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Chris Argyris (July 16, 1923 – November 16, 2013 [1]) was an American business theorist and professor at Yale School of Management and Harvard Business School.Argyris, like Richard Beckhard, Edgar Schein and Warren Bennis, [citation needed] is known as a co-founder of organization development, and known for seminal work on learning organizations.
Double-loop learning is used when it is necessary to change the mental model on which a decision depends. Unlike single loops, this model includes a shift in understanding, from simple and static to broader and more dynamic, such as taking into account the changes in the surroundings and the need for expression changes in mental models. [3]
In Intervention Theory and Method Chris Argyris argues that in organization development, effective intervention depends on appropriate and useful knowledge that offers a range of clearly defined choices and that the target should be for as many people as possible to be committed to the option chosen and to feel responsibility for it. Overall ...
Reflective practice is the ability to reflect on one's actions so as to take a critical stance or attitude towards one's own practice and that of one's peers, engaging in a process of continuous adaptation and learning.
Action theory or theory of action is an area in philosophy concerned with theories about the processes causing willful human bodily movements of a more or less complex kind. . This area of thought involves epistemology, ethics, metaphysics, jurisprudence, and philosophy of mind, and has attracted the strong interest of philosophers ever since Aristotle's Nicomachean Ethics (Third B
Action Learning is ideologically a cycle of "doing" and "reflecting" stages. [5] In most forms of action learning, a coach is included and responsible for promoting and facilitating learning, as well as encouraging the team to be self-managing. The Action Learning process includes: An important and often complex problem; A diverse problem ...
James defined what affirmative action is in its most basic form. "(It) is a policy that encourages state institutions to take affirmative action to make sure their processes are fair," she explains.
Psychological contract formation is a process whereby the employer and the employee or prospective employee develop and refine their mental maps of one another. According to the outline of phases of psychological contract formation, the contracting process begins before the employment itself and develops throughout the course of employment.