What are the similarities and differences between Single Loop and Double Loop Learning - Essay Example

? What are the Similarities and Differences between Single Loop and Double Loop Learning? Number and Number of Professor Date of Submission Number of Words: 1,010 Introduction Over the past decades, a lot of theories were developed to give us a better understanding on how learning can take place and how it can be improved in the long-run. Specifically the loop learning models are among the few learning theories that could enable use have a better understanding on how learning could happen. Learning can take place wherever we are. It is possible to learn from our own mistakes or mistakes of other people. Considering the usefulness of loop learning models, this report will focus on discussing the similarities and differences between single-loop and double-loop learning. Similarities and Differences between Single-Loop and Double-Loop Learning Applicable to any types of organizational learning, single-loop and double-loop learning are models that could make us have better understanding on how formal or informal learning could take place (Agryris, 1999, p. 69). According to Kelly (2008, p. 57), single-loop learning can be utilize to increase our stock knowledge and make final decision based on what we already know whereas the double-loop learning is applicable in cases wherein what we have learned in the past could give us the opportunity to create further questions based on assumptions or what we understand about something. (See Appendix I – Single-Loop Learning vs. Double-Loop Learning on page 7) Single-Loop Learning Learning can take place as a result of detecting errors that need to be corrected. In line with this, Hollnagel (2009, p. 140) stated that single-loop learning is often characterized by “situations wherein the goals, values, frameworks and strategies are taken for granted” when trying to correct these errors. It means that the single-loop learning can occur without the need to go through time-consuming analysis of the given situation. As explained by Agryris (1999, p. 68), single-loop learning can take place each time matches or mismatches are corrected by changing actions. By going through reflective learning, Brockbank and McGill (2006, p. 33) revealed that single-loop learning model can be use to allow us gain immediate and fast learning improvements. Given that single-loop learning is more applicable for immediate learning, this model is often applied in our routine and repetitive day-to-day learning (Agryris, 1999, p. 69). Double-loop learning can take place given that errors or mistakes are being corrected by modifying the organizational norms (Choo, 2002, p. 14). Unlike the double-loop learning, single-loop learning can occur in case the immediate action performed to modify or correct errors is sufficient enough to correct mistakes without having the need to challenge the validity of an existing organizational norm. In line with this, Choo (2002, p. 14) explained that the main goal of single-loop learning is to “increase organizational effectiveness without the need to change the existing norms”. Single-loop learning is similar to incremental learning in the sense that the learning of new skills happen through incremental improvement. For example: Knowing that the marketing manager does not appreciate negative outlook with regards to achieving the sales target, the sales people should learn how to deal effectively with the sales manager by simply questioning how the sales team will be able to meet the sales quota rather than saying that the sales target is unrealistic and demanding of their time and effort. By learning how to immediately deal with the sales manager, the sales people could avoid encountering work-related problems without the need to change the existing organizational norms. Double-Loop Learning Double-loop learning is more complicated as compared to the single-loop learning. Unlike the single-loop learning, several authors explained that double-loop learning is more complicated in the sense that the use of this particular learning model requires the user to go through critical thinking and analysis in order to carefully examine how the learning goals and strategies can be accomplished (Hollnagel, 2009, p. 140; Agryris, 1999, p. 69). In line with this, Agryris (1999, p. 68) explained that mismatches are corrected by initially examining the governing variables followed by altering these variables in order to develop solutions to the problem. Based on the identified governing variables, errors or mismatches are expected to be corrected by implementing a newly developed strategies and assumptions that requires the need to change the organizational norm (Choo, 2002, p. 14). As mentioned by Hollnagel (2009, p. 140), the use of double-loop learning is more focused on examining and reshaping the existing organizational goals, values, frameworks and strategies. Given that the use of double-loop learning carefully examines the organizational goals, values, framework and strategies, Argyris (1974) revealed that the use of double-loop learning is more effective in terms of coming up with an informed decisions as compared to the use of single-loop learning. Since double-loop learning aims to improve organizational growth and survivability by changing organizational norms that are incompatible to the set of new priorities, the learning feedback in double-loop learning often takes longer time to really examine and critic the progress in learning as compared to the use of single-loop learning. For example: The sales manager coordinated with the sales agents to determine the factors that contribute to the significant decrease in their sales performance. After discussing the sales problem with the sales team, the sales manager learned that poor communication between the sales agents and the sales coordinators is one of the major factors that made the sales agents failed to meet their monthly sales quotas. For this reason, the sales manager carefully examined the actual sales operation process. Since there is a poor communication link between the sales agents and their appointed sales coordinators, the sales manager decided to address this problem by creating a new organizational culture that promotes the importance of two-way communication line between the sales agents and sales coordinators. Conclusion Single-loop and double-loop learning are learning models that are applicable in any business organization. As compared to the use of single-loop learning, the use of double-loop learning is more effective in solving complicated organizational problems which requires the need to change organizational goals, values, frameworks and strategies. Since the use of double-loop learning is time-consuming, the use of single-loop learning is more applicable in solving problems that requires immediate solution. *** End *** Appendix I – Single-Loop Learning vs. Double-Loop Learning Source: Slater, 2010, p. 119 References Agryris, C. (1999). On organizational learning. 2nd Edition. Blackwell Publishing. Argyris, C. (1974). Behind the front page. In Anderson, L. (ed) "Argyris and Schon’s theory on congruence and learning". [online] Available at: [Accessed 4th April 2011]. Brockbank, A., and McGill, I. (2006). Facilitating reflective learning through mentoring & coaching. Kogan Page Ltd. Choo, C.-W. (2002). Information management for the intelligent organization: the art of scanning the environment. American Society for Information Science and Technology. Hollnagel, E. (2009). The ETTO principle: efficiency-thoroughness trade-off : why things that go right sometimes go wrong. Ashgate Publishing Ltd. Kelly, A. (2008). Changing software development: learning to be agile. John Wiley & Sons Ltd. Slater, P. (2010). Smart Inventory Solutions: Improving the Management of Engineering Materials and Spare Parts. Industrial Press Inc. Read More