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Working and ageing
270 Guidance and counselling for mature learners

the foundations to test the model with older adults in full-time, part-time or self-
employment and set key objectives for assisting older workers to:
(a) reengage in learning;
(b) update existing skills and develop new skills;
(c) assess current work ability and explore future work potential;
(d) improve employability in later life;
(e) consider working longer and/or postponing retirement.

14.5. Theoretical foundation

Ideas proposed by Argyris and Schönʼs (1978) theory on organisational
learning was taken and applied to lifelong learning. They believe that two
models exist within organisations: single-loop and double-loop learning. The
former has a natural focus on incremental change and is seen to be a reactive
approach to addressing issues and problems as they arise. In single-loop
learning, organisations and individuals, continue to operate in the same way.
This failure of learning lessons from issues or problems often leads to a culture
of inertia with little or no change taking place and can cause a lack of
understanding of why problems arose in the first place. Double-loop learning
(Figure 14.4) is more transformational and can ultimately lead to change. It
encourages organisations to question what has happened in the past and
seek new ways of operating in the future. Argyris and Schön believe this
changes culture and challenges the status quo.

Figure 14.4. Double-loop learning

Act

Question Reflect

Observe

Source: Argyris and Schön (1978).