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• W60171944 abstract "The economic downturn currently spreading around the world comes with chaos and high uncertainty and has caused organizations, public and private alike, to reconsider their overall strategies in order to survive and stimulate recovery. This paper explores the concept of single-loop and double-loop learning processes, as innovation, and its relationship and influence on change management and organizational learning. In an organization, when an error is detected or a problem is identified, managers often make a business decision based on set rules, norms, procedures, processes, and assumptions without questioning them. This kind of single-loop learning has worked before. So, why should it not work now? The problem is it may not, because the rules and assumptions have changed. There are many factors that drive change: globalization, information age, advance technology, global economy, environmental concerns, etc. Change is a constant state today and is happening at an alarming rate. Thus, norms, old rules, procedures, processes, and assumptions may not work any longer. An organization and its people need to change the way they think, solve a problem, and implement change in order to keep up with the external environment. Learning and problem solving in the external environment or outside-in alone is not sufficient and does not lead to persistent learning or sustainable change. Managers and employees must also look inward and need to reflect critically on their own behavior, identify the ways they often inadvertently contribute to the organization’s problems, and then change how they act. In particular, they must learn how the very way they go about defining and solving problems can be a source of problems in its own right. Thus, in double-loop learning, problems are tackled from inside-out. Their root causes are identified and handled or overcome, not simply remove the visible external symptoms which do not lead to a true cure. In this paper, the authors describe the study conducted to investigate how single-loop and double-loop learning processes influence learning in an organization through change management process. From this study, organizational leaders will be able to develop more effective strategies to implement a systemic and sustainable change in their organization which is more complex and requires a higher level of learning. The study is an on-going processwhichwill propose the strategies in which an organization handles the change circumstance and enhances a sustainable organizational learning in the future." @default.
• W60171944 created "2016-06-24" @default.
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• W60171944 date "2011-01-01" @default.
• W60171944 modified "2023-09-23" @default.
• W60171944 title "SINGLE-LOOP VS. DOUBLE-LOOP LEARNING: AN OBSTACLE OR A SUCCESS FACTOR FOR ORGANIZATIONAL LEARNING" @default.
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