Organizations culture should embrace employee empowerment both regarding personal/individual development and professional growth. In a workplace, the worker is supposed to be offered an autonomy of doing the job through mastery of the experiences and discovering approaches of contributing to the work. Through the empowerment of the workers in an organization, social interactions and progress are achieved. As indicated by Senge (2006), personal mastery is essential as it provides a specific set of competencies developed by a worker that helps him/her to view the workplace environment positively.
Personal mastery in the workplace is fundamentally significant because it provides a sense of belonging thus creating the desired future (Jacobs, 2009). Workers endowed with high personal mastery are competently capable of crafting both individual and organizational vision. This is because they accurately assess their contemporary realities concerning the set visions. Typically, the gap between the modern realities and the personal vision facilitates futuristic of an individual and the organization. The gap is called “creative tension.” Therefore, Jacobs (2009) suggests that personal mastery is based on establishing and maintaining creative tension and comfortably embracing the tension. Personal mastery in a workplace empowers an individual tremendously. The mastery helps the individual to develop an extraordinary sense of purpose and assess their actual realities; therefore, the person can recognize inaccurate suppositions. Such people perceive change as an opportunity for more significant achievements.
According to Lohikoski (2012), personal mastery is the personal duty of learning. People with high personal mastery have a compelling vision and mission of life. The environmental changes are elements of personal development and professional growth. Personal mastery according to Lohikoski (2012) is essential. It increases an individual’s understanding of useful IM and professional relationships. It improves personal communication and information skills that encourage healthy-workplace relationships/interactions. Personal mastery increases the comprehension of organizational change at a high pace.
Therefore, personal mastery is an influential aspect in a work-related setting that increases worker autonomy and independence. Autonomous workers are more productive since they exhibit high-performance level. As a result, when an organization encourages personal mastery of the workers, the outcome is tremendous productivity.
Jacobs, M. (2009). Personal Mastery; the First Discipline of Learning Organizations.
Lohikoski, P. (2012). Renewal and Personal Mastery in Knowledge-Based Organisations: The Case of a Finnish ICT-Company. In Organizational Learning and Knowledge: Concepts, Methodologies, Tools, and Applications (pp. 1784-1803). IGI Global.
Senge, P. M. (2006). Personal Mastery. Leading organizations: perspectives for a new era, 411-423.