Action Research in Organisations (Routledge Studies in Human by Jean McNiff

By Jean McNiff

The present orthodoxy is that 'knowledge' is the main strong source for organisational luck. So how can managers boost the best wisdom base to make their organizations develop? the reply lies in motion examine. motion learn is more and more perceived and used as a robust technique to advertise expert knowledge and improvement. even though, there are only a few texts that show how this is often utilised to advertise administration and organisational development or that emphasise the reflective nature of bettering professionalism. motion study in corporations fills this hole. geared toward either working towards managers and collage scholars alike, key gains of this name include:* the positioning of administration and organisational idea inside of a framework * exam of the foundations and perform of motion examine* real-world examples and case stories of individuals trying to enhance their very own occasions via motion study.

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Additional resources for Action Research in Organisations (Routledge Studies in Human Resource Development)

Sample text

I know what my choices are. Part I What is the nature of organisational knowledge? This part comprises three chapters and three case stories. The stories demonstrate and explicate in action the issues that the chapters discuss. Chapter 1 is ‘Learning organisations and the responsibility of managers’. I discuss some of the assumptions that underlie the idea of ‘the learning society’, particularly ideas about knowledge and learning, their nature, acquisition and potential use. I also discuss some of the implications for how the concept of ‘the learning society’ is understood when it is problematised in the light of the multiple factors involved in the idea of learning.

This however would suggest that academics need to rethink their own knowledge base, and see themselves as practitioners who want to improve their own practice. Academics are popularly authorised as legitimate knowers. Corporations look to them for guidance in what counts as organisation knowledge. Unless corporations hear from academics that new forms of theory will serve business better, corporations will not learn to change, or, in the case of those who are changing by dint of practical circumstances, will lack confidence in the practical knowledge base that they are generating.

Conceptual abstract theory is not sufficiently robust for this; newer forms of living theory are. The problem is that conceptual theory is still prized, so this often leads to differences of opinion about whose learning is valued. The chapter is supported by Séamus Lillis’s story. I work with Séamus in Ireland in an informal capacity to support his PhD studies in rural community development. Séamus’s story shows the transformation in his practice and thinking, away from 34 What is the nature of organisational knowledge?

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