Deutero-Learning in Organizations: A Review and a Reformulation

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Organizational resilience: a capability-based conceptualization (2019, background): “Organizational change Overall change can only be achieved by higher-level learning (e.g., Fiol and Lyles 1985)—also called second-order learning (e.g., Sørensen 2002) or deutero learning (e.g., Visser 2007)—which results in the development of new norms, values, and practices.”
The learning organization (2007, background): “…ambiguity appears to be particularly pertinent in the case of conceptualizations of so-called higher levels of learning, despite attempts to impose a degree of theoretical order and coherence on some of these conceptualizations (Tosey, 2005; Visser, 2007; Chiva et al., 2010; Tosey et al., 2012).”
Collective Learning Processes and Human Resource Development (2008, background): “Visser (2007) suggests that planned approaches induce metalearning in individuals and this metalearning is embedded for future use.”
The origins and conceptualizations of ‘triple-loop’ learning: A critical review (2012, background): “…it is referenced widely in articles on organizational learning and related topics (e.g. Bartunek and Moch, 1994; French and Bazalgette, 1996; Huysman, 2000; Nielsen, 1993; Roach and Bednar, 1997; Schein, 1999; Tosey and Mathison, 2008; Visser, 2003, 2007; Wijnhoven, 2001; Yuthas et al., 2004).”