By Jean McNiff
The present orthodoxy is that 'knowledge' is the main robust source for organisational good fortune. So how can managers advance the precise wisdom base to make their firms develop? the reply lies in motion learn. motion study is more and more perceived and used as a strong technique to advertise specialist wisdom and improvement. notwithstanding, there are only a few texts that display how this is utilised to advertise administration and organisational development or that emphasise the reflective nature of bettering professionalism. motion study in corporations fills this hole. aimed toward either training managers and collage scholars alike, key positive aspects of this identify include:* the positioning of administration and organisational conception inside a framework * exam of the rules and perform of motion study* real-world examples and case experiences of individuals trying to increase their very own occasions via motion learn.
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Additional info for Action Research in Organisations (Routledge Studies in Human Resource Development)
The methodology for the project was an action reflection process which adopted Whitehead’s (1993) plan: • • • • • • • What is my concern? Why am I concerned? What solution can I imagine? How can I gather evidence to show the situation as it changes? How can I show my own influence in that situation? How can I ensure that any conclusions I might draw are reasonably fair and accurate? How will I modify practice in the light of my evaluation? ’ (Russell and Korthagen, 1995). ’ I made my reflective reports available to the team, and encouraged them to produce their own reflective accounts of practice which they shared with one another and, to a lesser extent, with the educators they supported.
The chapter is organised in terms of the questions: • • • • What is the nature of organisational knowledge: what kinds of knowledge can be generated through studying experience in organisations? How is organisational knowledge acquired: what kind of learning goes on in organisations? How is organisational learning put to use: how do we use our organisational learning to best effect? What are the implications for the generation of new theories of organisation in the development of learning organisations?
How do I develop that practice? How do I put that practice to use? as well as the new question: What is the significance of my practice for human living? This set of questions generates all kinds of new questions: Am I prepared to take action? How do I do this? What does it involve? These questions can in turn generate new action enquiries. Living educational theories This idea has been developed by Jack Whitehead, working at the University of Bath. When the unit of enquiry is the ‘living I’ (Whitehead, 1989), ‘I’ study my practice as ‘I’ try to understand and improve it.
Action Research in Organisations (Routledge Studies in Human Resource Development) by Jean McNiff