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December 06, 2004

Romme(1999)

A. Georges L. Romme and Arjen van Witteloostuijn, "Circular organizing
and triple loop learning", Journal of Organizational Change Management,
Vol.12, No.5, pp.439-453, 1999.
知識としておさえておきましょう．

Research into the notion and practice of organizational
learning has identified distinct systemic levels of learning: zero,
single loop, double loop and triple loop learning (e.g., Argyris and
Schon, 1974; Flood and Romm, 1996; Snell and ManKuen Chak, 1998). Zero
learning occurs in an organizational setting when fresh imperatives or
problems arise, yet members fail to take corrective action. Single loop
learning refers to making simple adaptions and taking corrective
actions, whereas double loop learning involves reframing, that is,
learning to see things in totally new ways. Finally, triple loop
learning entails members developing new processes or methodologies for
arriving at such re-framings.
(pp.439)

この記述が一番面白かった．

In general, we believe that the role of the researcher
cannot be fully integrated into the community of practitioners being
served, but needs to be embedded in an independent community of
researchers as well, which will provide some kind of guarantee that
"science" does not suffer too much from "action".
(pp.450)

”そこで僕たちの研究ですよ！”といった感じの位置づけのための記述として使えそうだ．

Most studies in the area of organizational learning
emphasize the need to shape effective organizational behavior without
much regard for (re)designing the structural context (e.g. power
relations and organizational designs) in which this behavior takes
place (e.g. Argyris and Schon, 1978; Argyris, 1996; Romme and Dillen,
1997). As such, the firld of organizational learning may benefit from
research ackowledging the complex interplay betweenstructure and
behavior, rather than focusing almost exclusively on "behavioral
treatments".
(pp.451)

Posted by ysk5 at December 6, 2004 11:28 PM