THE CHARACTERISTICS, OUTCOMES AND SOURCES OF THE LEARNING ORGANIZATION : THE CASE OF CAR COMPONENT SUPPLIERS IN BRITAIN LEARNING ORGANIZATION Graduation Thesis for the Degree of Master of Philosophy (Economics) By Philipp G. Rosengarten

ORGANIZATIONAL LEARNING Organizational learning, should include: The learning process itself Knowledge acquisition or generation Individuals Teams Organizational knowledge

DEFINITION “Organization learning is a process of knowledge acquisition or generation of an organization, performed through individuals, which can be accomplished by teams. It based on organizational memory that is expanded, which can improve organizational action”

Netty Dyan Prastika

INITIATING FACTORS OF ORGANIZATIONAL LEARNING (2.4) Argyris & Schon suggest : “Changes in norms of organizational theory of action, or in central elements of organizational theory-in-use, tend to occur through the eruptions consequent on ecological adjusment and in the face of change in organizational environments”

Faktor pemicu organization learning, yaitu: 1.Opportunities/Kesempatan 2.Threats/Ancaman 3.People Initiating Factors… ( lanjutan )

FACTOR THAT ENFORCE OR OBSTRUCT ORGANIZATIONAL LEARNING (2.5) 1.difference in opinions 2.thinking in alternatives 3.promoting of experimentations Factor that Enforce Organization Learning 1.double bind 2.defensive routines 3.anxiety I Factor that Obstruct Organizational Learning

ORGANIZATIONAL MEMORY (2.6) View of Organizational Memory 1.Implicit & Explicit Organizational memory 2.Internal & External Organizational memory 3.Directly & Indirectly available organizational memory A metaphor for the ability of an organization to store knowledge.

Implicit & Explicit Organizational Memory Implisit : Ada dalam pikiran employee : mulai dari pandangan dunia (umum) mengenai budaya organisasi sampai pada SOP Eksplisit : disimpan bebas dari anggota organisasi (diluar dari diri employee) : dokumen, laporan-laporan, arsip-arsip dan rekaman atau data komputer dan sistem yang cangih.

Internal & External Organizational Memory Internal : Seluruh memori yang disimpan dlm diri organisasi itu sendiri baik material maupun imaterial (dlm pikiran employee ataupun dalam bentuk dokumen, arsip, atau komputer organisasi) External : segala hal yang meliputi pengetahuan diluar perusahaan, namun dapat dimunculkan kembali, dapat berada di perusahaan saingan atau patner, arsip umum, database komersial, anggota organsasi terdahulu

Directly & Indirectly Available Organizational Memory Langsung : “actual knowledge base” pengetahuan individu yang berkaitan langsung dng organisasi. Bagian inti dr pengetahuan ini diberikan pd semua anggota orgnisasi Tidak langsung : “latent knowledge base”, meliputi pengetahuan anggota orgnisasi, sama baiknya dng lingkungan, yg tidak langsung tersedia utk organisasi. Hanya berupa pengetahuan potensial thdp organisasi

Other cosmic knowledge LATENT KNOWLEDGE BASE Knowledge of the environment which exists through a meta knowledge in the organization Individual knowledge which is not available to the organization ACTUAL KNOWLEDGE BASE Individual knowledge available to the organization Knowledge shared by everybody Layered Model of Organizational Knowledge Base

Definition of Organizational Memory “Organizational memory is normally defined as the internal implicit and explicit knowledge of an organization”

ORGANIZATION LEARNING CYCLES (2.7)

1. Basic Organizational Learning Cycles : organizational level 2. Advance Organizational Learning Cycles : encompass different levels of the organization 3. Advance Organizational Learning Cycles with Memory : includes the existence of organizational memory or knowledge Organizational learning (pembelajaran organisasi) dihadirkan dalam 3 kelompok, yaitu :

Basic Organizational Learning Cycles Take place at organizational level

Invention Production Generalization Discovery The Organizational learning Cycle by Argyris & Schon

“DISCOVER” menemukan permasalahan dengan melakukan menyelesaikan suatu pemeriksaan secara kolaboratif “INVENTION” menemukan strategi baru, didesain untuk memperbaiki kesalahan atau menyelesaikan masalah “PRODUCED” / implemented : memproduksi atau menerapkan “GENERALIZATION” evaluasi dan generalisasi dari implementasi yang telah dibuat

The Organizational learning Cycle by Draft & Weick LEARNING (Action Taken) SCANNING (Data Collection) INTERPRETATION (Data Given Meaning) About the environment through monitoring Gained from scanning & interpretation Concept & theories are develop to enlighten the data with a meaning

The Organizational learning Cycle by Carlsson et al. Concrete Experience Reflective Observation Active Experimentation Abstract Conceptualizaton Execution Convergence Divergence Assimilation

The Organizational learning Cycle by Nevis et al Knowledge acquisition Develop skills, insight or relationship Knowledge sharing Everybody receive information that has been acquired by others Knowledge utilization Learning is integrated Available to everybody & can be applied to new situations

Table : Basic Organization Learning Cycles Author/sStep IStep IIStep IIIStep IV Agrys & Schon 1987 DiscoveryInventionProductionGenerali- zation Draft & Weick 1984 ScanningInterpretationLearning Carlsson et al 1995 Concrete Experience Reflective Observation Abstract Conceptuali zation Active Ex- perimentation Nevis et al 1995 AcquisitionSharingGeneralization

Meliputi tindakan dan pembelajaran organisasi serta pembelajaran individual Advance Organizational Learning Cycles

The Organizational learning Cycle by March & Oslen Individual actions or participation in a choice situation Individuals’cognitions and preferences, their “models of the world” Organizational actions: “Choice” or “Outcomes” Environmental actions or “responses”

The Organizational learning Cycle by Pautzke Individual learning Argumentation Instuitutional, Formalization Collective learning Understanding- orientated engagement

The Organizational learning Cycle by Dixon Generate Interpret Act Integrate Abstract conceptualization Concrete experience Active experimentation Reflective observation

Table : Advance Organization Learning Cycles Author/sStep IStep IIStep IIIStep IV March & Olson 1976 Individual beliefs Individual actionOrganizational action Environmental response Pautzke 1989 Individual Learning ArgumentationCollective Learning Institutionaliz., Formalization Dixon 1994 GenerateIntegrateInterpretAct

Disamping mencakup pembelajaran individual dan pembelajaran organisasi dan action, kelompok ini juga memasukkan pengetahuan organisasional Advance Organizational Learning Cycles with Memory

The Organizational learning Cycle by Muller-Strevens & Pautzke Realization of knowledge Institutionalize, authorized organizational knowledge Individual knowledge Knowledge of organization Action Collective learning Institutionalization Experience

The Organizational learning Cycle by Nonaka & Takeuchi Tacit knowledge in organization Explicit knowledge in organization combinationSocializationExternalization Enabling Conditions Intention Autonomy Fluctuation / Creative chaos Redudancy Requisite variety From collaborating organizations Tacit Knowledge From userInternalization by users Explicit knowledge as advertisements, patents, product and/or services Sharing tacit knowledge Creating concepts Justifying concepts Building an archetype Cross- leveling knowledge Internalization Market

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