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.The first part of how our actions create our reality relies on the claim that organizational learning is central to the success of an organization. First, the refutation of fragmenting the world into smaller pieces argues that it restricts people from viewing the larger picture. Mostly, the author tries to say that the bigger picture can only be viewed if an organization masters the full features that encourage organizational learning. These features include five primary technologies for an organization to learn. Systems thinking and personal mastery comes as the first two. In systems thinking, a manager understands how the different parts of a system relate and how they work together to make up the bigger image. Furthermore, personal mastery is the need for one to present proficiency in a particular topic if they are to encourage organizational learning. The other three technologies of the learning organization include the mental model, shared vision, and team learning. None of these is more crucial than the other because they complement each other to make up a learning organization. First, a mental model is the way of thinking that an individual adopts when dealing with different aspects of the organization
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