Communications - Single-loop & Double-loop Learning Essay

Communications - Single-loop & Double-loop Learning - Essay Example It is also possible to simply reject the basis of this goal since a great amount of experience has already been gained. It can be undertaken by an individual or even an organization. Learning regimes are helped essentially by the aligning of instruction and assessment methods with theoretical basis. Instruction takes care of the assessment methods and assessments in return discern the exact basis of a student’s repertoire with knowledge. Theories look after the different ways under which strategic basis is manifested. All of these help in jotting down the learning styles which are adopted by different students. It is a need to align the instruction needs and assessment methods in order to reap rich rewards for the students as per their learning regimes. This will essentially make them into learned individuals at the end of the day. Both instruction and assessment methods incorporate the element of learning from a long haul. The different educational paradigms that come into pl ay include the positivist, the constructivist and the critical – all of which support as well as obstruct the alignment process in essence. Supporting the alignment process would mean that the organization is getting the work done in a pretty easy fashion (Garette, 2001). On the other hand, obstructing the alignment process would entail its basis within the critical paradigm of educational discussions. Thus the paradigm basis will manifest the wrongdoings in a person or an entity so to speak. The type of paradigm that an organization uses depends a great deal on its kind of work. The usage of all these three educational paradigms would mean that there is a complete mesh and the organization will reap the benefits in the long run Chris Argyris has provided for a clear cut description of the single-loop and double-loop learning mechanisms which have been instrumental at highlighting how organizational learning has been studied in the time and age of today. This is in light of t he ever-changing mechanisms that are closely associated with organizational learning and how employees have been able to shape up their domains on a proactively consistent basis. This comes from the aegis of the organizations themselves where the top management realms play their significant roles. Modifying the goal is important because it tells an individual exactly how to reach the goal and thus achieve his long term objectives and desires. Same is not the case with single-loop learning where there has been witnessed an inability for the goal modification realms (Marsick & Watkins, 1996). These are some of the most discussed aspects that come under the realms of organizational learning and have been depicted in a number of examples in the past as well. One should believe that double-loop learning is much better because it is comprehensive and encloses a number of aspects when one compares the same with single-loop learning. It is a fact that any organization that allows learning t o come about in a natural fashion with its folds is an organization that knows how to run its varied processes and carry out relevant tasks in a quantifiable manner. What learning essentially does is to bring in the much touted value and quality