¿Cómo se produce el aprendizaje individual en el aprendizaje organizacional? Una expoliación más allá del proceso de Intuir
Resumen
El aprendizaje organizacional es un campo de investigación académica y de práctica profesional con un desarrollo relativamente reciente. En los últimos años se han planteado, desde diversas disciplinas, modelos teóricos explicativos del fenómeno. Una de las propuestas más influyentes ha sido la de Crossan, Lane y White (1999), según la cual el aprendizaje organizacional pasa por cuatro procesos (intuir, interpretar, integrar e institucionalizar) en dos direcciones: desde el individuo hasta la organización (feed forward) y desde la organización hasta el individuo (feedback). En este artículo se efectúa específicamente una contribución al nivel individual, redefiniendo el aprendizaje individual (intuición) a partir de la teoría social cognitiva, planteada por Albert Bandura. El resultado es una integración de las capacidades humanas y de los subprocesos de aprendizaje, más allá de la mera intuición, que excluye otros procesos cognoscitivos y formas de aprendizaje consciente.
Abstract
Organizational learning is a field of academic research and professional practice with a relatively recent development. In the last years several theoretical models of the phenomenon have been developed since diverse disciplines. One of the most influential has been Crossan, Lane and White's (1999), according to which organizational learning occurs through four processes (intuiting, interpreting, integrating and institutionalizing) in two ways: From the individual to the organization (feed forward) and from the organization to the individual (feedback). In this article we offer a contribution at the individual level, redefining the individual learning (intuition) from the cognitive social theory, raised by Albert Bandura. The result is an integration of the human capacities and learning subprocesses, beyond the mere intuition, that excludes other cognitive processes and forms of aware learning.
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