What is Organizational learning 1. The organization-wide continuous process that enhances its collective ability to accept, make sense of, and respond to internal and external change. Interactive dynamics to acquire knowledge.
Current Research Projects at www. Organizational Learning and Learning Organizations: Reference citation for this document is given below: An Overview [WWW document].
Any other use requires a written preapproval from Click on the following links for: Argyris defines organizational learning as the process of "detection and correction of errors. Huber considers four constructs as integrally linked to organizational learning: He clarifies that learning need not be conscious or intentional.
Further, learning does not always increase the learner's effectiveness, or even potential effectiveness. Moreover, learning need not result in observable changes in behavior.
Taking a behavioral perspective, Huber notes: An entity learns if, through its processing of information, the range of its potential behaviors is changed.
Weick argues that the defining property of learning is the combination of same stimulus and different responses, however it is rare in organizations meaning either organizations don't learn or that organizations learn but in nontraditional ways.
Instead, they are patterns of means-ends relations deliberately designed to make the same routine response to different stimuli, a pattern which is antithetical to learning in the traditional sense" p. Or else, he argues, Organizational Learning perhaps involves a different kind of learning than has been described in the past: In his view, "a more radical approach would take the position that individual learning occurs when people give a different response to the same stimulus, but Organizational Learning occurs when groups of people give the same response to different stimuli.
Senge defines the Learning Organization as the organization "in which you cannot not learn because learning is so insinuated into the fabric of life. As Senge remarks: They define Organizational Learning as the ability of an organization to gain insight and understanding from experience through experimentation, observation, analysis, and a willingness to examine both successes and failures.
What is Adaptive Learning vs. The current view of organizations is based on adaptive learning, which is about coping. Senge notes that increasing adaptiveness is only the first stage; companies need to focus on Generative Learning or "double-loop learning" Argyris Generative learning emphasizes continuous experimentation and feedback in an ongoing examination of the very way organizations go about defining and solving problems.
In Senge's view, Generative Learning is about creating - it requires "systemic thinking," "shared vision," "personal mastery," "team learning," and "creative tension" [between the vision and the current reality]. In contrast, Adaptive Learning or single-loop learning focuses on solving problems in the present without examining the appropriateness of current learning behaviors.
Adaptive organizations focus on incremental improvements, often based upon the past track record of success. Essentially, they don't question the fundamental assumptions underlying the existing ways of doing work. The essential difference is between being adaptive and having adaptability. To maintain adaptability, organizations need to operate themselves as "experimenting" or "self-designing" organizations, i.
They reason that probable and desirable consequences of an ongoing state of experimentation are that organizations learn about a variety of design features and remain flexible.
What's the Managers' Role in the Learning Organization? Senge argues that the leader's role in the Learning Organization is that of a designer, teacher, and steward who can build shared vision and challenge prevailing mental models.
What's the Relationship between Strategy and Organizational Learning? Or, as Mintzberg says: Or as Shell has leveraged the concept of Learning Organization in its credo "planning as learning" de Geus Faced with dramatic changes and unpredictability in the world oil markets, Shell's planners realized a shift of their basic task: Our real target was the microcosm the 'mental model' of our decision makers.
This conditioned the managers to be mentally prepared for the uncertainties in the task environment. Thus, they institutionalized the learning process at Shell. The key ingredient of the Learning Organization is in how organizations process their managerial experiences. Management practices encourage, recognize, and reward: Although, Huber explicitly specifies the role of IS in the Learning Organization as primarily serving Organizational Memory, in my view, IS can serve the other three processes Knowledge Acquisition, Information Distribution, and Information Interpretation as well.
At the level of planning, scenario planning tools can be used for generating the possible futures. The archives of these communications can provide the elements of the Organizational Memory.Chris Argyris: theories of action, double-loop learning and organizational learning.
The work of Chris Argyris () has influenced thinking about the relationship of people and organizations, organizational learning and action research. Organization-wide continuous process that enhances its collective ability to accept, make sense of, and respond to internal and external change.
Organizational learning and is more than the sum of the information held by employees. 44 Knowledge Management and Organizational Learning Explicit knowledge exists in the form of words, sentences, documents, organized data, computer programs and in other explicit forms.
Organizational Learning: A Theory of Action Perspective (Addison-Wesley Series on Organization Development.) [Chris Argyris, Donald A. Schon] on attheheels.com *FREE* shipping on qualifying offers. Considers how organizations learn or fail to learn.
The authors distinguish three types of organizational learning. Advance your career by finishing your undergraduate coursework and earning a Bachelor of Science in Organizational Leadership and Learning (OLL) degree % online from the University of Louisville.
Helping organizations achieve excellence for over 20 years. The Organizational Learning Center has over 20 years of hands-on experience helping companies in the US and overseas plan and implement changes that concurrently improve both bottom-line performance and the quality of working life.