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erinkatemorrison

Changing How We Work - 5 views

www.faculty.umb.edu/...mcleod.pdf

organizations company community

shared by erinkatemorrison on 27 Nov 10 - No Cached
  • Aimee Blaquiere on 27 Nov 10
     
    This article is actually an interview of Peter Senge, author of The Fifth Discipline, and Margaret Wheatley, author of Leadership and the New Science; both are also organizational theorists. The two discuss how organizations can be more successful if they can work better with uncertainty, and incorporate meditation, derived from periods of silence in dialogue sessions, into their work. They claim that organizations need to accept that change should be accepted as the reality, and that life is a continuous state of change. The two also discuss the concept of "collective cultivation," wherein Buddhism teaches that cultivation is the practice of meditation, study, and service. Organizations not only need to accept change, but they need to collectively work hard and know how to accept this change. Unfortunately, most organizations don't have the tools or methods to support this idea. This interview allows the reader to think more about the concept of organizations and leaders in general, and how we understand them. We can't blame the hierarchy for the way things are, because we put the hierarchy in place. We are responsible for our own actions when we obey the demands of our leaders. If we can change our own views of organizations and the habits that we have adopted to work in them, then we can potentially change the way that they function from the inside out.
  • ...4 more comments...
  • Julie Johnstone on 28 Nov 10
     
    I also read this article and believe Aimee provided a clear summary of the key points. The format of the article was compelling for me--I felt that I was a spectator in the room as two theorists bantered about organizations. Rather than repeat points that Aimee raised, I will share a few more key points. As someone interested in organizational leadership, I found one quote by Wheatley compelling for CCTers: "the leader is one who is able to work with and evoke the very powerful and positive aspects of human creativity". This comment resonated with me as I thought about how I view great leaders--those who quietly and consistently work to make others around them better. Senge made an interesting point toward the end of the article when he was talking about institutions being out of touch with people and the nature of living phenomena--all institutions, not just corporations.
  • erinaiello on 01 Dec 10
     
    I found this article very interesting and moving. The two authors seem to compliment each other in that the acceptance of the need for change is important and better ways to go about approaching and addressing change. Refinement is really key in an evolving world. If someone wishes to make a difference and better the lives of others and organizations that effect them, consideration of techniques that would foster that are enlightening. Being open to new and different ways to go about creating change certainly takes some critical thinking skills. Buddhism seems to give space for open-mindedness, dialogue and a receptive nature. It is important that leaders are taking the steps necessary to best proceed with anything that will effect the people they serve since the people they serve are usually the ones who give light to them and keep them in their position.
  • Ann Leary on 06 Dec 10
     
    This article made me think about how my organization interacts. I like the format of the article with 2 organizational theorists sharing their views. It is difficult to bring about change, and remain open minded and actively listen to everybody point of view, even when there are opposing views. I love the idea of dialogue and this tool is not used much. It makes me reflect of meetings I have been involved in and how to make a difference the next time.
  • erinkatemorrison on 07 Dec 10
     
    This article discusses the importance of disciplines and personal mastery, organizations as "communities of practice" and mediation, which starts with dialogue. Out of this dialogue is awareness, listening, letting go, and not taking things as they appear. Buddha's Four Noble Truths are reference to organizations versus individuals. The real question proposed is when all is said and done can you really operate this way? The authors stress that anyone can read/learn/discuss plans/philosophies, but can it be done? Recognition of hard work is imperative. Ultimately was needs to be changed is the fundamental organizing behaviors and habits. Community involvement is essential and fostering it to learn is likewise critical.
  • kcmoore64 on 07 Dec 10
     
    What struck me most about this article is their suggestion that we need to change our concept of what it means to be a leader in an organization. Particularly in the Western world, we look to our leaders, in fact expect our leaders, to have all the answers. As a leader, being comfortable sitting with uncertainty makes those you lead uncomfortable with you. The process of action research incorporates many of the same characteristics Senge and Wheatley identify: listening, being open, engaging in dialogue. Actively using action research in the workplace may help us reform our model of leadership.
  • Meaghan Kearney on 10 Dec 10
     
    I thought this article was very different but also very interesting. I like the combination of a business perspective and a religious one. I never really put too much thought into any similarities between the two. The suggestions on an effective leader and an effective organization are insightful. I agree there needs to be more dialogue as well as more reflection in order for things to work more efficiently.
mary lou horn

From the Center for Regional Change at UC Davis - 0 views

http://regionalchange.ucdavis.edu/publications/2010%20Fully%20Engaged%20201005010-page4.pdf This is a very brief overview with images that speaks in a large away about participatory action researc...

started by mary lou horn on 05 Dec 10 no follow-up yet
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