در جستجوی الگوی نوین یادگیری‌زدایی سازمانی
محورهای موضوعی : روانشناسی تربیتیآرش رسته‌مقدم 1 , عباس عباس‌پور 2
1 - دانشجوی دکتری رشته مدیریت، دانشگاه علامه طباطبایی (ره)، تهران، ایران.
2 - دکترای مدیریت منابع انسانی، عضو هیئت علمی دانشگاه علامه طباطبایی (ره)، تهران، ایران.
کلید واژه: یادگیری سازمانی, یادگیری زدایی سازمانی, فراموشی سازمانی,
چکیده مقاله :
باوجود توجه روزافزون به مفاهیم یادگیری سازمانی و سازمان یادگیرنده، ایده‌ی یادگیری زدایی سازمانی نیازمند توجه و تأمل بیشتر است. این مفهوم با ناتوانی سازمان در یادگیری یا فراموشی سازمانی متفاوت است و اشاره به فرآیند رها کردن و کنار گذاشتن آگاهانه باورها، قواعد و رویه های قدیمی غیرمفید سازمانی دارد. در مطالعه حاضر که با رویکرد تحلیلی و استدلالی صورت گرفته است ضمن مرور ادبیات مفهومی به مواردی از جمله ماهیت، محتوا، سطوح و ابعاد یادگیری زدایی توجه شده است در ادامه با تحلیل مدل های نوین یادگیری‌زدایی، رابطه مفهومی یادگیری زدایی و یادگیری سازمانی در قالب الگویی یکپارچه پیشنهاد شده است. مقاله با ارائه پیشنهادهایی کاربردی و پژوهشی خاتمه می یابد.
In spite of the growing popularity of the terms “organizational learning (OL)” and “learning organization (LO)”, the concept of organizational unlearning (OUL) has generally been neglected. OUL is different from organizational learning disability or organizational forgetting. OUL is the process of intentional discarding of ineffective and obsolete organizational beliefs, routines and procedures. The main purpose of this study which has an analytical and inferential approach is to review the literature of OUL concept including the nature, content, levels and dimensions of OUL. Furthermore, the process of OUL has been explained by new OUN models. At last, the conceptual relation between OUL and OL has been proposed as an integrated model. The article ends with some applied and research suggestions.
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