• In double-loop learning, the entities (individuals, groups or organization) question the values, assumptions and policies that led to the actions in the first place; if they are able[r]
(1)FACILITATOR
Prof. Dr. Mohammad Majid Mahmood
Art of Leadership & Motivation
(2)(3)3 In Organizational development (OD), learning
is a characteristic of an adaptive organization, i.e., an organization that is able to
sense changes in signals from its environment (both internal and external) and adapt accordingly.
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What is Organizational Learning?
• Argyris defines organizational learning as the process of "detection and correction of errors." In his view, organizations learn
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• Huber 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
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• Duncan & Weiss, argue 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."
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How organizations learn?
• Argyris and Schon were the first to propose models that facilitate organizational learning:
• Argyris and Schon (1978) distinguish between single-loop and double-loop learning
• In single-loop learning, individuals, groups, or organizations modify their actions according to the difference between
expected and obtained outcomes
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Two types of learning:
• Operant conditioning • Social learning
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Operant Conditioning
• Learning that takes place
when the learner recognizes the connection between a
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Social Learning Theory
• A learning theory that takes into account the fact that thoughts and feelings influence
learning
• Necessary components include:
– Vicarious learning – Self-control
Argyris Schon