THE CHARACTERISTICS, OUTCOMES AND SOURCES OF THE LEARNING ORGANIZATION :

THE CASE OF CAR COMPONENT SUPPLIERS IN BRITAIN

LEARNING ORGANIZATION

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 generationIndividualsTeams 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”

Faktor pemicu organization learning, yaitu:

1. Opportunities/Kesempatan 2. Threats/Ancaman3. People

Initiating Factors… (lanjutan)

FACTOR THAT ENFORCE OR OBSTRUCT ORGANIZATIONAL LEARNING (2.5)

1. difference in opinions 2. thinking in alternatives3. promoting of

experimentations

Factor that Enforce

Organization Learning

1. double bind2. defensive routines3. anxiety I

Factor that Obstruct Organizational Learning

ORGANIZATIONAL MEMORY (2.6)

View of Organizational Memory1. Implicit & Explicit Organizational memory2. Internal & External Organizational memory3. 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

Other cosmic knowledge

LATENT KNOWLEDGE BASE

Knowledge of the environment which exists through a meta knowledge in the organization

Individual knowledge which is not available to the organization

ACTUAL KNOWLEDGE BASE

Individual knowledge available to the organization

Knowledge shared by everybody

Layered Model of Organizational Knowledge Base

Definition of Organizational Memory

“Organizational memory is normally defined as the internal implicit and explicit knowledge

of an organization”

ORGANIZATION LEARNING CYCLES (2.7)

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

Organizational learning (pembelajaran organisasi) dihadirkan dalam

3 kelompok, yaitu :

Basic Organizational Learning Cycles

Take place at organizational level

Invention

Production

Generalization

Discovery

The Organizational learning Cycle

by Argyris & Schon

• “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

LEARNING(Action Taken)

SCANNING(Data Collection)

INTERPRETATION(Data Given Meaning)

About the environment

through monitoring

Gained from scanning &

interpretation

Concept & theories are develop to enlighten

the data with a meaning

The Organizational learning Cycle by Carlsson et al. Concrete

Experience

Reflective Observation

Active Experimentation

Abstract Conceptualizaton

Execution

Convergence

Divergence

Assimilation

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 Generali-zation

Draft & Weick 1984

Scanning Interpretation Learning

Carlsson et al 1995

Concrete Experience

Reflective Observation

Abstract Conceptuali

zation

Active Ex-perimentation

Nevis et al 1995

Acquisition Sharing Generalization

Meliputi tindakan dan pembelajaran organisasi serta pembelajaran individual

Advance Organizational Learning Cycles

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

Instuitutional, Formalization

Collective learning

Understanding-orientated

engagement

The Organizational learning Cycle

by DixonGenerate

Interpret

Act Integrate

Abstract conceptualization

Concrete experience

Active experimentation

Reflective observation

Table : Advance Organization Learning Cycles

Author/s Step I Step II Step III Step IV

March & Olson 1976

Individual beliefs

Individual action Organizational action

Environmental response

Pautzke 1989

Individual Learning

Argumentation Collective Learning

Institutionaliz., Formalization

Dixon 1994

Generate Integrate Interpret Act

Disamping mencakup pembelajaran individual dan pembelajaran organisasi dan action, kelompok ini juga memasukkan pengetahuan organisasional

Advance Organizational Learning Cycles with Memory

The Organizational learning Cycle

by Muller-Strevens & Pautzke

Realization of knowledge

Institutionalize,authorized

organizationalknowledge

Individualknowledge

Knowledge of organization

Action

Collective learning

Institutionalization

Exp

erie

nce

The Organizational learning Cycleby Nonaka & Takeuchi

Tacit knowledge in organization

Explicit knowledge in organization

combinationSocialization Externalization

Enabling Conditions

IntentionAutonomy

Fluctuation / Creative chaosRedudancy

Requisite variety

From collaborating organizations

Tacit Knowledge

From user Internalization by users

Explicit knowledge as advertisements, patents, product and/or services

Sharing tacit

knowledge

Creating concepts

Justifying concepts

Building an archetype

Cross- leveling

knowledge

Internalization

Market

selesai