Yale University Press eBooks· 2018· Book chapter
Organizational Learning:
- 1,662citations
- 2018year
Short summary
This book analyzes the multifaceted barriers to organizational learning, detailing how individual, managerial, and research practices often inadvertently inhibit the acquisition and application of knowledge.
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Key points
- Organizational learning is frequently hindered by individual defensive routines and difficulties with double-loop learning.
- Management information systems, strategy implementation, and control mechanisms can paradoxically inhibit learning and effectiveness.
- Human resource and organizational development activities, including communication and personal growth labs, may unintentionally block learning.
- The scientific method and the application of research findings in social psychology can lead to unintended consequences that impede actionable knowledge.
AI-generated from the title and abstract; the full text is not read.
Abstract
List of figures. List of tables. Acknowledgments. Preface. Introduction: The Evolving Field of Organizational Learning. Part I: Organizational Defences:. 1. Making Sense of Limited Learning. 2. Tacit Knowledge and Management. 3. Why Individuals and Organizations Have Difficulty in Double--Loop Learning. 4. Creating a Theory of Practice: The Case of Organizational Paradoxes. 5. Todaya s Problems with Tomorrowa s Organizations. 6. Teaching Smart People How to Learn. 7. A Leadership Dilemma: Skilled Incompetence. Part II: Inhibiting Organizational Learning and Effectiveness:. 8. Organizational Learning and Management Information Systems. 9. Strategy Implementation: An Experiment in Learning. 10. How Strategy Professionals Deal with Threat: Individual and Organizational. 11. The Dilemma of Implementing Controls: The Case of Managerial Accounting. 12. Human Problems with Budgets. 13. Bridging Economics and Psychology: The Case of the Economics Theory of the Firm. Part III: The Counterproductive Consequences of Organizational Development and Human Resource Activities:. 14. Good Communication That Blocks Learning. 15. Reasoning, Action Strategies, and Defensive Routines: The Case of OD Practitioners. 16. Inappropriate Defences Against The Monitoring of Organizational Development Practice. 17. Do Personal Growth Laboratories Represent an Alternative Culture?. Part IV: The Inhibition of Valid and Usable Information from the Correct Use of Normal Science:. 18. Actionable Knowledge: Design Causality in the Service of Consequential Theory. 19. Field Theory as a Basis for Scholarly Consulting. 20. Unrecognized Defences of Scholars Impact on Theory and Research. 21. Seeking Truth and Actionable Knowledge: How the Scientific Method Inhibits Both. 22. Problems and New Directions for Industrial Psychology. 23. The Incompleteness of Social--Psychological Theory: Examples from Small Group, Cognitive Consistency, and Attribution Research. 24. Dangers in Applying Results from Experimental Social Psychology. 25. Making Knowledge More Relevant to Practice: Maps for Action. 26. Participatory Action Research and Action Science Compared. 27. Some Unintended Consequences of Rigorous Research. Index.
The authors' abstract, as published at the source. Yale University Press eBooks, 2018 · DOI ↗
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Field: Strategy and Management
Strategy and ManagementBusiness, Management and Accounting