Five Disciplines of Senge:
Five disciplines of Senge comprise of personal mastery, psychological model, system thoughts, collective vision, and group learning (Senge, 2014).
Researching Reasons for Confusion:
As a Google employee, my initial take on understanding the changes at the company is to research the reasons for confusion. This is because as an employee, I assume that employees were not aware of the new changes. Most of the companies do not communicate new launches to employees, and as a result, Senge describes this as system thinking. To understand the changing environment of the company, I would assemble necessary information with my colleagues (team learning) and gain sufficient knowledge. With this, I believe personal mastery can go hand in hand with such research, and if it does not happen, group learning will occur.
Sticking to the Unofficial Motto:
As far as the changes at Google are concerned, one of the main issues facing the company is sticking to the unofficial motto, "don't be evil" (Steiber "Alänge, 2013). What may seem evil to me may be useful for my colleagues (shared vision). Being an employee, I could analyze the issue at hand and agree with critics about the motto. A shared vision is centered along a never-ending circle through which employees tell their ordinary experiences around values, visions, and how their job fits in the larger world (Davis "Lopuch, 2016). Having such a shared vision makes employees embrace the changes since they know what the company stands for.
Team Learning to Adapt to Changes:
Furthermore, team learning will be better to adapt to changes brought about by Google. This is because team learning requires combined efforts of each discipline for better working (Steiber "Alänge, 2013). Each employee should have personal mastery and acceptance of the shared vision. This will help during collaboration such that each person's knowledge will aid them to develop new ideas and aspects. In the end, these new ways may assist them in adapting to changes in the company.
References
Davis, D. C., " Lopuch, V. S. (2016). Learning Organizations: Connections between. Handbook of research on race, gender, and the fight for equality, 267.
Senge, P. M. (2014). The fifth discipline fieldbook: Strategies and tools for building a learning organization. Crown Business.
Steiber, A., " Alänge, S. (2013). A corporate system for continuous innovation: the case of Google Inc. European Journal of Innovation Management, 16(2), 243-264.
