Organisational Learning Cycles by means of Knowledge Dynamics

Knowledge development in an enterprise is about approaches, methods, techniques and tools, which will support the advancement of individual and organisational knowledge for the purpose of an improvement of businesses. As a basis, conceptions of knowledge and of knowledge conversions are needed. Here knowledge dynamics is understood to cover all of acquisition, conversion, transfer and usage of knowledge. Conceptions of knowledge and of knowledge conversions are provided in this paper, which introduce three dimensions of knowledge and general conversions between knowledge assets, respectively. Knowledge is represented by a threedimensional model of knowledge with types, kinds and qualities. General knowledge conversions between the various knowledge assets are introduced as a model for knowledge dynamics in the enterprise. First a basic set of such conversions is defined. Building on this set general knowledge conversions can be defined, which reflect knowledge transfers and development. In effect, the well-known SECI model for knowledge development is as well extended as generalised in this approach. While organisational learning is not merely a multiplicity of individual learning efforts of its members, organisations learn through experience and activities of individuals to a large extent. Built on the presented conception of knowledge development, organisational learning scenarios involving teams of members and the organisational memory are identified and described in this paper. Three basic learning cycles are identified, which are closely related with appropriate combinations of basic and general knowledge conversions. Through appropriate combinations of such basic learning cycles, important learning scenarios in an organisation can be described. Especially, important known organisational learning types are covered by this approach, including single-loop learning and double-loop learning. In order to validate the approach to knowledge development and organisational learning, an example of an organisational learning scenario is given, namely a supervised learning-bydoing scenario in a team.