According to Senge (2006*), mental models are conceptual frameworks consisting of generalizations and assumptions from which we understand the world and take action in it. We many not even know that these mental models exist or are affecting us. *Fifth Discipline
Roland,
thank you for referring to mental models of organizations. They are an important lever to lead an organization, especially very large organizations that are geographically distributed and comprise people of multiple cultures.
The examples you present are very good. The mental models help define the corporate identity and foster the identification of employees and other stakeholders with the organization.
The most important mental models are vision, mission, strategy, values and corporate culture (e.g. high performance culture).
These mental models need to be well communicated throughout the organization and stringently implemented. Sometimes change management is needed.
The are a strong basis for a consistent and well aligned behavior for all individuals in an organization.
I suggest that mental model is generalization and interaction assumption that predicted in the long run....
While mental models exist at an organizational level, another example of a mental model is a stereotype, and these exist at the personal level. As has been discussed thus far by our dear Roland, mental models are not perfect; and as we can clearly note in the world around us, stereotypes are clearly imperfect as well. They are even detrimental.
Don't forget one of the most suggstive theories in current neuroscience, the free-energy theory of Karl Friston, based on the assumption that the brain is an inferential machine which works with Bayesian mechanisms.
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