Organisational learning

See learning, single loop learning, and double loop learning. In an organisational context, learning may not be said to occur if someone (acting for the organisation) discovers or invents a solution to a problem. Learning occurs when a solution to the problem is actually produced. This distinction is important because it implies that discovering problems and inventing solutions are necessary, but not sufficient conditions for organisational learning, noting that organisations exist to act and accomplish their intended consequence. Another reason this distinction is important is that significantly different designs, heuristics for action and criteria for success are used when individuals discover and invent concerning an issue than when they discover and invent in order to produce an outcome about the issue. See Argyris and Schön, 1978; Argyris, 1980.