Daft+&+Weick

Add any ideas from these individuals!


 * Daft & Weick 1984** (p. 21-23)

-Organizations as interpretation systems- “make sense of their environment” -**Interpretation**= “process through which info. Is given meaning & actions are chosen.” LEARNING!!! Org. try to find solutions by surveying their environment -collect data- interpret data- new understanding (learning)- REPEAT… -4 categories of org. interpretation modes= __HOW they interpret envir.__ 1. Undirected viewing (unanalyzable, passive) diff. responding 2. Conditioned viewing (analyzable, passive) WANT TO GET HERE … 3. Enacting (unanalyzable, active) can take decisive action 4. Discovering (analyzable, active) think/ACT outside the box -Goal is to have members “converge” on interp.


 * Daft and Weick's definition of Organizaional Learning is very similar to Argyris and Schon's in that both definitions emphasize the importance of sharing and collectivity amongst its members to properly communicate so that change can be produced. Argyris and Schon's **Theories-in-use** looks at culture to explain group members' perceptions which cannot be done without explicitly sharing data (Collinson & Cook, 2007, p. 19), similarly Daft and Weick's //interpretation systems// is a process that is only effective when perceptions/problems/experiences are shared (Collinson & Cook, 2007, 21). Both definitions seek change in organizational learning and look at communicating within the individuals and groups that are a part of the organization to make improvements.***

__5 Core Assumptions for Organizational Learning__
 * 1) Multilevel Learning:
 * [|What does it look like?]
 * In this image man starts out as an animal walking on all-fours, as he starts to stand upright the tools he use become more task specific. Due to the advancements from his predessors, the 21st century man is guided to become technologically based in the new world.
 * The image I've chosen to attach depicts multilevel learning because it...
 * Displays the evolution of a hunter gatherer in several development stages
 * Demonstrates that learning occurs as a response to change which is influenced when the environment is revolutionized
 * Supports Draft & Weick's arguement that organizational learning is a collective process that improves the organizations environment.
 * 1) Inquiry:
 * [|"Mercy Mercy Me"]
 * Marvin Gaye questions the integrity of humanity because our actions are negatively impacting the environment.
 * The combined efforts of individuals, groups, and organizations is necessary to solve any problem to produce results.
 * Finding out why there's a pollution problem (interpreting the meaning of data) and attempting to solve it (the chosen actions) will help humans learn what were doing wrong and prevent the dilemma (support organizational learning).
 * One of Wenger's three components of having a community of practice is Mutual Engagement, or a cohesive understanding. Marvin Gaye's "Mercy Mercy Me" illustrates the lack of Mutually Engaged, or united, people we have in our world (as an organization), no unity means there is no shared focus or vision therefore everyone is not mutually engaged. Without mutual engagement in an organization improvements and changes cannot be made.
 * 1) Shared Understandings:
 * [|sharing is caring, it can be...FUN!]
 * This image shows how a teacher's network influences themself, others educators and students, as well as the greater academic world as a whole (in the community, colleges across the nation, and a global point of view). The different netowrks promote organizational learning.
 * "According to Daft and Weik, the distinctive feature of organizational interpretattion is the sharing of data" (Collinson & Cook, 2007, p. 23) which creates a learning experience that improves the organization's environment.
 * 1) Behavioral and Cognitive Changes
 * [|Pavlov's Baby]
 * Although this clip only shows the behavioral changes that occur, the baby's reaction to the change makes improvements in the the outcome she's expecting; hence she's learning how to produce results she wants.
 * When considering behavioral and cognitive changes from Wenger's point of view, identity and negotiability relate because both are characteristics individuals possess that define who they are. Interactions in communities of practice influence behavioral and cognitive changes as individuals renegotiate their idenities based on meaningful exchanges. In organizational learning members change their behavior as cognition develops because of the meaningful interactions; organizational learning.
 * 1) Embedding New Knowledge
 * media type="youtube" key="VuAbGJBvIVY" height="349" width="425"
 * Sarah Kay performs a poem that details the different meanings that can be inferred from...hands. The routines, uses, and even relationships that hands can inspire constantly embed new experiences and influence responses. In relation to Daft and Weick's point of view, this "Hands" piece emphasizes interpretation as a shared experience which helps sustain a cohesive environment within an organization.