A Study Based On Senge Model

A Study Based On Senge modelingThe importance of presidencyal accomplishment in make-ups commode never be underestimated. In Malaysian manufacturing industries, the applications of brass sectional reading could be the crucial factors that flirt with the continuous improvement going. faceal teaching is a popular get aside among manufacturing cheeks. The administration removes to adapt to culture and surrounds changes. judicatureal teaching tail assembly be traced back to Cyert and March (1963) who introduced the terms of Organizational education. Some carry claimed that Argyris and Schn (1978) were the jump bulgeing line unrivaled to propose models that facilitate organisational attainment. Using Gregory Batesons opinions of first and second order breeding, they distinguish the single-loop and double-loop reading.Organizational instruction can be defined in various ways and an arrangement does non scarcely equal to(p) to read but it withal can unlear n in some way to enhance their continuous improvement. tally to Senges The ordinal Principles The craft and Practice of The teaching Organization book which was released in 1990, there argon louver dollar bill disciplines in Organizational learning. Those tailfin disciplines ar dodge thought go ain ascendence psychical ModelsSh bed deal police squad tuitionEach of this discipline can be utilise individu everyy or in whatever combination to suit an brass instrument needs. These disciplines submit been apply widely in public as well as reclusive sector to produce learning placement.This query bequeath be concentrate on the learning government practices in Malaysian manufacturing companies establish on the Senges five disciplines models. The manufacturing companies testament be selected from three manufacturing industries which is automotive, electronics and ICT. The independent variables in this query would be the Senge Five Disiplines Model and the dependen t variables in this look would be Learning Organizational. inquiry QuestionsIn order to remain private-enterprise(a), Malaysian manufacturing companies project been actively looking for ways to break learning government .The b arely way to stay ahead in this global business environment is the rate of learning of the make-up is greater than the rate of change.Mainly, this study tries to study the learning organization characteristics based on puppet Senges Model in Malaysian Manufacturing firms. Specifically this study attempt to answer these questionsIs there both recite of learning organization traits based on Senge Model in the selected manufacturing firms?What is the element in Senge LO Model that is dominant in the selected manufacturing firms?How logical implication is the distinction of LO dimension in the midst of the three clusters of manufacturing firms?ObjectivesTo investigate the evidence of learning organization traits based on Senge Model in the selected m anufacturing firms.To determine the element in Senge LO Model that is dominant in the selected manufacturing firmsTo determine whether there is a significance difference in the dimension of LO in three clusters of the manufacturing firms.1.4 Scope, Limitations and Key surmise of the projectThis study is based on Senges model of learning organization. genius of the models concerning description of learning organization is jibe Senges model. The essence of this model is the interconnectedness between individual learning and organisational learning. Organization can non learn until all the members begin to learn. (Senge, 1990). The respondents result be selected from three sectors of manufacturing in Malaysia automotive, electronics and ICT.There are some limitations in this interrogation. This question will not cover an organization culture and organization points of thinking in both of these concept since cartridge clip limitations as well as geographical factors. This look and covers manufacturing companies in Malaysia and will not be able to done look any(prenominal) former(a)(a) area or country. This magnate lead the results of the research single on that particular area.Some of the respondent (Managers and Supervisors) whitethorn ref procedure to respond since some of the companies verbalize some rules on regulation to the highest degree order confidentiality.1.5 Importance of the ProjectThis study was do to investigate the implementation of organizational learning concept in Malaysian manufacturing concept. This study was as well as made to determine the dominant element in Senges five disciplines that eat been apply in Malaysian manufacturing companies. By achieving both of these objectives, the researcher whitethorn able to go the progress and growth of Malaysian manufacturing in the organizational learning. This research also one of the few research that guidanceing on Senges five disciplines.This research was hoped to give mor e experienceing to managers and supervisors in applying organizational learning as well as building a learning organization. This research may be able to give manager a finish uper view on Senges five disciplines and the effects of it on an organization. It may also give the industrial a smart view on the difference in the dimension of organizational learning in three clusters of the manufacturing organizations.1.6 SummaryThis chapter consists of the program lines of this research. The fundament explains briefly the meaning of organizational learning and Senges five disciplines. This chapter also explains the objectives of this research as well as the research questions of this study.The significance of this research is it will explain the nature of a learning organization based on Malaysian manufacturing companies. It will also discover how well Senges model is accept by the companies.CHAPTER 2LITERATURE REVIEW2.1 IntroductionsThis chapter highlights the literature review on organizational learning which consist the ex intentation of the organizational learning as well as the rich history of it. It will explain about Senge Five Disciplines Models. This study utilise various reference materials as a guide lines such(prenominal) as books, journals, thesis and opposite published medium. The randomness from this research can be used to strengthen the understanding and conceptualized research modelling.2.2 Organizational LearningOrganizational Learning is considered one of the most(prenominal) coercive tools in an organization continuous improvement. Organizational learning can be defined in numerous ways since there are no absolute ways to implement organizational learning in an organization but there is only one goal in organizational learning which is sight on all levels in an organizational by individually or by radical continually and consistently improves their intimacy and ability on performing to work given to them.Organizational learning i s really important as its give an organization a clear flock or milestones where and what the organization destinys to achieve in few years ahead. It also important to k now that your organization grows through the years by learning and that is just what organizational learning can do for an organization. As today electrical and electronic industry blend more competitive than ever, it is important and at the same sentence relieving to know that your organization is learning and got what it takes to compete.2.2.1 Definition of Organizational LearningOrganizational learning has been around for a enormous period of time and there were more than one definition to define organizational learning.Arygis(1977) defines organizational learning as detection and master field of errors. He look outs that an organization learns from the individuals or the workers. He stated that The individuals learning activities, in turn, are facilitated or inhibited by an ecological administration of factors that may be called an organizational learning system (Arygris, 1977, p.117)One of the theorists in this field, Huber (1991) viewed organizational learning from behavioral perspective. An entity learns if, through its processing of instruction, the range of its potential behaviors is changed. (Huber, 1991) From this statement, an individuals dominance or potential does not always improve by learning. In addition to that, learning does not need to lead to changes that can be seen in behavior. Knowledge acquisition, randomness distribution, learning interpretation, and organizational memory is a four construct as integrally linked to organizational learning as has been considered by Huber. He explained that learning does not need to be conscious or intentional.Some other(a) notable definitions of organizational learning from well- cognise theorist in the field areThe ability of an organization to gain insight and understanding from experience through experimentation, obse rvation, analysis, and a willingness to view both successes and failures (McGill et al, 1992).in which you cannot not learn because learning is so insinuated into the framework of life. (Senge, 1990)a group of people continually enhancing their capacity to name what they call for to create.(Senge, 1990)A Learning Company is an organisation that facilitates the learning of all its members and infinitely transforms itself(Mike Pedlar, Tom Boydell, John Burgoyne, 1988)The Learning Organisation can mean ii things it can mean an organisation which learns and / or organisation which encourages learning in its people. It should mean both (Charles Handy, 1989)2.2.2 History of Organizational LearningAs has been mentioned forwards in chapter 1, organizational learning was first introduced by Cyert and March (1963). The concept of System Thinking was introduced in the 1950s. This concept implying that the organization needs to be aware about the organization as well as the individuals on the organization. Before this concept was introduced, most partnership only focus on the organization goals without considering the workers needs. This concept was never implemented in any organization at that time. Gould-Kreutzer Associates, Inc. defined System Thinking asA framework for seeing inter bloods rather than things to see the afforest and the trees. (Gould-Kreutzer Associates, Inc)This statement clearly stated that system thinking is concept that not only foc using on business or an organizational goals but to focus individuals needs and goals. The forest here is a metaphor for organization and the trees is a metaphor for individuals or workers in the organization. This concept is trying to change the managerial views at that time from being business goals-oriented to continuous improvement.From the concept of System Thinking, a new system emerged which was called Decision Support System (DSS). This concept is changing the handed-d cause way of decisions making. Th is new model help executive to make decisions for the company future. Incidentally, the model benefits management more rather than the systems operation. This is because the model more focuses on what the business really was and providing the alternatives for the future. One of DSS major contribution is that it made understood knowledge explicit. This has caused the organization have more knowledge to explore and learn better than before since explicit knowledge spread much swift throughout the organization. Because of this, DSS can be seen as additional mode of communication.The idea of this concept later was renamed into organizational learning in 1970s. Some have claimed that the term of Organizational Learning was introduced by Cyert and March (1963). One of the soonest theorists in organizational learning was and soothe is Chris Arygris. He published a book entitled Organizational Learning in 1978 and Organizational Learning II in 1996. At that time, Organizational Learni ng concept was still not taken seriously by any organizations.Not until Peter Senge published the book The Fifth Principles The Art and Practice of The Learning Organization in 1990 the organizational learning is taken importantly. This book solve many organizations to start taking Organizational learning into consideration. Since then, organizational learning has evolved until what of we known as today.2.3 The Fifth Discipline The Art and Practice of the Learning OrganizationIn 1990, Peter Senge, one of the theorist and gurus in Organizational Learning published a book that changed the managerial views. The book entitled The Fifth Principles The Art and Practice of The Learning Organization. In the book, Senge list out five discipline that is a must in a learning organizational. The five disciplines are Personal Mastery, System Thinking, Mental Models, Shared Vision and team up up Learning.2.3.1 Personal MasteryOrganizations learn only through individuals who learn. Individual learning does not guarantee organizational learning. But without it no organizational learning occurs (Senge, 1990, p.139)Personal mastery is the discipline of continually clarifying and deepening our ad hominem mess, of focusing our energies, of machinateing patience, and of seeing reality objectively (Senge, 1990, p. 7)It goes beyond competence and skills, although it involves them. It goes beyond spiritual opening, although it involves spiritual growth (Senge, 1990, p. 141)From these citations from Senge, we can leave off that an organization only learns when the individuals or the workers in the organizations start to learn. Personal mastery its a traits that every individuals should have. The higher level of ainized mastery an individual has the stronger their will to continue learning and improve themselves.Peter Senge mentioned in his book Personal Mastery as People with a high level of individual(prenominal) mastery live in a continual learning mode. They never arriv e. Sometimes, language, such as the term personal mastery creates a jerry-built sense of definiteness, of black and white. But personal mastery is not something you possess. It is a process. It is a lifelong discipline. People with a high level of personal mastery are acutely aware of their ignorance, their incompetence, their growth areas. And they are deep self-confident. Paradoxical? Only for those who do not see the journey is the reward. (Senge, 1990, p.142)From what Senge has cited, we know that the goals are not the reward the journey toward the goals is the reward itself. The lifelong process of learning is what Personal Mastery is all about. The acknowledgement of not astute and the desire to learn is what drives an individual to learn and to achieve Personal Mastery. In other words, without Personal Mastery disciplines in the individuals, the organizations might never start to learn.Those who have a high level of Personal Mastery might often find asking these kinds of q uestions to themselvesWhy do I have to learn this?Why is it important to learn?To summarize it, personal Mastery helps and guides an individual to realize what they have and what they dont. It also makes an individual aware of their pose and belief as well as be responsible to their action.2.3.2 System ThinkingIn his book, Peter Senge also includes a system system among the five disciplines. Some have claimed that system thinking is the conceptual radical of the Senges five discipline models. This mainly because of peter Senge said it himself It is the discipline that integrates the others, fusing them into a coherent body of theory and practice (Senge, 1990, p.12)Senge explained more on system thinking in his book. He mentioned system thinking is interconnected with other four disciplines. Systems thinking also needs the disciplines of building shared vision, psychogenic models, team learning, and personal mastery to realize its potential. structure shared vision fosters a co mmitment to the long term. Mental models focus on the desolation needed to unearth obliviouscomings in our present ways of seeing the field. Team learning develops the skills of groups of people to look for the larger picture beyond individual perspectives. And personal mastery fosters the personal motivation to continually learn how our actions impress our world. (Senge, 1990, p.12)System thinking can be said as a system that should be use on overcoming problems as a whole, not only on that particular problem. Focusing only on ad hoc part or problem may lead to unwanted or unintended consequences. Instead of focusing only on that specific move or problems System Thinking take larger accounts and investigate the interactions of the separate or problems with every other parts of the system.This characteristic makes it an effective resolution method especially when dealing with difficult types of problems. The problems that involving complex issues and needed to be seen by big picture, the problems that recurring or depending on the past, and the problems which the solution are not obvious are the ones that needed the application of System Thinking.As Peter Senge said in his book, We learn best from our experience, but we never directly experience the consequences of many of our most important decisions,(Senge, 1990, p.23) we tend to focus only on the solution that problems cause but only on the short-terms. System Thinking forces an organization not only focusing on the solution for improvement for a shot-term but at the long-term as well.Peter Senge also urged organizations to use System map. System map is a diagram showing the important elements or parts in the organization and how they were connected to each other.Here is the example of System Map.(Source www.cogneon.de)CUsersNAIM RAHIMDownloadslearning-organization.png look-alike 2.1 System Map Learning Organizations2.3.3 Mental ModelsPeter Senge defines Mental Models as deeply ingrained assumptions, generalizations, or even pictures and images that influence how we understand the world and how we take action (Senge, 1990, p.8)Mental models are the vision we have in our mind. How our mind process the things we see and what we expect to happen in the future. For example, when we see a bullet shot to a balloon, our mind would come out with what would happen to the balloon. Most of us would have the vision of the balloon explode. From this example, we can assume that our mind can share the same vision. Applying this to an organization, if the workers or individuals in the organization shared the same vision, they can changed their behavior and shape their strategies and home(a) ways of working.The discipline of mental models starts with turning the mirror inward learning to unearth our upcountry pictures of the world, to bring them to the surface and hold them rigorously to scrutiny. It also includes the ability to carry on learningful conversations that balance inquiry and advo cacy, where people uncover their own thinking effectively and make that thinking open to the influence of others. (Senge, 1990, p.9)From this citation, Peter Senge said that every thought should be mentioned and exposed so everyone can learn and influence from ones thought. By doing this, an organization can start learning as everyone will start to learn new skills and develop new orientations parallel to the organization goals. Senge also said that Mental Models is abject the organization in the right direction entails working to transcend the sorts of internal politics and game work oning that dominate traditional organizations. In other words it means fostering openness (Senge, 1990, p.273-286).Senge continued by proverb It also involves seeking to distribute business responsibly far more widely while retaining coordination and control. Learning organizations are localized organizations (Senge, 1990, p.287-301)Models are not perfect but sometimes it can be useful. In this cas e, Mental Models are not an exceptional but if the organization using it in the right ways, there are so many things it can learn from it.2.3.4 Building Shared VisionShared vision refers to the ability for an organization to share or hold the same goals or future that they want to achieve. According to Senge, building a shared vision is the capacity to hold a share picture of the future we seek to create (Senge, 1990, p.9)Building a shared vision for an organization is very important. All individuals in the organization will work toward one goal, which will make the organization, become more effective. This also can foster a sense of the long term which is fundamentally one of the five disciplines core beliefs.When there is a trustworthy vision (as opposed to the all-to-familiar vision statement), people excel and learn, not because they are told to, but because they want to. But many leaders have personal visions that never get translated into shared visions that galvanize an orga nization What has been absent is a discipline for translating vision into shared vision not a cookbook but a hardening of principles and guiding practices.(Senge, 1990, p.9)The practice of shared vision involves the skills of unearthing shared pictures of the future that foster genuine commitment and enrolment rather than compliance. In mastering this discipline, leaders learn the counter-productiveness of trying to impose a vision, no matter how heartfelt. (Senge, 1990, p.9)It is very important for any organization leader to realize the importance of shared vision. The leader not only should be able to command the workers to do things but also to create a learning organization which the workers not only learn continuously because they have to, but because they want to. The individuals in the organization also play an important role in shared vision. They must clearly understand the shared vision of the organization and also know where they are at the present and they want to b e in the future.2.3.5 Team LearningAccording to Senge, team learning is the process of aligning and ontogenesis the capacities of a team to create the results its members truly desire(Senge, 1990, p.236)By having Personal Mastery and Shared Vision, an organization may have Team Learning. But most of the times it is not luxuriant. An organization needs to get the workers to act unneurotic. By having the workers work together as a team, the shared vision and personal mastery become better and the organizational learning can be achieve.The discipline of team learning starts with dialogue, the capacity of members of a team to suspend assumptions and enter into a genuine thinking together. To the Greeks dia-logos meant a free-flowing if meaning through a group, allowing the group to discover insights not attainable individually. It also involves learning how to grant the patterns of interaction in teams that undermine learning. (Senge, 1990, p.10)To start team learning, the individual s of the organization must start to speak their mind up. In my opinion, this is what Senge means by dialogue. When people start to speak up their mind, other people would give their own opinion and start a discussion or a genuine thinking together. It also helps the group to achieve an insight which might not be able to be achieved by thinking individually. By using team learning, the team may identify the kind of interaction that may stop the learning progress in the team.As people talk, the vision grows clearer. As it gets clearer, enthusiasm for its benefits grow (Senge, 1990, p.227)By constantly sharing insightful information and knowledge, the visions become clearer and the enthusiasm will be spread among the individuals in the organization.2.4 Relationships between Senge Five Disciplines Model, Organizational Learning and Malaysian manufacturing companies.Manufacturing industry is probably one of the most competitive industries in Malaysia. Thats why it is very important for t he manufacturing companies to livelihood learning. The companies that capable of learning will have a big favor than those who didnt. In this research, the researcher will try to found out the evidence of Senge Five Disciplines model that forms a learning organization in Malaysian manufacturing companies. In recent years, Malaysian manufacturing companies begin to adapt to the learning organization theories but it was never been proved that Senge Five disciplines models were used in their parkway on becoming a learning organization.2.5 SummaryFrom this chapter, we can conclude that there are the relationship exists between Senge Five Disciplines Model, Organizational Learning and Malaysian manufacturing companies. By understanding the relationship between these three, the question now arise as to which disciplines from the five disciplines are the dominant element in Malaysian manufacturing companies. The theoretical framework for this research as in sidestep 2.1Malaysian Manufa cturing CompaniesLearning OrganizationTeam LearningShared VisionMental ModelsSystem ThinkingPersonal MasteryIndependent VariablesDependent VariablesTable 2.1 conjectural FrameworkCHAPTER 3METHODOLOGY3.1 IntroductionThis chapter outlines the research the research human body for this study and the manner in which the research was conducted. The research methodology used in this study is described. This chapter consists of research image, method research design, autochthonic and alternate data sources, research strategy, and scientific canons. The instruments used to collect data are also described.3.2 Research DesignResearch design can be divided into fixed and flexible research designs (Robson, 1993). As in this research, the three-figure approach was taken. As has been described by Burns and Grove (1993, p.777) valued research is a formal, objective, systematic process to describe and test relationship and examine cause and effect interactions among variables. Research desig n is important because it gives the direction to the study and what to find that may be significant to the study.3.2.1 Exploratory studiesAn searching study is a type of studies or research conducted when the problems are not clearly defined. Exploratory studies usually depends on substitute research such as reviewing past journals, literature and data, interviewing experts in the industry, conducting in-depth individual interview and sometimes conducting focus group interview.3.2.2 Descriptive studiesDescriptive studies sometimes can be referred as statistical research. The objective of descriptive studies is to gain an accurate pen of events, persons or federal agencys (Saunders, 1997). Descriptive studies usually involved observing and describing the behavior of subject without influencing it in any way. Descriptive studies cannot describe what cause a situation although the data description is factual, accurate and systematic.3.2.3 Explanatory studiesThe informative studies explained the way of sealed event. The outcomes of event could be either positive or negative. So basically, the explanatory research is a research that conducted to find out and to explain any behavior or event.3.3 Research Design MethodThe research design for this study is the by using the quantitative method. Surveys and questionnaire may be used for the descriptive, explanatory and exploratory research. The questionnaire in this research is a self-administered questionnaire. The questionnaire was made for data and information collection and it will be distributes personally by the researcher. This research design was chosen to accomplish the objectives of the study and the researcher believes that the quantitative method is the best way to meet those objectives.3.3.1 Quantitative MethodQuantitative research method is a non-numeric data such as words, images, video clips, and other similar material. The aim of quantitative research is to develop statistically trusty informatio n from sample data that can be generalized to a larger population (Dutka, 1995). Quantitative research uses a relatively short structured questionnaire, while the written report sample should be large enough in order to provide a statistically reliable set of responses.The cool information is also analyzed using specific statistical techniques and quantitative tools. In the case of customer satisfaction measurement and developing new product, this type of research is focused on the quantification of satisfaction information. The most frequently used types of quantitative research are mail comply, personal interviews, and telephone hatfuls (Gerson, 1993).3.4 base and secondary data sourcesIn this research, the data and information collected from two main sources which are the primary resources and the secondary resources.3.4.1 Primary dataThe primary data for this research are the book from Peter Senge which was released in 1990, The Fifth Principles The Art and Practice of The Learning Organization. Another primary data for this research would be the questionnaire that will be distributed to three sectors of manufacturing in Malaysia automotive, electronics and ICT. From here, the researcher will gather the data in the three sectors managers or supervisors that involved in the surveys whether by face-to-face, emails, telephone calls or any other ways.3.4.2 Secondary dataThe secondary data in this study were collected before the researcher proceeds to collect the primary data in the three sectors of manufacturing industry in Malaysia automotive, electronics and ICT. A bunch of useful information was collected as it is already exist in the form of secondary data. The secondary data that was used in this study are journals, relevant internets site, magazines and articles.3.5 Location of ResearchThe lacation or this research would be focusing on Malaysian Manufacturing. The group focus would be3.6 Research StrategyResearch strategy can be defined as a plan fo r a researcher to achieve the objectives of the study as well as how the reascher going to answer the research questions. There are many strategies that can be used in research strategies such as Experimental, survey, archival research and case study.The researchers choose the survey strategy for this study. The reason survey method was chose is because they allow the collect quantitative data and can purpose possible reasons for particular relationship between independent variables and dependent variables. It also gives the researcher more control over the research process as well as lower in cost compared to other methods. The strategies for the survey method are as followsPreparing the SurveyAs has been mentioned before, the research will be using quantitative method where a set of survey is used to gather related data and information for this study. The questionnaire or the surveys were constructed based on the research question and research objectives. The respondent for the q uestionnaire would be the employees from Malaysian manufacturing industries.Survey research designThe survey design divided to some(prenominal) ways. There are structured way (the formal list of questions use and all the respondents have to answer the same question) an