Double-loop learning is an educational concept and process that involves created by Chris Argyris, a leading organizational trainer, in the mid’s, and. This article explains single loop learning and double loop learning, developed by Chris Argyris and Donald Schön in a practical way. After reading you will. Argyris () proposes double loop learning theory which pertains to learning to change underlying values and assumptions. The focus of the.

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Chris Argyris himself is described the process of single and double-loop learning in the context of organizational learning as follows:. It is important no notice that organizations do not perform the actions that produce learning.

The end result of double loop learning should be increased effectiveness in decision-making and better acceptance of failures and mistakes. What We Mean When We Talk About Reflection Kolb’s classic depiction of learning concisely describes the process of “single-loop learning,” and can be considered a simplified version of the scientific method.

The theory-in-use might be quite different. He tests his theory by posing challenges for employees and eliciting dependent outcomes. It is sufficient to readjust the theory through double-loop learning.

To implement changes effectively, an organization could benefit more from single and double loop learning, in which the opinions and theories of employees agyris seriously considered in the implementation of new concepts, agreements and work descriptions.

By doing this we lwarning able to remove the root causes that makes us to behave or action in a certain, poor or costly way. These can be both intended — those actor believe will result — and unintended. Learning methods Education stubs.


He has also developed this thinking in Overcoming Organizational DefensesKnowledge for Action There could me many different underlying causes. Supporting Reflection in ePortfoios with Mobile Devices. In other words, if individuals in an organization make use of Model I learning the organization itself can begin to function in ways that act against its long-term interests.

The previous post was all about single-loop learning.

Chris Argyris: theories of action, double-loop learning and organizational learning

The distinction made between the two contrasting theories of action is loo those theories that are implicit in what we do as practitioners and managers, and those on which we call to speak of our actions to others. This perspective examines reality from the point of view of human beings as actors. This allows for the correction of errors as well as generating knowledge for future designs.

All in all, single- and double-loop learning are required by all organizations.

However, individuals may also bring biases and constraints to the learning processes. Such learning may then lead to an alteration in the governing variables and, thus, a shift in the way in which strategies and consequences are framed. Rather than there being phases, we could argue that intervention of this kind involves a number of elements or dimensions working at once. Notify me of new comments via email. As such Model I leads doubl often deeply entrenched defensive routines Argyris ; — and these can operate at individual, group and organizational aegyris.


Did you find this article interesting? These two topics will be discussed later on this blog.

Acting defensively can be viewed as moving away from something, usually some truth about ourselves. Therefore our potential for growth and ldarning is seriously impaired.

Where the consequences of the strategy used are what the person wanted, then the theory-in-use is confirmed. The primary action strategy looks to the unilateral control of the environment and task plus the unilateral protection of self and others.

Double Loop Learning – Reflection4Learning

This is the function of organizational maps. The other problem with single-loop learning is that it assumes problems and their dojble to be close to each other in time and space.

Do you recognize the practical explanation or do you have more additions? Here we come to the focus of organizational effort — the formulation and implementation of an intervention strategy. University of Chicago Press.

An organization is like an organism each of whose cells contains a particular, partial, changing image if arhyris in relation to the whole.

Double loop learning involves applying each of these steps to itself. To find out more, including how to control cookies, lloop here: Organizational Learning and the Learning OrganizationLondon: