Double-loop learning involves the modification of objectives, strategies or policies so that when a similar situation arises a new framing system is employed.
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When actions are designed to achieve the intended consequences and to suppress conflict about the governing variables, a single-loop learning cycle usually ensues.
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Single-loop learning is when a practitioner or organisation, even after an error has occurred and a correction is made, continues to rely on current strategies, techniques or policies when a situation again comes to light.
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Issues which were not addressed by TQM and ISO 9000 included competitiveness, quality costs, management development, creative problem solving, organisational learning such as " triple-loop learning ", organisational design, organisational politics, organisational culture, power relationships, ethics and emancipatory issues such as gender-based or ethnic-based bias in employment.
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Chris Argyris sees the same problem from the point of view of learning interactions between the organization and personnel, where the organization expects from its personnel to learn in order to fulfil jobs, but the organization is not prepared to learn from its personnel through double-loop learning.
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Articles featuring critics have appeared in the November December 2006 issue of " USA Army Logistician " regarding Six-Sigma : " The dangers of a single paradigmatic orientation ( in this case, that of technical rationality ) can blind us to values associated with double-loop learning and the learning organization, cultural awareness, and strategy making ."
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On the other hand, when actions are taken, not only to achieve the intended consequences, but also to openly inquire about conflict and to possibly transform the governing variables, both single-loop and double-loop learning cycles usually ensue . ( Argyris applies single-loop and double-loop learning concepts not only to personal behaviors but also to organizational behaviors in his models .)
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On the other hand, when actions are taken, not only to achieve the intended consequences, but also to openly inquire about conflict and to possibly transform the governing variables, both single-loop and double-loop learning cycles usually ensue . ( Argyris applies single-loop and double-loop learning concepts not only to personal behaviors but also to organizational behaviors in his models .)
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