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Organizational learning and the learning organization (constructivist perspective)

14 important questions on Organizational learning and the learning organization (constructivist perspective)

Knowledge and learning are characterized by three things, name these 3 and explain them.

1 Object: Knowledge and learning have content (knowledge domains, knowledge fields, areas of learning)
2 Subject: Knowledge and learning have a subject (knowledge workers, knowledge carriers)
3 Dynamics: old knowledge is continuously discarded in favor of new knowledge

- Knowledge as content, learning as acquisition of this content (objectivist)
- Knowledge and learning as embedded, embodied, socially constructed and contestable (practice-based)

What is the learning organization and organizational learning? And to what discourse do these belong?

Learning organization:
-prescriptive, practical, directed at developing learning organizations
-work of consultants and practitioners

Organizational learning:
-descriptive, scientific, directed at analyzing organizational learning
-work of management and organization academics

Both predominantly Neo-functionalist

How does Senge define the learning organization?

Combining systems thinking and organizational learning in the concept of learning organization: where people continually expend their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together.

What are the learning disabilities of Senge?

1 I am my position (only do your own work)
2 The enemy is out there (blame everyone except yourself)
3 The illusion of taking charge ( we reageren vaak zelfs als we denken dat we initiatief nemen)
4 Fixation on events (over dingen heen kijken die leiden tot gebeurtenissen)
5 Parable of the boiled frog (alleen naar bestaan oplossingen kijken en niet naar nieuwe betere)
6 The delusion of learning from experience (nieuwe dingen hebben wellicht nieuwe ervaring nodig en niet alleen de oude)
7 The myth of the management team

What is the learning organization according to Pedler et. al?

The learning company is a vision of what might be possible. It is not brought about simply by training individuals; it can only happen as a result of learning at the whole organizational level. A learning company is a organization that facilitates the learning of all its members and continuously transforms itself.

What type of learning models do you have? (Name the two and the writers of them)

- Individual learning models (Kolb, Lewin, Simon, Senge)
- Organizational learning models (Cyert and March, Argyris and schon, March and olsen, winter, Daft and Weick)

What 3 learning typologies do you have and what are the concepts/levels of the first one? Explain them:)

- Learning typologies; learning modes, learning processes, learning levels.

- Learning modes, the 3 concepts/ levels:
1 Cognitive: learning as a change in intellectual concepts and frameworks (at individual or group level)
2 Cultural: change in inter-subjective, group- based values, concepts, or frameworks
3: Behavioral/ action based: Learning occurs primarily through action followed by a process of critical reflection

What are the main concepts of Argyris and Schon?

- Theory of action; espoused, in use.
- Learning; single loop, double loop, deutero/ triple loop
- Learning climate; model 1, model 2 ( 2 streepjes)
- Learning in and by organizations

Explain what theory of action is:

Theory of action has two parts:
-Espoused: what you say you will do
-In use: what you actually do.

What are the three types of learning? Explain them.

1 Single-loop learning: adjusting action strategy A and assumptions a..n without changing governing variables.
2 Double-loop learning: adjusting action strategy A and assumptions a...n, and changing governing variables.
3 Deutero- learning/ triple-loop learning: reflecting on the reflection process as well.

What are the differences between the two types of learning?

Single loop: first order, exploitation, feedback, adaptive, incremental
Double loop: second order, exploration, feed forward, generative, radical

Describe learning in and by organizations (4):

- Members act on behalf of organization
- Detection and correction of errors through joint reflection and inquiry
- Embedding learning results in organizational memory, routines and procedures for future use
- Otherwise: learning in organizations, but not by organizations

Can you explain learning climate: Model 1?

- Ways in which organization promote or inhibit reflection and inquiry into errors

Model 1 (Mixed messages; defensive routines)
- Closed attitude and defensive climate
- Bypass threat and embarrassment by unilateral control, win and not lose one's point, diplomacy and easing in

Governing variables: control the purpose of the meeting or encounter, maximize winning and minimize losing, suppress negative feelings, be rational
--> Action strategies: advocate your position in order to be in control and win, unilaterally save face- own and others
--> Consequences; miscommunication, self-fulfilling prophesies, self-sealing processes, escalating error

Can you explain learning climate: Model 2?

- open attitude and productive climate
- decisions based on valid information, free and informed choice, personal commitment to decisions and their implementation
- Model 2 crucial for double-loop learning
- Double loop learning crucial for organizational survival in the long run

Governing variables; valid information, free and informed choice, internal commitment to the choice
--> Action strategies; advocate your position and combine with inquiry and public testing, minimize unilateral face-saving.
--> Consequences: reduction of self-fulfilling, self sealing, error escalating processes, effective problem solving

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Knowledge in Organisations

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Organizational learning and the learning organization (constructivist perspective)

14 important questions on Organizational learning and the learning organization (constructivist perspective)

Knowledge and learning are characterized by three things, name these 3 and explain them.

What is the learning organization and organizational learning? And to what discourse do these belong?

How does Senge define the learning organization?

What are the learning disabilities of Senge?

What is the learning organization according to Pedler et. al?

What type of learning models do you have? (Name the two and the writers of them)

What 3 learning typologies do you have and what are the concepts/levels of the first one? Explain them:)

What are the main concepts of Argyris and Schon?

Explain what theory of action is:

What are the three types of learning? Explain them.

What are the differences between the two types of learning?

Describe learning in and by organizations (4):

Can you explain learning climate: Model 1?

Can you explain learning climate: Model 2?

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