LEARNING ORGANIZATION
THE CHARACTERISTICS, OUTCOMES AND SOURCES OF
THE LEARNING ORGANIZATION :
THE CASE OF CAR COMPONENT SUPPLIERS IN BRITAIN
Graduation Thesis
for the Degree of Master of Philosophy (Economics)
By Philipp G. Rosengarten
ORGANIZATIONAL LEARNING
Organizational learning, should include:
The learning process itself
Knowledge acquisition or generation
Individuals
Teams
Organizational knowledge
DEFINITION
“Organization learning is a process of knowledge
acquisition or generation of an organization, performed
through individuals, which can be accomplished by
teams. It based on organizational memory that is
expanded, which can improve organizational action”
Netty Dyan Prastika
INITIATING FACTORS OF
ORGANIZATIONAL LEARNING (2.4)
Argyris & Schon suggest :
“Changes in norms of organizational theory of
action, or in central elements of organizational
theory-in-use, tend to occur through the eruptions
consequent on ecological adjusment and in the
face of change in organizational environments”
Initiating Factors… (lanjutan)
Faktor pemicu organization learning, yaitu:
1. Opportunities/Kesempatan
2. Threats/Ancaman
3. People
FACTOR THAT ENFORCE OR OBSTRUCT
ORGANIZATIONAL LEARNING (2.5)
1. difference in opinions
2. thinking in alternatives
3. promoting of
experimentations
1. double bind
2. defensive routines
3. anxiety I
ORGANIZATIONAL MEMORY (2.6)
View of Organizational Memory
1.
2.
3.
Implicit & Explicit Organizational memory
Internal & External Organizational memory
Directly & Indirectly available organizational
memory
A metaphor for the ability
of an organization to
store knowledge.
Implicit & Explicit Organizational Memory
• Implisit : Ada dalam pikiran employee : mulai dari pandangan dunia
(umum) mengenai budaya organisasi sampai pada SOP
• Eksplisit : disimpan bebas dari anggota organisasi (diluar dari diri
employee) : dokumen, laporan-laporan, arsip-arsip dan rekaman
atau data komputer dan sistem yang cangih.
Internal & External Organizational Memory
• Internal : Seluruh memori yang disimpan dlm diri organisasi itu
sendiri baik material maupun imaterial (dlm pikiran employee
ataupun dalam bentuk dokumen, arsip, atau komputer organisasi)
• External : segala hal yang meliputi pengetahuan diluar perusahaan,
namun dapat dimunculkan kembali, dapat berada di perusahaan
saingan atau patner, arsip umum, database komersial, anggota
organsasi terdahulu
Directly & Indirectly Available Organizational
Memory
• Langsung : “actual knowledge base” pengetahuan individu yang
berkaitan langsung dng organisasi. Bagian inti dr pengetahuan ini
diberikan pd semua anggota orgnisasi
• Tidak langsung : “latent knowledge base”, meliputi pengetahuan
anggota orgnisasi, sama baiknya dng lingkungan, yg tidak langsung
tersedia utk organisasi. Hanya berupa pengetahuan potensial thdp
organisasi
Layered Model of Organizational Knowledge Base
LATENT KNOWLEDGE BASE
ACTUAL KNOWLEDGE BASE
Knowledge shared
by everybody
Individual knowledge available to the
organization
Individual knowledge which is not available to the
organization
Knowledge of the environment which exists through a meta knowledge in
the organization
Other cosmic knowledge
Definition of Organizational Memory
“Organizational memory is
normally defined as the internal
implicit and explicit knowledge
of an organization”
ORGANIZATION LEARNING
CYCLES (2.7)
Organizational learning (pembelajaran organisasi) dihadirkan dalam
3 kelompok, yaitu :
1. Basic Organizational Learning Cycles :
organizational level
2. Advance Organizational Learning Cycles :
encompass different levels of the organization
3. Advance Organizational Learning Cycles with
Memory :
includes the existence of organizational memory or knowledge
Basic Organizational Learning Cycles
Take place at organizational level
The Organizational learning Cycle
by Argyris & Schon
Discovery
Generalization
Invention
Production
• “DISCOVER” menemukan permasalahan
dengan melakukan menyelesaikan suatu
pemeriksaan secara kolaboratif
• “INVENTION” menemukan strategi baru,
didesain untuk memperbaiki kesalahan atau
menyelesaikan masalah
• “PRODUCED” / implemented : memproduksi
atau menerapkan
• “GENERALIZATION” evaluasi dan generalisasi
dari implementasi yang telah dibuat
The Organizational learning Cycle
by Draft & Weick
SCANNING
(Data Collection)
About the
environment
through monitoring
INTERPRETATION
(Data Given Meaning)
Concept & theories are
develop to enlighten
the data with a
meaning
LEARNING
(Action Taken)
Gained from
scanning &
interpretation
The Organizational learning Cycle
by Carlsson et al.
Concrete
Experience
Execution
Divergence
Active
Experimentation
Reflective
Observation
Convergence
Assimilation
Abstract
Conceptualizaton
The Organizational learning Cycle
by Nevis et al
Knowledge
acquisition
Develop skills, insight or
relationship
Knowledge
sharing
Everybody receive
information that has been
acquired by others
Knowledge
utilization
Learning is
integrated
Available to
everybody &
can be
applied to
new
situations
Table : Basic
Organization Learning Cycles
Author/s
Step I
Step II
Step III
Step IV
Agrys &
Schon 1987
Discovery
Invention
Production
Generalization
Draft &
Weick 1984
Scanning
Interpretation
Learning
Carlsson et
al 1995
Concrete
Experience
Reflective
Abstract
Observation Conceptuali
zation
Active Experimentation
Nevis et al
1995
Acquisition
Sharing
Generalization
Advance Organizational Learning Cycles
Meliputi tindakan dan pembelajaran organisasi serta pembelajaran individual
The Organizational learning Cycle
by March & Oslen
Individual actions or
participation in a
choice situation
Individuals’cognitions
and preferences, their
“models of the world”
Organizational actions:
“Choice” or “Outcomes”
Environmental actions
or “responses”
The Organizational learning Cycle
by Pautzke
Individual
learning
Argumentation
Understandingorientated
engagement
Instuitutional,
Formalization
Collective
learning
The Organizational learning Cycle
by Dixon
Generate
Concrete
experience
Act
Active
experimentation
Reflective
observation
Abstract
conceptualization
Interpret
Integrate
Table : Advance Organization Learning Cycles
Author/s
Step I
Step II
Step III
Step IV
March &
Olson
1976
Individual
beliefs
Individual action Organizational Environmental
action
response
Pautzke
1989
Individual
Learning
Argumentation
Collective
Learning
Institutionaliz.,
Formalization
Dixon
1994
Generate
Integrate
Interpret
Act
Advance Organizational Learning Cycles
with Memory
Disamping mencakup pembelajaran individual dan pembelajaran
organisasi dan action, kelompok ini juga memasukkan
pengetahuan organisasional
The Organizational learning Cycle
by Muller-Strevens & Pautzke
Collective learning
Realization of
knowledge
Institutionalize,
authorized
organizational
knowledge
Experience
Knowledge of
organization
Action
Institutionalization
Individual
knowledge
The Organizational learning Cycle
by Nonaka
& Takeuchi
Enabling Conditions
Intention
Autonomy
Fluctuation / Creative chaos
Redudancy
Requisite variety
Tacit knowledge
in organization
Socialization
Sharing
tacit
knowledge
Externalization
Creating
concepts
Explicit knowledge
in organization
combination
Justifying
concepts
Building
an archetype
Crossleveling
knowledge
Internalization
Market
From
Tacit
collaborating Knowledge
organizations
From user
Internalization by users
Explicit knowledge as
advertisements, patents,
product and/or services
selesai