Académique Documents
Professionnel Documents
Culture Documents
Organizational learning is an area of knowledge within organizational theory that studies models and theories about the way an organization learns and adapts. In Organizational development (OD), learning is a characteristic of an adaptive organization, i.e., an organization that is able to sense changes in signals from its environment (both internal and external) and adapt accordingly. (see adaptive system). OD specialists endeavor to assist their clients to learn from experience and incorporate the learning as feedback into the planning process. Learning theories The accelerating pace of changes in operational environments of business organizations has created increasing need to find adequate ways to adapt with continuously changing situations. Ability to learn is seen as a major source to stay competitive in changing environment. Stata (1996) argues that the rate at which individuals and organizations learn may become the only sustainable competitive advantage, especially in knowledge-intensive industries. Garvin (1993) points out that in the absence of learning, companies and individuals simply repeat old practices. So the increasing need for learning has raised the interest toward the learning theories. Learning (Columbia Encyclopaedia 2003) in psychology is the process by which a relatively lasting change in potential behavior occurs as a result of practice or experience. Starkey (1996) defines learning as the creation of useful meaning, individual or shared. Learning generates knowledge which serves to reduce uncertainty. Beach (1980) describes learning as "the human process by which skills, knowledge, habit and attitudes are acquired and altered in such a way that behavior is modified". Schuck (1996) defines learning as a social experience, built upon interaction and dialogue with significant others in a context where people are willing to share their ideas with others. She considers traditional training methods to be limiting since they only teach what to think but the best solutions often occur when different points of view are integrated into the dialogue. Therefore she shares the idea that people must learn how to learn. BEHAVIORALIST LEARNING THEORY Behaviorism, as a learning theory, can be traced back to Aristotle, whose essay Memory focused on association being made between events such as lightning
and thunder. Other philosophers that followed Aristotles thoughts are Hobbs (1650), Hume (1740), Brown (1820), Bain (1855) and Ebbinghause (1885) (Black, 1995). Pavlov, Watson, Thorndike and Skinner later developed the theory in more detail. Watson is the theorist credited with coining the term "behaviorism."
diagnostic action is performed with mandatory reference to checklists and other reference material and depends on what may be viewed as higher level learning and understanding of aircraft systems and performance characteristics. The hypothesis behind behavioralist learning theories is that all learning occurs when behavior is influenced and changed by external factors (Merriam & Caffarella, 1999). Behavioralism disregards any notion that there may be an internal component to mans learning. Grippin and Peters (1984) emphasize that contiguityand reinforcement are central to explaining the learning process (Merriam & Caffarella, 1999, p. 251) in regard to an individuals subjugation to external stimulus as a determinant of response (i.e., behavior). Contiguity is understood as the timing of events that is necessary to bring about behavioral change, while reinforcement refers to the probability that repeated positive or negative events will produce an anticipated change in behavior (Merriam & Caffarella, 1999).
Social Learning theory:Social learning theory focuses on the learning that occurs within a social context. It considers that people learn from one another, including such concepts as observational learning, imitation, and modeling. Among others Albert Bandura is considered the leading proponent of this theory.
Submitted By:- Faizan Mushtaq Subject:- Organizational Change Class:- MBA 2sem Roll No:- 43.