The document discusses single and double loop learning, which are concepts from organizational change theory. Single loop learning aims to solve surface level problems without addressing root causes, while double loop learning examines underlying causes of issues and uses feedback to improve future actions and procedures.
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Single and Double Loop Learning
The document discusses single and double loop learning, which are concepts from organizational change theory. Single loop learning aims to solve surface level problems without addressing root causes, while double loop learning examines underlying causes of issues and uses feedback to improve future actions and procedures.
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SINGLE AND DOUBLE
LOOP LEARNING
People do not always perceive change
within organizations as something positive. Employees do not always see the point and they are resistant when they have to deviate from old habits. According toChris Argyris(psychologist) andDonald Schon(philosopher) single and double loop learning is therefore required so that the organization and its employees will improve their understanding of the cause of problems and the effective way of solving them.
Chris ArgyrisandDonald Schondistinguish
three levels of learning within organizations:
1. Single loop learning
2. Double loop learning 3. Deutero learning
1. Single loop learning
This form of learning aims at solving the increasing changes and the problems that have risen as a consequence of this. However, this ignores the real cause of the problem.
2. Double loop learning
This form of learning will go more deeply into the cause of the problem and feedback is used to look at past actions. What were the considerations of the managers and the employees to adopt certain procedures? What went well and what should be improved?