An exercise to make use of
action learning (AL) ideas to enrich the topic of practice-based intellectual
learning in managerial intellectual learning (MIL)
Joseph Kim-keung Ho
Independent Trainer, Hong Kong, China
Abstract:
As a newly developed topic, practice-based
intellectual learning in managerial intellectual learning (MIL) needs to be
conceptually enriched. In this paper, the writer conducted a literature review
on action learning (AL) in order to consider how AL ideas can be employed in
practice-based intellectual learning, thus enriching the topic. Out of the
review exercise, a set of AL ideas have been identified that are found useful
to enhance practice-based intellectual learning practice. Nevertheless, in
order to maintain the theoretical foundation of practice-based intellectual
learning on critical systems thinking/ the Multi-perspective, Systems-based (MPSB) Research, the paper
argues that the principle of pluralism in critical systems thinking be upheld when importing AL
ideas into practice-based intellectual
learning. For the same reason, practice-based intellectual learning is also
required to apply the key MPSB concepts in the MPSB Research so that it remains
multi-perspective and systems-based.
Key
words: action learning,
managerial intellectual learning (MIL), multi-perspective, systems-based (MPSB)
research, practice-based intellectual learning
Introduction
In the academic venture of developing managerial
intellectual learning (MIL) theories, the writer proposed that MIL involves practice-based
intellectual learning, among other learning activities. This paper takes a
closer look at this topic. Specifically, it undertakes a literature review on
the subject of action learning (AL) so as to introduce some useful AL ideas to
enrich the topic of practice-based intellectual learning in MIL. By doing so,
the paper aims at making further theoretical development on the topic of
practice-based intellectual learning. The next section starts with an
introduction of MIL, with particular reference to one of its ingredient
activities, namely, practice-based intellectual learning. It is then followed
by a literature review on AL. Finally, how AL ideas can be introduced into
practice-based intellectual learning practice, while maintaining the theoretical
foundation of practice-based intellectual learning is explored. Such a
foundation is critical systems thinking and the Multi-perspective,
Systems-based (MPSB) Research.
managerial intellectual learning and its ingredient
activities
By managerial intellectual learning (MIL), the writer
is referring to a specific academic research venture launched by this writer in
2013 (Ho, 2013a). It is chiefly about learning academic theories in business
management using Multi-perspective, Systems-based (MPSB) thinking to build up
managerial intellectual competence (see the bibliography
on The Multi-perspective, Systems-based
Research Facebook page for details[1].).
The main writings on the subject are Ho (2013a; 2013b; 2014a; 2014b; 2014c;
2014d; 2015a; 2015b; 2016a; 2016b). There is also a managerial intellectual learning Facebook page, maintained by the
writer. The ingredient activities, support infrastructure and constraints
involved in MIL have been acknowledged in a framework on MIL (Ho, 2014b), now shown
in Figure 1 as follows:
Referring to Figure 1, the managerial intellectual learning
process works like a continuous learning cycle with environmental influences
and constraints (i.e., the component of “work & non-work influences,
support and constraints”) and infrastructural support (i.e., the component of
“infrastructural support”) (see also Ho (2013b) on e-learning support and Ho
(2015a) on coaching and mentoring
support.). The learning process is propelled by a set of mechanisms called
managerial intellectual learning capability-building mechanism (MILCBM). As to
the ingredient activities of the MIL process itself, there are four of them: (i)
data management, (ii) absorbed reading. (iii) the MPSB knowledge compilation
and (iv) practice-based intellectual learning. These four ingredient MIL
activities are inter-related. Data management and absorbed learning are
essentially literature search and literature review as explained in Research
Methods textbooks (see Ho (2015c) on literature review via the managerial
intellectual learning lens.). The MPSB knowledge compilation is a prime
activity that renders the defining characteristic of the MIL, which is that the
managerial intellectual learning process is multi-perspective, systems-based.
Specifically, it makes use of the key MPSB concepts[2] to comprehend and organize knowledge structures that
are conceptually grounded on the MPSB Research which comprises the key MPSB
concepts. These knowledge structures can range from generic with low actionable
value to context-specific with high actionable value. These knowledge
structures are also conceived as the cognitive filters for managers to cope
with concerns and issues that they encounter in their working lives (Ho,
2014a). Underlying the MIL is a set of theoretical principles, such as
pluralism, that essentially endorse critical systems thinking (Ho, 2015b;
Jackson, 2000: part III). Finally, the fourth ingredient activity of
Practice-based intellectual learning is about learning via practices, notably
in real-world managerial work-settings. In Ho (2014b), practice-based
intellectual learning is conceived as applying the notions of “knowing in
practice”, “work-based learning”, “action learning mindset” and “management
learning by walking around”. (Further information on managerial intellectual
learning can be found in the managerial
intellectual learning Facbook page, maintained by the writer, see Bibliography
for information). In this paper, the writer takes a closer look at the subject
of action learning with the specific aim of further enriching the subject of
practice-based intellectual learning in MIL. Before doing so, this paper
conducts a literature review on the main action learning ideas in the next
section.
The main ideas of action learning in the academic
literature
Action learning (AL) was
developed in the late 1930s by Reg Revans (Jacobs, 2008). It has since evolved
into a subject with a substantial literature and impacts in the field of
management learning, e.g., in leadership development, organization development
fields (Bong et al., 2014), nursing
and health disciplines ((Jacobs, 2008). There is an academic journal, namely, Action Learning: Research and Practice (Routledge),
dedicated to the subject. Action learning embraces a set of ideas in its thinking
and practices, which are described here. The fact remains that: (i) it is not
easy to provide a clear definition on what is action learning, as Revans “never
gave an authoritative definition of action learning” (Simpson and Bourner,
2007), (ii) “AL
has been variously interpreted over time” (Kozubska and MacKenzie, 2012), (iii) “..The design of any AL initiative is contingent upon understandings of factors such as philosophy, purpose, time frame, degree of change and epistemology” (Kozubska and MacKenzie, 2012), and (iv) there are now different schools and approaches of AL, e.g., critical action learning (Soffe et al., 2011; Ram, 2012; Jacobs, 2008), virtual action learning (Dickenson et al., 2010), the scientific, the experiential, the critical reflection and the tacit schools (Marsick and O’Neil, 1999). Nevertheless, to convey a working AL image to readers, AL can be understood as dynamic group-based real-problem-driven learning process that brings benefits to participating group members and their organization (Schwandt and Marquardt, 2000). Revans (2011) has also identified eight AL components: individuals/teams, sponsors/clients/participants, problems, the learning equation, the set, induction exercises, program phases, and supporting assemblies. The main action learning ideas, categorized into four groups, namely, group 1 (learning experience and outcomes-related), group 2 (learning practices-related), group 3 (action-related) and group 4 (academic domain-related). Details are provided below (Bourner, 2011; Hawkins, 2011; Ingram et al., 2000; Jones et al., 2014; Simpson and Bourner, 2007; Soffe et al., 2011; Stephens and Margey, 2015; Kozubska and MacKenzie, 2012; Pedler, 1997; 2008; Rigg and Trehan, 2004; Rooke et al., 2007; Waddill and Marquardt, 2011):
has been variously interpreted over time” (Kozubska and MacKenzie, 2012), (iii) “..The design of any AL initiative is contingent upon understandings of factors such as philosophy, purpose, time frame, degree of change and epistemology” (Kozubska and MacKenzie, 2012), and (iv) there are now different schools and approaches of AL, e.g., critical action learning (Soffe et al., 2011; Ram, 2012; Jacobs, 2008), virtual action learning (Dickenson et al., 2010), the scientific, the experiential, the critical reflection and the tacit schools (Marsick and O’Neil, 1999). Nevertheless, to convey a working AL image to readers, AL can be understood as dynamic group-based real-problem-driven learning process that brings benefits to participating group members and their organization (Schwandt and Marquardt, 2000). Revans (2011) has also identified eight AL components: individuals/teams, sponsors/clients/participants, problems, the learning equation, the set, induction exercises, program phases, and supporting assemblies. The main action learning ideas, categorized into four groups, namely, group 1 (learning experience and outcomes-related), group 2 (learning practices-related), group 3 (action-related) and group 4 (academic domain-related). Details are provided below (Bourner, 2011; Hawkins, 2011; Ingram et al., 2000; Jones et al., 2014; Simpson and Bourner, 2007; Soffe et al., 2011; Stephens and Margey, 2015; Kozubska and MacKenzie, 2012; Pedler, 1997; 2008; Rigg and Trehan, 2004; Rooke et al., 2007; Waddill and Marquardt, 2011):
Group A: Learning experience and outcomes-related
Idea
a1: “prepositional knowledge (knowing about) only really comes to
have internalised and real meaning as knowledge when the receiving learners
begin to apply that prepositional knowledge to themselves, by relating in some
way to their experience” (Rooke et al.,
2007);
Idea
a2: Al involves
learning from experience;
Idea
a3: “Individuals
and groups construct learning from the action or experience as well as norms
and meaning [note: a constructivist perspective]” (Soffe et al., 2011);
Idea
a4: AL was
initially formulated for manager development; now its usage has been broadened
to cover personal, professional and community development (Rooke et al., 2007);
Idea
a5: AL requires
manager-learners to become reflective practitioners (Stephens and Margey,
2015);
Group B: Learning practices-related
Idea
b1: AL is chiefly
group-based (i.e., “working with peers in an action set” (Stephens and Margey,
2015; Rooke et al, 2007);
Idea
b2: AL employs
facilitators of learning but is intended to be self-managed ultimately (i.e.,
“without the ongoing presence of a set advisor at set meetings to facilitate
the process” (Bourner, 2011).);
Idea
b3: AL is
evolutionary and emergent in nature;
Idea
b4: AL encourages
asking insightful and moral questions;
Idea
b5: AL needs to be
more attentive to the emotional and power dynamics in the learning process
(Rigg and Trehan, 2004);
Idea
b6: Learning in AL
is driven by open-ended, important and challenging real problems in real time;
Idea
b7: AL endorses
the notions of voluntary engagement, comradeship in adversity, resilience,
commitment and perseverance (i.e., “an ability to cope with the frustration of
not knowing” (Kozubska and Mackenzie, 2012);
Idea
b8: An AL
initiative can be conceived as “a network of interactions between different
stakeholders” (Hawkins, 2011), thus “the interests, perspective and biases of
particular stakeholders” need to be adequately taken into consideration in such
learning process (Kozubska and MacKenzie, 2012);
Idea b9: AL can
be resource intensive, time-consuming (Ingram et al., 2000; Jones et al.,
2014), too theoretical (Pedler, 1997), too focused on individual learning
(Waddill and Marquardt, 2011) and too conservative as “it
mobilises current organisational power structures rather than allowing for
critical thought and radical change” (Pedler, 2008);
Group C: Action-related
Idea
c1: Action is chiefly an input and a learning
facilitator, not the aim of action learning; the primary aim of AL is on
learning (Rooke et al., 2007);
Idea
c2: AL involves
critically exploring issues (i.e., ‘learning by doing something different’ and
own thinking (Simpson and Bourner, 2007) and asking fresh questions) and taking
practical actions via repeated cycles of planning, acting, observing and
reflection;
Idea
c3: Actions in AL
can be personal actions, social actions, or both;
Group D: Academic domain-related
Idea
d1: AL’s main
focus is on developing the learners’ problem-solving skills and understanding
of the problems under scrutiny, not contributing to “new knowledge to the
public domain” (Simpson and Bourner, 2007);
Idea
d2: The group
members participating in AL are encouraged to analyze and debate on academic
principles relevant to the problems they are coping;
Idea
d3: AL involves
“embedding academic knowledge in a working environment and solving real
problems” (Stephens and Margey, 2015).
Altogether, via literature review, 20 AL ideas have
been presented which capture the AL experience, outcomes, action, learning
practices and academic domains. Their applicability in practice-based
intellectual is to be examined in the next section.
Enhancing Practice-based intellectual learning in mil with
action learning ideas
The AL literature clearly offers a broad array of
ideas and practical experiences at the theoretical and practice levels to
enrich practice-based intellectual learning in MIL (re: Figure 1). It not only provides
relevant practical and clarifying guidelines for practice-based intellectual
learning, but also indicates the constraints of its practice as well as the
diversity of theoretical perspectives (including schools of thinking on AL) on which
AL can anchor. The AL themes of learning experience, learning practices and action
are certainly of tremendous interest in practice-based intellectual learning study.
In this regard, practice-based intellectual learning’s theoretical position is as
follows:
a.
Practice in practice-based intellectual learning
is very much about application of intellectual ideas in real-life setting, from
which application experience is gained. Such application inevitably involves actions
of some kind.
b.
It
is prepared to consider the various schools of thinking and approaches of AL
under the principles of critical systems thinking, notably on pluralism[3].
This is because MIL itself is explicitly grounded on critical systems thinking.
c. With practice-based intellectual learning, the
academic principles to be employed (re: AL
idea d2) have to include the key MPSB concepts from the MPSB Research, in
addition to any other academic principles that are considered relevant to the
problems under review in the AL or practice-based intellectual learning
initiative.
As practice-based intellectual learning is based on
critical systems thinking and the MPSB Research, its practice, which can be
happily enriched with the AL ideas, it is appealing to adopt the form of triple
loop learning of Flood and Romm (1996). The reason is that triple-loop learning
is an authoritative critical systems-based learning methodology. The topic of how
practice-based intellectual learning can take the form of triple-loop learning is
not further examined in this paper. The following table, Table 1, offers
specific comments on the applicability of AL ideas, as identified in the
previous section, to practice-based intellectual learning.
Table
1: Comments on the applicability of AL ideas to practice-based intellectual
learning
AL ideas
|
Comments on applicability to practice-based intellectual learning
|
Idea
a1:
prepositional knowledge
only really comes to have internalised and real meaning as knowledge when the
receiving learners begin to apply that prepositional knowledge to themselves,
by relating in some way to their experience
|
This AL idea
underlines the importance of experience in intellectual learning, notably on
one based on application (practice). It is able to clarify the rationale of
practice-based intellectual learning in this respect.
|
Idea
a2:
Al involves learning from experience
|
This AL idea
is relevant for learning based on experience reflection; it is equally
applicable to practice-based intellectual learning.
|
Idea
a3:
Individuals and groups construct learning from the action or experience as
well as norms and meaning
|
This AL idea
is a useful reminder of the subjective and intersubjective nature of intellectual
learning process, including the practice-based version. Nevertheless,
practice-based learning should be capable to be reflective and critical too.
|
Idea
a4:
AL was initially formulated for manager development; now its usage has been
broadened to cover personal, professional and community development
|
This idea
points to a much larger scope of AL application; such situation is equally applicable
to practice-based intellectual learning. Nevertheless, when more participants
get involved in the learning process, inevitably the process becomes much
more challenging to manage. Consequently, practice guidelines should differ when
the number of participants changes significantly.
|
Idea
a5:
AL requires manager-learners to become reflective practitioners
|
It is also
the aspiration of practice-based intellectual learning to develop reflective
practitioners; this AL idea is thus readily shared in practice-based
intellectual learning.
|
Idea b1: AL is
chiefly group-based
|
To be group-based learning is desirable in practice-based intellectual
learning. (It is also in line with the AL idea of b8.) However, it may not be
feasible sometimes. Regardless, practice-based intellectual learning can also
be a personal activity.
|
Idea b2: AL
employs facilitators of learning but is intended to be self-managed
ultimately
|
This idea resonates with that of practice-based intellectual learning
using coaches and mentors to facilitate the learning process (Ho, 2015a).
Thus, this AL’s idea is informative to the study of practice-based
intellectual learning.
|
Idea b3: AL is
evolutionary and emergent in nature
|
This AL idea clarifies the exploratory nature of learning in a
problematic situation facing the learner(s). The idea is equally appropriate
to describe practice-based intellectual learning.
|
Idea b4: AL
encourages asking insightful and moral questions
|
This AL idea is also one of the aspirations of critical systems
thinking, on which practice-based intellectual learning is theoretically
grounded.
|
Idea b5: AL
needs to be more attentive to the emotional and power dynamics in the
learning process
|
This idea is quite compatible with critical systems thinking, thus
also applicable on practice-based intellectual learning.
|
Idea b6:
Learning in AL is driven by open-ended, important and challenging real
problems in real time
|
This is in line with the practice-based intellectual learning
thinking. It is highly applicable to practice-based intellectual learning in
this case.
|
Idea b7: AL
endorses the notions of voluntary engagement, comradeship in adversity,
resilience, commitment and perseverance
|
This AL idea should also be relevant for practice-based intellectual
learning in group form. It enriches our understanding of group-form practice-based
intellectual learning. It is much less relevant for personal-form practice-based
intellectual learning.
|
Idea b8: An AL
initiative can be conceived as a network of interactions between different
stakeholders, thus the interests, perspective and biases of particular
stakeholders need to be adequately taken into consideration
|
This AL idea is applicable to practice-based intellectual learning,
whether it is individual, group or organization-based. This is because the
intellectual learning happens in a real-world social setting with concerns and
issues associated with a range of stakeholders
|
Idea b9: AL
can be resource intensive, time-consuming, too theoretical, too focused on
individual learning and too conservative
|
The AL limitations could exist if the learning process is formal and
the academic principles are intellectually demanding for learners to learn, among
other reasons. These limitations could also happen in practice-based
intellectual learning. Learners do need to be aware of them in going through
the practice-based learning process. Other than that, when sufficiently
informed by critical systems and MPSB thinking, practice-based intellectual
learning should not be conservative (i.e., unimaginative); instead it should
be holistic, critical and creative.
|
Idea
c1: Action is chiefly an input and a learning
facilitator, not the aim of action learning; the primary aim of AL is on
learning
|
Similar to
AL, practice-based intellectual learning’s utmost concern is on intellectual
learning, not actions. On the other hand, practices (and action, broadly understood[4]) make
up an inseparable ingredient of this learning process.
|
Idea
c2:
AL involves critically exploring issues and asking fresh questions, and
taking practical actions via repeated cycles of planning, acting, observing
and reflection
|
This idea is
quite compatible with the aspiration of critical systems thinking and the
Multi-perspective, Systems-based Research which make up the theoretical
foundation of practice-based intellectual learning. For this reason, the AL
experience on this idea is relevant to practice-based intellectual learning. Alternatively,
AL can also learn from critical systems thinking and the MPSB Research on this
topic.
|
Idea
c3:
Actions in AL can be personal actions, social actions, or both
|
This AL idea
is also relevant for describing actions arising from practice-based
intellectual learning. Such actions can be personal, group-based,
organizations-based or social in nature. This idea is closely related to AL idea b4.
|
Idea d1: AL’s
main focus is on developing the learners’ problem-solving skills and
understanding of the problems under scrutiny, not contributing to “new
knowledge to the public domain”
|
This idea is compatible with the emphasis on learning and intellectual
learning capability building in practice-based intellectual learning.
Developing new knowledge is primarily the aspiration of the MPSB Research[5],
not practice-based intellectual learning per se, although the MPSB Research
offers the intellectual inputs to the practice-based intellectual learning. This
idea is closely related to AL idea a5.
|
Idea d2: The
group members participating in AL are encouraged to analyze and debate on
academic principles relevant to the problems they are coping
|
Applying academic principles is a defining characteristic of
intellectual learning, including the practice-based one. Nevertheless, for
practice-based learning, more specifically, it is mandatory to employ the key
MPSB concepts. Otherwise, it is not practice-based intellectual learning in
the MIL subject at all.
|
Idea d3: AL
involves embedding academic knowledge in a working environment and solving
real problems
|
This AL idea is useful to clarify the nature of practice-based
intellectual learning. It is closely associated to AL idea d2.
|
This ends the discussion on the applicability of AL
ideas to practice-based intellectual learning. Via the discussion, the subject
of practice-based intellectual learning has been enriched by relating to the AL
literature. The next section makes some concluding remarks on this study.
concluding remarks
Via
the literature review on AL, this writer recognizes the rich source of AL ideas
and practice experience relevant to practice-based intellectual learning in MIL.
Nevertheless, the importation of AL ideas into practice-based intellectual
learning needs to be done in a way that keeps the practice-based intellectual
learning’s theoretical foundation on critical systems thinking and the MPSB
Research unbroken. In particular, the diversity of AL perspectives is
recommended to be handled by heeding the pluralism principle in critical
systems thinking [requirement 1]. For
the same reason, the key MPSB concepts have to be the mandatory academic
principles to apply in practice-based intellectual learning [requirement 2]. [Certainly, practice-based intellectual learning
also is receptive to ideas from other disciplines.] With that two requirements
met, practice-based intellectual learning has no conceptual difficulty to
assimilate AL ideas into its practice. Lastly, given the theoretical nature of
this paper, it is recommended that more empirical research works need to be
carried out on this topic to make concrete conceptual advancement in
practice-based intellectual learning. Readers are also referred to the MIL and the
MPSB Research literature for further details of them, as this paper does not elaborate
on these two subjects.
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[1] The MPSB Research is defined as “A research programme that makes use of
critical systems thinking to review management disciplines with a view to
developing knowledge structures of management disciplines as a path to make
theoretical advancements in systems thinking” (Ho, 2015d).
[2]
The key MPSB
concepts are: (i) multi-perspective, (ii) systems-based, (iii) the MPSB
research, (iv) MPSB frameworks, (v) perspective, (vi) a perspective switch,
(vii) a migration of perspective, (viii) perspective anchoring, (ix) an MPSB
rich picture building exercise, (x) an MPSB knowledge compiler, (xi) the
in-built tension of pluralism, and (xii) an MPSB cognitive filter for
management (Ho, 2015d).
[3]
The principle of pluralism,
e.g., Midgley (1992), is singled out here as it is able to consider all the different
schools of AL thinking (endorsing diverse theoretical perspectives) at the same
time.
[4] For
the writer, actions can be (i) communicating and (ii) using academic
ideas to comprehend a problem-situation in a systematic way. It is not exclusively
about individual, group or organizational interventions.
[5]
The MPSB Research and the MIL do share the intellectual
aspiration to further develop the MIL theories, including those on practice-based
intellectual learning.