do not ignore or forget the lesson.

3) Language. The map is not the territory. We cannot contain every bit of information that comes to us in the world, so we have to create a "map of the territory" and then refer to the map for our information. By changing a person's map, we change their reality. Language is the map, not the reality.
 
4 Star Rating  "enlightening concepts about leadership"2005-10-26
- Reviewed By An Amazon User
It seems to me that The Fifth Discipline (the previous publication of the series) is more attacting to me. The second book can be more precise and concise in content. Generally speaking I still like these two books as a foreign reader.
 
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