Defensive Routines In Team Learning

Team learning is touted as a way for organizations to meet the challenges of today's fast-paced and dynamic global business environment. However, individuals sometimes act defensively in team learning and the defensive behaviors usually bring unintended consequences or limited learning. Defensive routines are the results of workplace error and inability to correct it systematically. How do defensive routines form? Why do individuals act defensively in team learning? These questions attract my attention to seek for answers from their experiences and social culture.I used qualitative case study method and did the research in one team of a bank. Data were collected according to interviews, which were recorded. There are sixth parts:The first chapter points out the background and significance of the research, and then summarizes the literatures. In this section, I analyze the main achievements and subsistent deficiency of this research field. The second chapter explains the qualitative research method, the case study, and the production of data. The third chapter and the forth chapter are the main body of the paper, which present the interview materials. "Over-protect myself is showed by expressing indirectly, evading questions, and fearing failures, complying with authority. "Bad team pattern" means defensive communication atmosphere, low job satisfaction, fuzzy leader role. The fifth chapter is on how to overcome defensive routines in team learning. The sixth chapter reflects on the validity, ethic questions, etc. This research indicates:"Over-Protect myself is one of internal factors of defensive routines from individuals of the team, which is showed by expressing indirectly, evading questions, fearing failures, complying with authority in team learning. "Bad team pattern" means defensive communication atmosphere, low job satisfaction, fuzzy leader role, which caused the defensive routines in team learning.