Reengineering and its impact in pro of the productive processes; coaching, especially the anthology and its contribution towards a leadership motivational, charismatic, participatory based on knowledge to properly handle each person’s potential. An important fashion and you have achieved great repercussion as Mario Munoz says is that provided by Peter Senge, author of La Quinta Discipline, where the work is based on systems thinking. So, what is a learning organization? It can be understood as that organization which is able to create, acquire and transfer knowledge and to modify their behaviour in response to new knowledge and perceptions. The book presents a series of disconnected among themselves, on change, learning and communication, ideas drawn from disparate sources such as: the dynamics of systems (Jay Forrester), quantum physics (David Bohm), organizational behavior (Critopher Argyris) and music (Robert Fritz). A practical limitation of learning organizations has been described as a great concept that serves for everything and whose tentacles reach everything from the service to the client, the implementation of the strategy and change management. (Senge, 1994: 21) synthesizes: vitally important that the five disciplines are developed as a whole. This represents a challenge because it is much more difficult to integrate tools new ones that apply them separately. But the benefits are immense.
Why systems thinking is the fifth discipline, merging them into one coherent body of theory and practice, which prevents from being a trendy or separate resources. The selection of the term discipline, reflected in the title, it was essentially a rhetorical tool that served as a structure, to refine the work of the author. Senge later acknowledged that he did not understand all the basic premise of the book. Senge in his work is in accordance with the strategic phrase: the ability to learn faster than the competitors may be the only sustainable competitive advantage. The primary hypothesis of the systemic approach or fifth discipline is the recovery of simplicity.
The five disciplines can be grouped thus: the personal domain and mental models refer to individual attitudes which collaterally have great influence in the organization. The personal domain It means self-knowledge, maturity, balance and the development of the human being. Mental models refer to traditional values, the resistance to change and paradigm paralysis Munoz reminds us that in these fashions, we cannot ignore Lambert (2001: 15) he says: the latest research indicates that the Downsizing, through the loss of executives and workers with experience, leads to a corporate amnesia, or worse, to a corporate alzheimer. Unlike the Downsizing is known as rightsizing. A latest fashion could be the Empowerment or empowerment, understood as empowering or recognizing the power that people have since the birth and not take it off. Recently Scott Mead sought to clarify these questions. This has always existed in the Administration from the time of the theorists of the human behavior in the Organization as Maslow and Herzberg. Empowerment has as paradigm the development of self-control, which was originally mentioned by Mc Gregor on his theory and. The empowerment takes concepts from Fayol as the delegation and authority, is often assert that the companies in the past, employees worked to meet the needs of superiors, who rested all authority.