University:
University of Greenwich
Course:
BUSI1602 | Global Business and Sustainability
Academic year:

2023
Views:

77

Pages:

2
Author:

Jesly V.

ORGANIZATIONAL LEARNING Organizational learning refers to the way an organization acquires knowledge and adapts to change. It is an important concept in organizational theory and development. An adaptive organization can sense and respond to signals from its internal and external environment. Organizational development specialists help clients to incorporate learnings into planning processes. Models of Organizational Learning There are various models that facilitate organizational learning. Argyris and Schön made an influential distinction between single-loop and double-loop learning. Singleloop involves modifying actions based on the difference between expected and actual outcomes. Double-loop questions the underlying policies and assumptions, not just the surface actions. Kim integrated several existing models into a comprehensive framework. He also analyzed where breakdowns can occur in organizational learning. For example, if an individual action is rejected politically within the organization. Nonaka and Takeuchi proposed a spiral model alternating between tacit knowledge (personal and subjective) and explicit knowledge (codified and systematic). They described processes of externalization, internalization, socialization and combination that enable organizational learning. Others like Bontis et al. and Flood have expanded on these models. There is growing emphasis on how knowledge flows across individual, group and organization levels. Political dynamics and tendency to reject ideas are obstacles. Dialogue and storytelling are enablers. Organizational Versus Individual Learning While training develops employee skills, organizational learning requires interaction and knowledge sharing. Learning is embedded into everyday working practices, not ad hoc processes. A learning culture rewards sharing and adaptation, not just initial creation. Synthesizing broader meaning facilitates organizational learning. With rapid change, continuous learning and adaptation are crucial for organizational survival. Learning Organizations The learning organization concept builds on organizational learning theories, offering specific recommendations for creating continuously learning and adapting entities. Peter Senge's "Fifth Discipline" also explains ideal principles and practices. Diffusion of Innovations This theory explores how people and networks spread new ideas and practices. It relates to the anthropological diffusion concept. Understanding adoption factors aids organizational learning. Let me know if you would like me to elaborate on any part of this summary. I aimed to provide a detailed yet human-written overview of the key organizational learning concepts.