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Learning from experience From individual discovery to meta‐dialogue via the evolution of transitional myths

Learning from experience From individual discovery to meta‐dialogue via the evolution of... Learning from experience assumes particular importance at times of fundamental transition because inherited learning becomes irrelevant or misleading. The current fundamental transition is from work for the production of knowledge to work for the production of identify/meaning (mentofacture to spiroculture). The accompanying transition in terms of learning from experience is from individual discovery of personal and environmental realities to collective meaning making. Examines the contemporary concern with “dialogue” as a core process of collective meaning making in organizational learning and proposes a process of meta‐dialogue as an approach to facilitating learning from experience in a way appropriate to the times. Meta‐dialogue involves sharing and reaching an understanding of the ways in which beliefs under discussion in dialogue can be believed to be true or useful. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Review Emerald Publishing

Learning from experience From individual discovery to meta‐dialogue via the evolution of transitional myths

Personnel Review , Volume 24 (6): 12 – Sep 1, 1995

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References (54)

Publisher
Emerald Publishing
Copyright
Copyright © 1995 MCB UP Ltd. All rights reserved.
ISSN
0048-3486
DOI
10.1108/00483489510097967
Publisher site
See Article on Publisher Site

Abstract

Learning from experience assumes particular importance at times of fundamental transition because inherited learning becomes irrelevant or misleading. The current fundamental transition is from work for the production of knowledge to work for the production of identify/meaning (mentofacture to spiroculture). The accompanying transition in terms of learning from experience is from individual discovery of personal and environmental realities to collective meaning making. Examines the contemporary concern with “dialogue” as a core process of collective meaning making in organizational learning and proposes a process of meta‐dialogue as an approach to facilitating learning from experience in a way appropriate to the times. Meta‐dialogue involves sharing and reaching an understanding of the ways in which beliefs under discussion in dialogue can be believed to be true or useful.

Journal

Personnel ReviewEmerald Publishing

Published: Sep 1, 1995

Keywords: Experience; Learning; Management development; Myths; Organizational development; Organizations

There are no references for this article.