Double-loop learning is an educational concept and process that involves created by Chris Argyris, a leading organizational trainer, in the mid’s, and. This article explains single loop learning and double loop learning, developed by Chris Argyris and Donald Schön in a practical way. After reading you will. Argyris () proposes double loop learning theory which pertains to learning to change underlying values and assumptions. The focus of the.

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These can be both intended — those actor believe will result — and unintended. Theories should be made explicit and tested, positions should be reasoned and open to exploration by others. The biggest problem with it is that acting like that we only remove the symptoms, while root causes are still remaining.

After that we adapt our own behavior and actions to mitigate and improve the situation accordingly. What do you think? A Little Learning Science: This includes the factors and relationships that define the problem, and the relationship with the living systems of the organization.

Brockbank and McGill made the case that emotional energy can be the force that opens the door to reflection which leads to double-loop learning, citing Barnett’s statement that “critical energy has to have a head of steam behind it” p.

Thus, perhaps we need to develop theory that looks to the political nature of structures, knowledge and information. The next post will handle single-loop learning generally. Where something goes wrong, it is suggested, an initial port of call for many people is to look for another strategy that will address and work within the governing variables.

Individual members are continually engaged in attempting to know the organization, and to know themselves in the context of the organization.

As the afternoon moved on, all of us were led to see sometimes for he first time in our lives subtle patterns of reasoning which underlay our behaviour; and how those patterns continually got us into trouble. It is only by interrogating and changing the governing values, the argument goes, is it possible to produce new action strategies that can address changing circumstances. After reading you will understand the basics of this powerful change management and behaviour change tool.


Hence, our inquiry into organizational learning must concern itself not with static entities called organizations, but with an active process of organizing which is, at root, a cognitive enterprise.

By continuing to use this website, you agree to their use. He has also developed this thinking in Overcoming Organizational DefensesKnowledge for Action If you liked this article, then please subscribe to our Free Newsletter for the latest posts on Management models and methods. Notify me of new posts via email.

This model is further discussed in Dr. Chris Argyris enjoyed the outdoors — and, in particular hiking especially in the mountains of New Hampshire and across New England.

Single loop learning and double loop learning, a human behaviour theory | ToolsHero

xhris Retrieved [insert date] from ToolsHero: A guide to overcoming barriers to organizational changeSan Francisco: Single-loop learning seems to be present when goals, values, frameworks and, to a significant extent, strategies are taken for granted. What is more, fewer people are aware of the maps or theories they do use Argyris, Double-loop learning is contrasted with “single-loop learning”: As well as writing and researching, Chris Argyris has been an influential teacher.

Unfortunately, this often leads to cynicism, de-motivation and defensiveness, which in turn leads to reduced cooperation. The picture is always incomplete — and people, thus, are continually working to add pieces and to get a view of the whole. This is an assumption adgyris can be questioned.

The latter is more creative and reflexive, and involves consideration notions of the good. Where the consequences of the strategy used are what the person wanted, then the theory-in-use is confirmed. These are the shared descriptions of the organization which individuals jointly construct and use to guide their own inquiry….


How to cite this article: We also need to notice that double-loop learning leads to organizational learning. Employees do not always see the point and they are resistant when they have to deviate from old habits. Reclaiming American public lifeChicago: What are your success factors for understanding human behaviour when organization situations change?

Chris Argyris: theories of action, double-loop learning and organizational learning

Retrieved from ” https: Chris Argyris — Page from the Monitor Group where Argyris is a director with links to some of his publications. What were the considerations of the managers and the employees to adopt certain procedures? Reflection, however, is the stage at which we may venture into double-loop learning: All in all, single- and double-loop learning are required by all organizations. On this blog I am going to share some information about Single and Double-loop Learning.

In single-loop learning characterized by the fact that we changed our action or behavior to fix or avoid mistakes. For example, in explaining our actions to a colleague we may call upon some convenient piece of theory.

That is the main reason why we also need double- and triple-loop learning.

Rather than there being phases, we could argue that intervention of this kind involves a number of elements or dimensions working at once.

Organizing is reflexive inquiry…. There are few problems with single-loop learning. Last Updated November 30th,