encourage employees to think creatively and analyse situations from different perspectives. Through self mastery of these skills and also helping employees acquire these skills, managers can not only contribute to better and creative decision making but also empower their subordinates to take critical decisions; this process can further enhance creative thinking and chances to choose the best possible solution can be increased.Slocum, McGill and Lei (1994) referred to learning organization as the one that develops a strategic intent to learn, a commitment to experimentation, and an emphasis on learning from past success and failures (cited Keys and Fulmer, 1998; p.7), a view in line with Senge’s five components of learning organization. For example, a systems thinking encompasses strategic intent to provide or facilitate learning; building shared vision, team learning and personal mastery encourage and support creativity and innovation through new ways of thinking, thus reinforcing a commitment to experimentations. Thirdly, reflective thinking of mental models in relation with a shift in thinking involved in personal mastery help individuals to learn from past success and failures.The concept of personal mastery involves cultivation of personal impetus to continually learn how actions affect an individual’s external and internal world. Without an attempt to gain personal mastery, individuals will never realize the root cause of issues and problems that do not seem to have any solution; individuals tend to view these issues and problems as highly complex and intertwined and impossible to understand or resolve. Senge (2007; p.12) relates the essence. Characteristics of Personal Mastery and Effective Team Learning.
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