l'Organisation Apprenante

Centre de Connaissances

Qu'est-ce que une Organisation Apprenante ? Définition

Chris Argyris et Donald Schön (1978) ont défini l'organisation apprenante (OA) comme : « la détection et la correction des erreurs ». Fiol et Lyles définissent plus tard l'apprentissage comme « processus d'améliorer les actions par de meilleures connaissances et compréhension » (1985). Dodgson décrit l'Organisation Apprenante (Organizational Learning) comme : manière dont les sociétés établissent, complètent, et organisent les connaissances et les routines autour de leurs activités et dans leurs cultures et adaptent et développent la compétence organisationnelle en améliorant l'utilisation de larges qualifications de leurs main d'oeuvre. (1993). Huber a déclaré que l'apprentissage se produit dans une organisation « si par son traitement d'information, l'envergure de ses [à l'entreprise] comportements potentiels est changée » (1991).

Une « organisation apprenante » est une société qui construit à bon escient des structures et des stratégies, pour augmenter et maximiser l'apprentissage organisationnel (Dodgson, 1993). Le concept d'une organisation apprenante est devenu populaire puisque les organisations veulent être plus capable de s'adapter au changement. L'apprentissage est un concept dynamique et il souligne la nature continuellement changeante des organisations. La cible se déplace graduellement de l'apprentissage individuel à l'apprentissage de l'organisation. L'apprentissage est essentiel pour la croissance des individus ; il est également important pour les organisations. es individus font partie de l'organisation, ils doivent établir les formes et les processus nécessaires pour permettre l'apprentissage de l'organisation afin de faciliter le changement.

L'OA est plus que le montant des parties d'apprentissage individuel (Dodgson, 1993 ; Fiol et Lyles, 1985). Une organisation ne perd rien de ses capacités d'apprentissage quand des membres quittent l'organisation. L'organisation apprenante participe à la mémoire d'organisation. Ainsi, les systèmes d'apprentissage influencent non seulement les membres immédiats, mais également les futurs membres, dus à l'accumulation de l'histoire, des expériences, des normes, et des histoires. Créer une organisation apprenante est seulement la moitié de la solution au problème auquel l'organisation doit faire face (Prahalad et Hamel, 1994). Également importante est la création d'une organisation désapprenante qui signifie essentiellement que l'organisation doit oublier une partie de son passé. Ainsi, l'apprentissage se produit parmi de tels facteurs contradictoires (Dodgson, 1993).
 

Trois types d'organisation apprenante (Argyris et Schön)

1. Apprentissage simple-boucle. Ceci se produit quand des erreurs sont trouvées et corrigées et les sociétés poursuivent leurs politiques et buts. Selon Dodgson (1993), l'apprentissage simple-boucle peut être assimilé aux activités qui s'ajoutent à la base de connaissance ou compétences ou routines spécifiques à la firme sans changer la nature fondamentale des activités de l'organisation. L'apprentissage simple-boucle également désigné sous le nom de « apprentissage bas niveau » par Fiol et Lyles (1985), « apprentissage adaptatif » ou « faire face » par Senge (1990), et « apprentissage non stratégique » par Mason (1993).
2. Apprentissage double-boucle. Ceci se produit quand, en plus de la détection et de la correction des erreurs, l'organisation interroge et modifie ses normes, procédures, politiques, et objectifs existants. L'apprentissage double-boucle implique de changer les compétences de la base de connaissance ou spécifiques à l'organisation ou routines (Dodgson, 1993). L'apprentissage double-boucle s'appelle également « apprentissage haut niveau » par Fiol et Lyles (1985), « apprentissage génératif » ou « apprentissage pour augmenter les aptitudes d'une Organisation » par Senge (1990), et « l'apprentissage stratégique » par Mason (1993). L'apprentissage stratégique est défini comme « processus par lequel une entreprise se comprend de son environnement des manières qui élargissent la gamme des objectifs qu'il peut poursuivre ou de la gamme des ressources et des actions disponibles à lui pour traiter ces objectifs. » (Mason, 1993:843)
3. Deutéro apprentissage. Ceci se produit quand les organisations apprennent comment réaliser l'apprentissage simple-boucle et l'apprentissage double-boucle. Les deux premières formes d'apprentissage ne se produiront pas si les organisations ne se rendent pas compte que l'apprentissage doit se produire. Etant conscient que l'ignorance motive l'apprentissage (Nevis et autres., 1995). Ceci signifie identifier les orientations ou les styles d'apprentissage, et les processus et les structures (facteurs facilitateurs) requis pour favoriser l'apprentissage. Nevis et al., (1995) identifient sept styles différents d'apprentissage et dix facteurs facilitateurs différents influençant l'apprentissage. Par exemple, un des facteurs facilitateurs identifie la lacune entre le résultat réel et la performance visée. Cette conscience fait  reconnaître à l'organisation que l'apprentissage doit se produire, et que l'environnement et les processus appropriés doivent être créés. Ceci signifie également reconnaître le fait que les périodes prolongées de feedback positif ou de bonne communication peuvent bloquer l'apprentissage (Argyris, 1994).

L'apprentissage double-boucle et le Deutéro-apprentissage sont concernés par le pourquoi et le comment du changement d'organisation, alors que l'apprentissage simple-boucle est concerné par l'acceptation du changement sans remettre en question les convictions et croyances centrales qui les sous-tendent. Dogson a déclaré que le type d'Organisation Apprenante dépend également de où dans l'organisation, l'apprentissage organisationnel se produit. Ainsi, l'apprentissage peut se produire dans différentes fonctions de l'entreprise telles que la recherche, le développement, le design, l'ingénierie, la fabrication, le marketing, l'administration, et les ventes.

Forum Discussions du forum sur L'Organisation Apprenante. Ci-dessous, vous pouvez poser une question sur ce sujet, partager vos expériences, signaler un nouveau développement ou expliquer quelque chose. Commencer un nouveau sujet sur L'Organisation Apprenante Partagez vos connaissances ici (ou posez une question)   🔥 NOUVEAU Coopération dans un Cluster L'apprentissage est soumis à une contrainte temps, qui n'apparaît pas forcément dans les explications données ci-dessus. Les clusters comme source d'innovation sont cependant soumis à cette contrainte... 0   Organisation Learning Gap Analysis? Is there any measure to identify gaps (and work out an action plan) for organisation learning?... 8   2 commentaires Recent article on Execution as Learning You may want to read the recent HBR article by Amy Edmondson on Execution as Learning, which is building on elements of the thinking of Argyris c.s.... 7   1 commentaires Individual and Organizational Learning What is the relationship between individual and organizational learning?... 7   6 commentaires Value of Learning Culture What is the value to organizations in creating a learning organizational culture? How can organizations work towards creating this culture through its HRM/HRD strategies?... 7   Learning Organization & TQM The relationship between learning organization and Total Quality Management (TQM) is cause-and-effect. Learning is an intended outcome of TQM, TQM can be a vehicle for organizational learning and the ... 6   1 commentaires Organizational Learning from Failures: The Return on Failure Ratio Over the last decades, innovation and creativity have become critical skills for achieving success. A 2015 Boston Consulting Group survey indicated that a key obstacle to business innovation and growt... 5   Informed Decisions in Rapid Change If organizations have to make informed decisions in rapid change, then what kind of organizational learning process should we use?... 5   To Trigger Innovation and Organizational Learning, you need to Accept Creative Errors Today’s dynamic business environment provokes an increasing pressure for companies to innovate in order to stay competitive. Companies need to find their way In triggering innovative, experimental beh... 4   1 commentaires The Value of Contextual Awareness in Organisation Learning I think that even though learning by experience, though execution of similar projects, will be a valuable asset in solving problems of our current project under execution, it boils down to learning ab... 4   4 commentaires Implementing Organizational Learning I appreciate the concept of organizational learning. Its operationalization has been a problem. Many times it has been reduced to the training function in the organization. Indeed people have que... 4   1 commentaires Imperatives of Organisation Learning Types Kurt Lewin's model of unfreezing, moving & refreezing would further reinforce the points put forward by Prahalad, Hamel & Dodgson above. Single loop learning has managerial imperatives; Double loop ... 3   4 commentaires How to Grow Organization Learning with Rapid Changes of Technology? Companies that will be successful with OL need to identify what methods need to be adopted with current technology to ensure their competitive advantage.... 3   1 commentaires Best Practices to Sustain the Impact of Learning in Organisations Training and development are a critical factor in organizational development. However, how can we sustain the impact of learning within organizations; in other words, what best practices exist to ensu... 3   The Focus of Organizational Learning Departments Has to Change Organizations have to change and have to become better at changing. As a result, the way of working of the Organizational Learning Department (OLD) should no longer be to just take requests and p... 2   Applications and Usages of Organisational Learning In what forms is organisation learning applied in the various organisations? I'm trying to create a list of the main ways how organizational learning can be applied. Thanks...... 2

Meilleures Pratiques Les sujets les mieux notés sur L'Organisation Apprenante. Vous trouverez ici les idées les plus précieuses et des suggestions pratiques. Why Apply Organizational Learning in Organizations? Organizational learning is a social process, involving interactions among many individuals leading to well-informed decision making. An organization must learn so that it can adapt to a changing ... 19   19 commentaires The Goals of Organization Learning are Changing Organizations have to change and not only that - they have to become better at it. This means the goals of organizational learning must also change. The focus has to shift from job-related ... 16   12 commentaires How do You Measure Organizational Learning? In a learning organization, how do you go about measuring organizational learning? Or is the learning organization just a myth or a brand? I would like to get feedback from you all. Thanks!... 6   7 commentaires

Conseils d'Experts Idées avancées sur Organizational Learning (Anglais). Vous trouverez ici des conseils professionnels d'experts. Barriers that Hinder Effective Knowledge Sharing Effective Knowledge Sharing, Pitfalls to Avoid, Knowledge Management Implementation According to Chris Collison, there are seven common barriers or syndromes that hinder effective knowledge sharing and se... Positive Effects of Age Diversity on Company Productivity and (Tacit) Knowledge Sharing Tacit Knowledge Transfer, Organizational Learning, Incentive Management Backes-Gellner and Veen (2013) outlined the main advantages of having a diverse workforce within a company. The followin... How to Identify and Map Knowledge Knowledge Identification, Knowledge Capturing, Knowledge Storage In his article “Knowledge Mapping: The Essentials for Success”, Wesley Vestal provides following six tips to identify an... Capturing Learned Lessons How to Capture Organizational Learning? Best Practices Knowledge from bad and good experiences will lead you and your organization to better future performance. You can improv... Critical Activities to Build a Learning Organization Implementing Organizational Learning, Best Practices Learning organizations are distinguished because they are undertaking certain activities to foster the internal learning... The Relationship between Organizational Learning and Performance Tensions and Remedies In a paper by Sara J. Singer and Amy C. Edmondson of HBS, the complexities of the relationship between learning and perf... Key Behaviors of Innovative Organizations Innovation Management, Culture Change, Organizational Change, Innovative Culture, Organizational Culture Many large-scale attempts to make organizations more innovative are experiencing organizational inertia, barriers and/or... How to Become a Self-tuning Enterprise: Advanced Experimenters Organizational Agility, Strategic Agility, Real Options, Emergent Strategy In an HBR article of June 2015, Reeves, Zeng and Venjara argue there's a new way to apply algorithmic principles that en... How Culture Levels Explain Failures in Organizational Learning and Innovation Improving Organizational Learning, Organizational Innovation, Changing Organization Cultures Schein (as cited by Bertagni et al., 2010) tries to elaborate on the question why organizational innovations often fail ... Additional Definitions of Organizational Learning Organizational Learning There is still a great deal of disagreement on what constitutes organizational learning. Most scholars view organization... What are Smart Creatives? Traits R&D, Product Development, Service Development, Strategy, Innovation, HR, Career Management To accommodate the strategic demands of the internet age, clever, creative knowledge workers are needed in product/servi... Generating New and Useful Ideas in Innovation: Avoiding the Primal Mark Innovation, Creativity, Organizational Innovativeness, Lateral Thinking, Out of the Box Thinking, Avoiding Anchoring In today's dynamic environment, to stay competitive continuous innovations and new ideas are important. For a creative i... Knowledge Management Scope Knowledge Management, Level of Know-how Research by Deishin Lee (HBS) and Eric Van den Steen (MIT) shows that recording mediocre know-how can actually be counte... Components of Learning Agility Organizational Agility, Organizational Learning, Knowledge Management One of the critical factors for achieving organizational agility is learning agility, which refers to the ability and ea... Knowledge Management Focal Point Knowledge Management Focus Research by Deishin Lee (HBS) and Eric Van den Steen (MIT) shows that information about successes is typically more usef...

Sources d'Information Diverses sources d'informations sur L'Organisation Apprenante. Vous trouverez ici des powerpoints, des vidéos, des actualités, etc. à utiliser dans vos propres conférences et ateliers. Knowledge Management and Organizational Learning Models, Implementation, Overview, Examples An extensive presentation explaining both the concept of Knowledge Management and Organizational Learning by H. Gundogan... How to Improve Knowledge Sharing in Knowledge-intensive Organizations Knowledge Management, Knowledge Sharing Motivation, Knowledge Sharing Platform. Tacit Knowledge This presentation elaborates on the concept of knowledge sharing, thereby focusin on a knowledge-intensive organization ... Learning Agility and Enterprise Agility Organizational Agility This presentation provides insights into the usage of organizational agility in your organization. The presentation incl... Knowledge Management Systems Architecture Knowledge Management, Knowledge Creation, Knowledge Systems, Knowledge Architecture This presentation is about knowledge development and management, including the following sections: 1. Overview 2. Know... Introduction to Knowledge Management: Foundation Principles and Building Concepts Knowledge Management, Knowledge Sharing, Learning Organization 1. What is Knowledge? 1. What is Knowledge Management? Definition 2. Knowledge Foundation Principles and Building Conc... Learning from Rare Experiences Organizational Learning Paper by Charles E. Eesley and Edward B. Roberts explores the conditions under which learning occurs from small samples ... Knowledge Management, Organizational Learning and Intellectual Capital Intellectual Capital, Knowledge Management, Organizational Learning Presentation about organizational knowledge, learning and intellectual capital. The presentation includes the following ... Elements of a Cognitive Theory of the Firm Organizational Learning Paper by Bart Nooteboom presents elements of a cognitive theory of the firm, from the perspective of embodied cognition.... Organizational Learning: Single Loop Learning, Double Loop Learning and Triple Loop Learning Organizational Learning - Single loop new learning is about following the rules while trying to correct a problem. - Double loop learning could... Professor Evans Explains Why Fast Change Requires New Ways of Learning and Thinking Action Learning, Coping with Change, The Need of Change, The Need for New Ways of Learning In this historic video Action Learning Professor Reg Evans shows that it is very important to understand that today's ra... How to Integrate Internal Organizational Knowledge with External Online Communities Knowledge Management, Knowledge Creation, Knowledge Sharing, Interaction, Knowledge in Organizations Due to many online and web-based technological developments in today´s digital economy, sharing knowledge in online comm... Knowledge Sharing and Organizational Learning through Communities of Practices Knowledge Sharing, Organizational Learning, Communities of Practices, Special Interest Groups Knowledge management in Communities of Practice (CoPs) This presentation is about organizational learning and knowledge... Three Levels of Knowledge Management Initial Understanding Knowledge Management, Organizational Learning According to Jury (2007), knowledge management can be categorized into three different levels, and organized in a pyrami... Introduction to Organizational Learning and Learning Organizations Organizational Learning, Learning Organizations Presentation that gives a clear overview to the concept of Organizational Learning (OL). The following sections are incl... Introduction of Organizational Learning Initial Understanding of Organizational Learning Peter Senge explains that Organizational Learning is about how organizations work at their bests. It comes down to how p... The Difference Between Organizational Learning and Knowledge Management Initial Understanding of the Difference Between OL en KM Dr. Edward Rogers puts forth that organizational learning and knowledge management are often considered to be synonyms a... How Single and Double Loop Learning Help Operational Managers Become Leaders Initial Understanding of Single and Double Loop Learning A great way for managers to get out of their operational mode and become leaders is to help them to stand back from day ...

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