Chapter 10 Knowledge and Learning

Question 1

What is the Learning Organisation?

Answer 1

Organisations set up to facilitate continual learning at individual & organisational levels

• By sharing learning and knowledge, organisations & members have more abilities at their collective disposal

Question 2

What are the Communities of Practice (Lave and Wenger, 1991)?

Answer 2

Concept that unites examples of cross boundary knowledge sharing

-Learning of specific areas of knowledge (occupational) in social contexts

• Social groupings based around common occupational practice and set of knowledge that develop and share knowledge amongst themselves
• E.g. A community of practice with people who are treating an illness. Although they may work in different areas, they are involved in the common practice based on a common basis of knowledge, and they share and develop in social settings such as conferences

Question 3

What is Deep / Surface Learning?

Answer 3

Surface - learning a set of facts via rote (habitual repetition), the learner has no interest, and this is done as a means to an end (studying for test)

Deep learning - learner gains a deeper level of knowledge & understanding
- They engage with the knowledge, making links & comparisons with previous attained knowledge (Kolbs learning cycle)

Question 4

What are Tacit and Explicit Knowledge?

Answer 4

Explicit - Knowledge that can be codified/written down, then communicated to others (E.g. A set of instructions/ manual)

Tacit - Knowledge coming from experience - doing and practicing something. More personal form of knowledge that we carry within

Question 5

What is Lifelong Learning?

Answer 5

N/A

Question 6

What is Experiential Learning?

Answer 6

Learning coming from experience, and reflection on said experience

Question 7

What are Argyris & SCHON (1978) Single and Double loops learning?

Answer 7

Single - Organisation repeatedly trying to solve the same problem / achieve same goal. Using error correction to ensure goal continues to be achieved

(E.G. Organisation achieving sales target each year/ If not, they take steps to achieve it for next time)

Double - Questions goal & underlying assumptions/ Thorough and deep questioning of what org does

• Doesn’t ask how to achieve sales, asks whether the sales of product contribute enough profits to warrant pursuit of said goal
  -Whether it has future in market/ Whether targets are a good way to motivate sale staff

-Discusses all elements (Orgs’s values/ policies/ objectives)

Question 8

What is Kolb’s Learning Cycle (2014)?

Answer 8

• A model of Experiential Learning

-Blends tacit/ explicit knowledge together in learning process

• Suggests learning moves through a continuous cycle of action, and reflecting of action

Concrete experience: An action performed

Reflective observation: Reviewing &
Reflection of experience (What went well/bad)

Abstract Conceptualization: Concluding and learning from reflections of experience (What could help for next time)

Active Experimentation: Planning/trying out based on what has been learned from experience (Different options)

Conc experience - Action performed again with newly learnt knowledge from reflection

Question 9

What are Honey and Mudford (2006) learning styles?

Answer 9

Activist - Having an experience (Doers, prefer actual experience, like action)

Reflector - Spends time thinking over what they have done / reviews situations from various perspectives / do not actively participate in action

Theorist - Rational and logical thinkers who work best with abstract knowledge (Models & theories)

Pragmatist - Tries out new ideas to see how they work / Prefers practical action over theorizing

Question 10

What is the VARK Model?

Answer 10

Emphasises how people use four sensory preferences for learning

Visual - Visual clues (Diagrams/Pictures)

Auditory - Learning from listening to descriptions

Reading - Learning from reading texts/ written notes to organise knowledge

Kinaesthetic (Tactile) - Learning by doing (Touching/Manipulating objects)