Learning Methods.

Adaptive and Generative Learning methods

Furthermore, Argyris (1992) introduces two methods of learning; Single- Loop (adaptive) and double- Loop (generative) learning. The adaptive or the single loop learning only makes small changes to the norm with little improvements. This is an incremental learning process and does not challenge assumptions, decisions or beliefs. Argyris (1992) points out organizations with the Single Loop norm, first define what they expect to achieve as targets and standards and then monitor and review those achievements and completes the loop by taking the necessary corrective actions.

Unlike the single loop, the generative or the double loop learning challenges the assumptions, norms, beliefs and decisions instead of accepting them, and the learning takes place through the process of root-cause analysis of the issues and the examinations. Due to this a new learning loop is created which goes deeper than as created in the single loop learning process. This is happened during when the monitoring process initiates the “Governing Variables” to face the new situation which influenced by the external environmental factors. The result is; due to the changed circumstances the organization has enlightened what has to be achieved or changes in what is planned to be achieved and then come to a conclusion of how it can be done. The process is described in the below figure no 2

Figure 3.0: "Single- and Double-loop learning"

                                              (Source: Armstrong and Taylor, 2014)

Easterby-Smith and Araujo (1999) points out that the single loop learning is more suitable when an organization is planning to get rapid feedback on the consequences that may cause from the new tactics and strategies implemented, as it can be linked to an incremental change. This will allow the organization to continuously adjust and adapt as and when required.

Double loop learning is considered as superior and it involves in major and radical changes in an organization such as change in leadership, replacement of a senior management and strategic direction or all out system revision.

E-Learning

As per Pollard and Hillage (2001) E-learning is, “the delivery and administration of

learning opportunities and support via computer, networked and web-based technology to help individual performance and development”.

E-learning enhances the learning experience by extending the face-to-face and providing the ease of access making it receivable remotely from anywhere, and when it is most needed depending the circumstance. To make the learning effective the subject matters can be fed in bites or as short segments when there are specific learning objectives needed to be achieved. Since this is a “Learner-Centric” method, it can be customized based on the individual’s requirements and the selective subject matters or courses can be provided with in the same package.

Lynda.com is an online training center which provides vast scale learning programs for organizations. The chosen organization can allow their employees to provide learning materials online, more focused to the respective job scopes of the individual or the team or allow them to individually select their required learning modules or subjects. Lynda Online Training Library also assist such organizations to track and monitor the process of each learning program down to the individual level and provides tools for the assessment of the intended achievements.