Conclusion

In this chapter, the learning cycle, how individuals learn, and the concepts of epistemology were discussed. This provided a frame of mind about how to think of the many organizational learning theories presented, such as the epistemology of needs theory and motivation. Also, how the bases of behavioural knowledge affect the organizational theories and their understanding within organizations was explored.

A review of this chapter’s major conclusions, include:

  1. The four step cycle of learning includes: prepare, absorb, capture, and review.
  2. The differences between short-term and long-term memory is beneficial to use within a learning organization.
  3. Epistemology is the nature and justification of knowledge, and the scientific method of teaching follows a base understanding of teaching and learning.
  4. Understanding of the ERG theory, acquired needs, and motivation theories of equity, expectancy, goal-setting and self-efficacy show how people learn within learning organizations.
  5. Cognitivism, constructivism, and connectivism theories help to explain behaviour in learning organizations.

Using these theories within management and leadership can prove beneficial in helping to understand other members within an organization, especially the direct reports and subordinates. With knowledge, or an epistemology of different theories of organizational learning, more self-aware and effective leader within an organization can be achieved.

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Leadership and Management in Learning Organizations by Clayton Smith; Carson Babich; and Mark Lubrick is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License, except where otherwise noted.

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