The third one is the illusion of taking charge. Based from what I read in my sources, this means that an individual makes actions to solve problems or make something happen because no one is moving or taking action. This we usually call pro-activeness which is a good trait but this disability defines that pro-activeness is or can really be reactiveness in disguise. The person only takes action because of the emotional reactiveness like fear or something else but not to make something really happen.
The fourth disability is the fixation of events. This means that the organization is only focused in the daily happenings in the organization which can distract the organization in the long term events that can greatly affect them. These are the events that happens on a daily basis or short term events that can affect the organization in the short run and by focusing on these; they will have a hard time in solving the long term effects of the said events that are not instantly shown in the organization.
The fifth is the parable of the boiling frog. The story behind this is that when we put a frog in warm water and slowly put heat on it, it will not react until the water reaches the boiling point where the from will be cooked to death before it can react. The reason behind the frog not reacting is because it adapts the slightly increasing temperature to the point that its body cannot handle it anymore and it is too late to react because it will be already cooked. This can be related to an organization because when an organization adapts to small changes and does not react to the change because they are not assuming what will happen in the long run much like the frog. If the frog assumed that the temperature will rise until he is cooked, then he would’ve reacted immediately and potentially saved his life, same with organizations wherein they must be smart enough to assume what will happen in the future to avoid problems that can be too late to solve when the time comes
The sixth disability is the delusion of learning from experience. From what I read this means that in an organization, learning from experience is, as we all know, one of the best way to acquire knowledge but it is not the most effective way because the organization might suffer because decisions that are made without experiencing yet the consequences that might happen in that decision and thus we must also learn through other forms like learning from the experiences of others or use the knowledge that we learned from the classroom or discussions between colleges. By relying on this learning through experience, the analytical skills of an organization might be reduced or weakened because they will only make decisions out of experience even though they did not experience it directly.
The seventh and last disability is the myth of the management team. This disability refers to a management team that what themselves to look like they are united or collaborative. They make the illusion of a team wherein they want to appear as if they are all contributing and each individual is making efforts to solve the problems that are facing the organization. Management teams are doing this because they want to maintain a good image in the organization and this may lead to unnecessary promotions or people might get credited from the things that they did not do and this makes people lazier because the leaders in the team just want what is the best for the team. I think