File Name: single and double loop learning .zip
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Double-loop learning entails the modification of goals or decision-making rules in the light of experience. The first loop uses the goals or decision-making rules, the second loop enables their modification, hence "double-loop". Double-loop learning recognises that the way a problem is defined and solved can be a source of the problem. Double-loop learning is contrasted with "single-loop learning": the repeated attempt at the same problem, with no variation of method and without ever questioning the goal. Chris Argyris described the distinction between single-loop and double-loop learning using the following analogy:. Double-loop learning is used when it is necessary to change the mental model on which a decision depends.
Double-loop learning is an educational concept and process that involves teaching people to think more deeply about their own assumptions and beliefs. Double-loop learning is different than single-loop learning which involves changing methods and improving efficiency to obtain established objectives i. Double-loop learning concerns changing the objectives themselves i. Single-loop and double-loop learning are readily understood using the analogy of a household thermostat. Single-loop learning is about achieving a given temperature—like a thermostat set to 68 degrees that turns up the heat whenever the temperature drops below 68 the objective. Double-loop learning involves changing the setting on the thermostat i.
This paper explores the concept of single-loop and double-loop learning processes, as innovation, and its relationship and influence on change.
Organizational learning is a process of detecting and correcting errors. Single loop learning is a process in which organizations are able to correct matters in order to achieve stated objectives. In double loop learning, problems are examined and corrected even though correction requires challenge to underlying policies and objectives. When policy or objectives are not questioned, organizational behavior may camouflage errors. Organizational games and norms prevent people from speaking out. Sep 1,
Skip to search form Skip to main content You are currently offline. Some features of the site may not work correctly. The economic downturn currently spreading around the world comes with chaos and high uncertainty and has caused organizations, public and private alike, to reconsider their overall strategies in order to survive and stimulate recovery. This paper explores the concept of single-loop and double-loop learning processes, as innovation, and its relationship and influence on change management and organizational learning.
The purpose of this research is to emphasise the need for behavioural and transformational problem solving techniques, using a ST approach to improve performance. This research used a modified instrument encompassing single-loop learning SLL and double-loops learning DLL , tied directly to the pedagogy of problem-based learning. The statistical results were positively related and contributed to the performance. The results were compared with the literature.
On this blog I am going to share some information about Single and Double-loop Learning.
The inability to uncover errors and other unpleasant truths arises from faulty organizational […]. The inability to uncover errors and other unpleasant truths arises from faulty organizational learning, says this author. Such habits and attitudes, which allow a company to hide its problems, lead to rigidity and deterioration. The author describes how this process can be reversed by a method he calls double loop learning.
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