wk8 discussion

WK4 Discussion Mgt 553

Part One

My thoughts on what Peter Senge had to say are that he is both insightful and knowledgeable on the theme of Human Dynamics. I believe that for one to provide accurate information on this theme, he or she has to have mastered the concept. It is easy to know one with essential information on Human Dynamics, based on what information one is offering. From the video, Peter Senge is providing in-depth knowledge on how certain aspects of an individual’s everyday life portray the elements of Human Dynamics.

One aspect that caught my attention and surprised me was the idea of collectiveness as explained by Senge. According to Peter Senge, there is little an individual does by themselves (Humandynamicsintl, 2010). In reality this element is true. The collectiveness aspect in individuals explains why and how individuals rely on each other to perform various tasks either in their families, work institutions, or any other place.

Despite being impressed by the collectiveness idea brought about by Peter, I was however disappointed in the fact that Peter never gave credible sources to verify his statement that Human Dynamics once learnt can never be forgotten (Humandynamicsintl, 2010). It is hard to believe this statement since he has no valid sources to support his claim.

Moving forward, I will pay more attention on trying to better understand others. Since most of the time we spent with other people it is crucial to try and understand them, so that we can all more productive in every task we perform.

Part Two:

To better understand the importance of regional cultures as well as workplace training, it is essential for an organization to first create a custom training plan for their employees. The custom training plan must include all the aspects that the workplace plays particular attention to and also those that focus on regional cultures in the workplace. Boerema acknowledges that, for proper execution of the training plan, it is mandatory for leaders and the management team to set the plan based on some experiences in the organization, and also based on how best to deal with the experiences in case they occur. Training is more effective if the leaders also undertake in the training program. Although most leaders may not know it, this greatly motivates the employees to embrace the changes or improvements in the training program.

To better equip the new leader for the position in the organization, it is necessary to equip the leader with information of performance of the institution, layout of the institution, regulations and norms of the institution. According to Boerema (2011), offering helpful and insightful information such as the workplace laws and norms is very helpful to a transferring or new employee, who would otherwise encounter so many problems in their new jurisdiction without the insight.

Similarly, the workplace can prepare the new leader by providing insight on how to handle the culturally diverse employees. Since cultural diversity is one important aspect in the institution, leaders tend to particular y develop a leadership style that emphasizes on embracing cultural diversity (Boerema, 2011). Due to this, providing any helpful information regarding how to properly manage the 500 fulltime employees and 1500 contracted employees will help the new leader to develop efficient management skills and leadership styles.

 

References

Boerema, A. J. (2011). Challenging and supporting new leader development. Educational Management Administration & Leadership, 39(5), 554-567.

Humandynamicsintl(2010, February 9). Human Dynamics International Peter Senge [Video file] Retrieved from https://www.youtube.com/watch?v=hFo8fRDeH7E