Single Loop and Double Loop Learning Inhibits and Challenges

Single Loop and Double Loop Learning Inhibits and Challenges

Abstract

Organizational learning and its aspects is essential for any system. It has been discussing for many decades and still is a controversial topic. Ineffectiveness in organizational learning process might put a company in significant threats. Therefore, it is important to understand and internalize organizational learning concepts. This paper aims to review the learning loops in organization and relating models in addition to perceive inhabits and challenges of each model, Also personal views an experiences are considered. The results shows that employees sometimes for their personal interest prefer not to express mistakes or confronting opinions. On the other hand, in some cases basic values of organizations prevent people to indicate errors or failures. Not only any model for organizational learning is not a rejection of another one, but also Model II is as the complementary for Model I, and each one can be applicable in appropriate circumstances. Two personal experiences are discussed in order to clarify the concepts.

Keywords: organizational learning, single loop learning, double loop learning, inhibits, challenges.

Contents

Inhibit factor for Model I 4

Inhibit factor for Model II 5

Challenges of model I 6

Challenges of model II 6

Personal Use 7

Examples 8

Conclusion 9

References 10

Single Loop and Double Loop Learning Inhibits and Challenges

Feedback procedures and information flow can vary from an organization to another one. There are some differences in describing organization learning. from Argyris and Schön`s point of view (1977), learning is the detecting and correcting errors and mistakes. In addition, many barriers for organisational learning studied and discussed by different researchers and findings include many factors such as features of innovations in organization, individuals’ outlooks, organization structure and outers such as cultural or political environment and activities (Schilling and Kluge, 2009). Some considered organizational learning as process, other perceived it as the reflection in behavior changing and some studies define as knowledge sharing environment (Ferincz, 2016). Based on this, it can be considered that Information might be the key point in any organization. Single loop and double learning are frameworks where different learning methods in organization can be discussed. In addition, there are two models (Model I and II) explaining the mechanism of learning in organization regarding to single and double loop learning. In addition, any model has its own challenges and inhibits. This text is aimed to discuss challenges of each model and consider author`s personal utilizing.

Inhibit factor for Model I

Model I is related to the single loop learning. This phenomenon is based on the idea that employees never challenge underlying values in organization. It means that people during their learning single loop process and investigating errors, prefer not to confront to very basic values that top managers admire them. The significant inhabit in Model I is that people do not invite opposite ideas. People who are working under Model I assumption are describing the situations based on their own terms, they want to win and concentrate on intellectual aspects more than emotional ones. In fact, they scare that others may take the control and become the winner.in other words, fears of people for loosing comfort zone make them not to share their perceives about mistakes. Since they are worry that somebody else takes control and the situation of being “winner” be at risk. So inviting challenging approaches might arise bad feeling that violates the governing values. In addition, the passion of people to be confirmed does not let them to express errors, since they do not want to bed known as the inconsistent person.

Inhibit factor for Model II

This model is describing when organization is under the double loop learning condition. Double loop learning is a more completed version of single loop. It means that in double loop learning condition, employees are able to question and discuss even about root values and underlying policies and goals. The first inhibit is that when individuals tend to challenge very basic assumption in organization, they need to disregard the current rules. On the other hand, a basic norm stresses people not to break the norms. In this condition, if people want to consider errors by doubting the fundamentals – say trampling norms- they face to another fundamental value that ignores opposing actions and ideas against basic organizational goals. Therefore, this embedded norm might discourage employee to express their idea and even report noticeable mistakes.

Second inhibit of double loop learning is that since people consider gained information as vague, they cannot recognize errors. In this case, communication is not clear and information is not discussed, feedback loops are made and mistakes are still hidden. In other words, information is the key factor in investigation wrongs policies or procedures and when it is not possible to discuss due to the doubts in given data, employees fail to determine missing points.

Another inhibit for double loop learning can be considered as a personal factor. Peoples might be involved is some games that makes them not to bother others and make them upset and Sometimes do not prefer to make others feel uncomfortable. That is why some employees might hide some information or distortive facts. This could result in unproductive communication and errors be kept, because some individuals feel shame of expressing bad news or disasters or even do not want to be seen as conflicting person.

Challenges of model I

This model can close individuals` eyes. It may make people to forget how weak they are. Sometimes employees think that they are always on the way of learning and experiencing fresh understanding, while the fact is that they are running on the same route and they only imagine that are capable enough to accept new and challenging thoughts. The clear example is thermostat that only