Types of organizational learning theory

Amateur study. When an organization knows how to implement single-cycle learning and double-cycle learning, it begins the second learning process. If the organization is unconscious of learning, there will be no first two kinds of learning. "Only when we realize ignorance will we have the motivation to learn" (Nevist et al, 1995). This means that before promoting learning, we need to find the learning orientation, method, process and structure to promote learning. Nevis et al. (1985) found seven learning styles and ten promoting factors that affect learning. For example, one of the driving factors is to find the gap between the target performance and the actual performance. Recognizing this gap, organizations can think of learning and create an environment and process suitable for learning. This will also make organizations realize that lengthy positive feedback or communication will actually hinder organizational learning (Argyris, 1994).

Both two-cycle learning and two-cycle learning are very concerned about why and how organizations should change, while single-cycle learning passively accepts changes without deep thinking. Dodgson pointed out that the types of organizational learning also depend on the different organizational departments where organizational learning is located. Different learning activities may take place in different functional departments, such as R&D, design, engineering, manufacturing, marketing, administration and sales. Action Learning, also known as "learning by doing", is to develop the leadership ability of trainees through action learning, that is, by involving them in some practical work projects or solving some practical problems, thus helping organizations to cope with changes more effectively. The World Bank Group believes that action learning is based on the relationship between reflection and action, and it is a circular learning process of planning, implementing, summarizing, reflecting and then making the next action plan. Simply put, action learning is a process of "learning by doing".

The significance of action learning:

1) Action learning is a process and method in which a small group of people in an organization work together to solve practical problems. Action learning focuses not only on solving problems, but also on the learning development of group members and the progress of the whole organization.

2) Action learning is a process of learning from one's own actions. The key principle of action learning is that everyone has potential, and this potential will be fully exerted in the real "doing" process.

3) Action learning ensures that team members learn and develop in the process of solving practical problems efficiently through a perfect framework. The strength of action learning comes from the mutual questioning of the existing knowledge and experience of the group members and the profound reflection on the basis of action.

4) Action learning is a comprehensive learning model, which includes four important learning processes:

Learning knowledge: learning from existing knowledge;

Experience: learning from personal experience;

Team learning: learning from the experience of other team members;

Exploratory problem solving: learning in the process of solving practical problems.