Process of organizational learning

hi organizational learning, the level of learning is static, indicating the main occurrence place of learning subject; while the flow of knowledge or information hi both Exploitative Learning and Explorative Learning is dynamic, reflecting the flow feature of the learning object (information or knowledge, and of course, new behavior as the carrier of new information and new knowledge). Through what mechanism can the two learning types be integrated into a process of organizational learning?

Many scholars have come up with their own model of organizational learning process based on their own understanding. According to their complexity, i.e., whether the model involves the four levels of learning and whether their relations have been explained, they can be categorized into three: primary, advanced and complex models of organizational learning process.

Primary model of the organizational learning process

The models of the organizational learning process in Table 1.3 divide the learning process into three or four steps. Step 1 is the input of organizational learning; Step 2 and Step 3 are the learning process; and Step 4 is the output of organizational learning. However, none of them regard individual and group learning as an important part of organizational learning.

Among all those models, Chen and Ma (2000) put forward a new model based on the one ofArgyris and Schon (1978). They improved the linear model of learning process and make it a circular one, with emphasis on the role of knowledge base in organizational learning. The model, however, ignores the micro learning process as well as individual, group and inter-organizational learning levels.

Table 1.3 Primary models of organizational learning process

Researchers

Step 1

Step 2

Step 3

Step 4

Argyris and Schon (1978)

Discovery

Innovation

Implementation

Promotion

Chen and Ma (2000)

Discovery

Invention

Implementation

Promotion

Feedback

Daft and Weick (1984)

Examination

Explanation

Learning

Carlsson

(1995)

Specific

experience

Reflective

observation

Conceptualization

Active

experiment

Nevis et al. (1995)

Acquisition

Sharing

Application

Table 1.4 Advanced model of organizational learning process

Researchers

Step 1

Step 2

Step 3

Step 4

March and Olsen (1975)

Individual

belief

Individual

action

Organizational

action

Environmental

reflection

Rosengarten

(1999)

Individual

learning

Discussion

Collective

learning

Institutionalization

and

normalization

Dixon (1999)

Generation

Integration

Explanation

Action

Advanced model of organizational learning process makes up for the deficiency to some extent.

 
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