Table 1 Seven Informative Learning Organization Frameworks and Their Key Concepts
| Â | Learning Process: | Who creates the knowledge? | Knowledge is validated through: | Organizational model: | How evidence fits into each framework? |
|---|---|---|---|---|---|
Loop Learning and the "4i" | Individual to Organization | Applying a Work Strategy or Process | Individuals as Agents for Organizational Inquiry | Evidence as External Strategy To Consider | |
Decision-Execution Cycles[45] | Testing Knowledge Gaps During Work | Individual to Organization | Knowledge Claims Tested Through Decisions | Knowledge Formed in Minds & Information Systems | External Knowledge Claim To Be Tested |
Organizational Knowledge Creation[46] | Team Discourse: Making Tacit Knowledge Explicit | Individual and Team; then to Organization | Negotiated Understanding of Decisions in Action | Social Network of Relating Teams | External Knowledge To Be Justified by Working Teams |
Cultural Change Processes & Assimilation | Organization & Organizational Subcultures | Negotiated, Shared Beliefs of Organizations & Subcultures | Vocational Society and Subcultures | Evidence as Data to Confirm/Disconfirm Beliefs | |
Decentralized Decision-making with Rules & Policies | Not Stated or Implied | Not Stated or Implied | Complex System (of Providers & Patients) | Evidence as New Policy or Practice | |
Diffusion or Active Dissemination Strategies | Not Stated or Implied | Adoption of Practice Innovations | System of Adopters with Variable Readiness for Change | Innovative Concept or Practice to be Adopted | |
Redesign of Individual Work Processes | Leaders & Practitioners | Practice Standard or Benchmark Attainment | Mechanical System (of Linear Processes) | External Benchmark or Standard Practice |