Matakuliah : L0074/Psikologi Industri dan Organisasi 2
Tahun
: 2008
Performance Analysis
Pertemuan 10
PERFORMANCE ANALYSIS
• Individual performance analysis  Wile’s Model
• Group / Organization performance analysis  Learning Disabilities
 Senge
BINA NUSANTARA
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THE FIFTH DISCIPLINE
PETER SENGE
Peter M. Senge
• Born : 1947 in USA
• He received a B.S. in Aerospace engineering
from Stanford University. While at Stanford,
Senge also studied philosophy. He later
earned an M.S. in social systems modeling
from MIT in 1972. He also earned a Ph.D.
from the MIT Sloan School of Management in
1978.
• The based of the Fifth Discipline is from
working in Ford, Chrysler, Shell, AT&T,
Hannover Insurance, Harley-Davidson since
the 70s and 80s through today
LEARNING ORGANIZATIONS
• Learning organization  where people continually expand their
capability 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.
THE FIFTH DISCIPLINE
1.
2.
3.
4.
5.
System Thinking
Personal Mastery
Mental Models
Building Shared Vision
Team Learning
DISCIPLINE
• Discipline not mean “enforced order” or “means of
punishment”, but a body of theory and technique that
must be studied and mastered to be put into practice.
• A discipline is a developmental path for acquiring certain
skills or competencies.
SYSTEM THINKING
• System thinking  conceptual framework, a body
of knowledge and tools that has been developed,
to make the full patterns clearer, and to help us
see how to change them effectively.
PERSONAL MASTERY
• Mastery  dominance over people or special level of
proficiency.
• Personal mastery  continually clarifying and deepening
our personal vision, of focusing our energies, of
developing patience, and of seeing reality objectively.
• Start with clarifying the things that really matter to us, of
living our lives in the service of our highest aspirations.
MENTAL MODELS
• Mental models  deeply ingrained assumptions,
generalizations, or even pictures or images that influence
how we understand the world and how we take action.
• Starts with turning the mirror inward  learning to
unearth our internal pictures of the world, to bring them
to the surface and hold them rigorously to scrutiny.
BUILDING SHARED VISION
• When there is a genuine vision, people excel and learn 
not because told but because they want to.
• Starts with learning the counterproductiveness of trying
to dictate a vision, no matter how heartfel.
TEAM LEARNING
• When teams are truly learning  they not only
producing extraordinary results but the individual
members are growing more rapidly.
• Starts with “dialogue”  “thinking together”
LEARNING DISABILITIES
1.
2.
3.
4.
5.
6.
7.
I am my position
The enemy is out there
The illusion of taking charge
The fixation on events
The parable of the boiled frog
The delusion of Learning from experience
The myth of the management team
The laws of the fifth discipline
1. Today’s problems come from yesterday’s
“solutions”
2. The harder you push, the harder the system
pushes back
3. Behavior grows better before it grows worse.
4. The easy way out usually leads back in.
5. The cure can be worse than the disease.
6. Faster is slower
7. Cause and effect are not closely related in time and
space.
8. Small changes can produce big results – but the
areas of highest leverage are often the least
obvious.
9. You can have your cake and eat it too – but not at
once.
10. Dividing an elephant in half does not produce two
small elephants.
11. There is no blame.
THE END
BINA NUSANTARA
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