tag:blogger.com,1999:blog-8263882245812273018.post6064447826131183151..comments2024-03-29T07:59:59.295+01:00Comments on Mohamed Amine Chatti's ongoing research on Knowledge and Learning: LaaN RevisitedProf. Dr. Mohamed Amine Chattihttp://www.blogger.com/profile/00553355699924587660noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-8263882245812273018.post-33089156284400589032009-05-08T12:25:00.000+02:002009-05-08T12:25:00.000+02:00Thanks Peter for your valuable comment.
Actually,...Thanks Peter for your valuable comment. <br />Actually, double-loop learning is a core concept in organizational learning. Organizational learning occurs when individuals within an organization experience a problem (error detection) and work on solving this problem (error correction). Error correction happens through a continuous process of organizational inquiry, where everyone in the organizational environment can inquire, test, and adjust his or her theory-in-use, which is a private image of the organizational theory-in-use. Effective organizational inquiry then leads to a reframing of one's theory-in-use, thereby changing the organizational theory-in-use.Prof. Dr. Mohamed Amine Chattihttps://www.blogger.com/profile/00553355699924587660noreply@blogger.comtag:blogger.com,1999:blog-8263882245812273018.post-9499013775032609022009-05-08T11:46:00.000+02:002009-05-08T11:46:00.000+02:00Good post and very helpful diagram. I am wondering...Good post and very helpful diagram. I am wondering whether there is also some aspect of negotiating meaning within your CoP, PKN etc. where your double-loop learning potentially impacts on others - eg, is expansive - so contributing to a wider organisational learning/ dynamic capabilities? Thanks againAnonymousnoreply@blogger.com