Double-loop learning (DLL), also known as Generative learning, is a type of transformational learning. Double loop learning is part of action science — the study of how we act in difficult situations.
The main differences between them are the following: Single-loop […] In double loop learning, assumptions underlying current views are questioned and hypotheses about behavior tested publically. The first one refers to constantly adjusting actions until desired results are achieved and double-loop learning implies questioning the fundamental assumptions. Even smart, well-educated people can struggle to learn from experience. Double-loop learning is an educational concept and process that involves teaching people to think more deeply about their own assumptions and beliefs. In order to break this congruency, the teacher or manager would need to engage in open loop learning in which they delibrately disconfirm their theory-in-use.While not directly about Argyris or his theory, there are many web sites that focus on management development and organization learning which are related to his work.
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The focus of the theory is on solving problems that are complex and ill-structured and which change as problem-solving advances.Double loop theory is based upon a “theory of action” perspective outlined by Argyris & Schon (1974). Argyris (1976) proposes double loop learning theory which pertains to learning to change underlying values and assumptions.
"By uncovering their own hidden theories of action, managers can detect and correct errors (Argyris, 1977).
Double-loop-learning (Zweikreislernen) 3. Die TCW GmbH bietet Ihnen maßgeschneiderte Inhouse-Seminare mit aktivitätsfördernden Lernmethoden an.
She confirms her theory by asking them questions and eliciting stupid answers or puts them in situations where they behave stupidly.
Please contact us about accessing the further reading. * The business evidence section is for premium members only. An important aspect of the theory is the distinction between an individual’s espoused theory and their “theory-in-use” (what they actually do); bringing these two into congruence is a primary concern of double loop learning.
* The business application section is for premium members only. DLL involves creativity and innovation and is about adapting, being ahead of, and anticipating change (Malone, 2003).
Individuals and organizations need to learn if they want to succeed (or even survive).
Please contact us about accessing the professional tools. Typically, interaction with others is necessary to identify the conflict.There are four basic steps in the action theory learning process: (1) discovery of espoused and theory-in-use, (2) invention of new meanings, (3) production of new actions, and (4) generalization of results.
Relevant resources are the As an Amazon Associate we earn from qualifying purchases. The end result of double loop learning should be increased effectiveness in decision-making and better acceptance of failures and mistakes.In recent years, Argyris has focused on a methodology for implementing action theory on a broad scale called “action science” (see Argyris, Putnam & Smith, 1985) and the role of learning at the organizational level (e.g., Argyris, 1993; Schon & Argyris, 1996).Double loop learning is a theory of personal change that is oriented towards professional education, especially leadership in organizations. He tests his theory by posing challenges for employees and eliciting dependent outcomes. Deutero-learning. * The further reading section is for premium members only.
It was created by Chris Argyris, a leading organizational trainer, in the mid-1980’s, and developed over the next decade into an effective tool. The theory-in-use is self-fulfilling.
In double loop learning, assumptions underlying current views are questioned and hypotheses about behavior tested publically. Lernen in und von Organisationen – Block 2b-20 Betriebliche Bildung im Wandel Dipl.
* The professional tools section is for premium members only. In triple-loop learning (illustrated in figure 3 below) we learn how to learn by reflecting how we learned in the first place. Es ist dabei notwendig, dass die Zielsetzungen und Einstellungen aller Ebenen und damit auch der einzelnen Mitarbeiter klar erkennbar sind.