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What is Forgetting

Handbook of Research on Transdisciplinary Knowledge Generation
This notion is considered a window providing access to individual flexibility in order to adjust and update knowledge and organizational routines. Forgetting persuades individuals to question existing knowledge, recognized and established values before unlearning. Forgetting is the unintentional decrease and loss of this type of knowledge.
Published in Chapter:
Demystifying Unlearning and Innovation in Higher Education Institutions
Isabel Martins (University of Kwazulu-Natal, South Africa), Ana Martins (University of Kwazulu-Natal, South Africa), and Orlando P. Pereira (Universidade do Minho, Portugal)
Copyright: © 2019 |Pages: 16
DOI: 10.4018/978-1-5225-9531-1.ch014
This chapter analyzes human and emotional capitals as the main source for organizational change, innovation, and learning. Individuals and teams thus have the aptitude to revitalize their learning ability. The purpose of this chapter is to explore the relationship between intentional unlearning and forgetting. Dynamic capabilities and knowledge management emphasize that organizational innovation depends on knowledge considered to be the vital resource. The old dominant logic must be unlearned for organizations to embrace innovation and creativity. Organizational learning models are critiqued and the capacity for unlearning in organizational learning processes is highlighted. Unlearning typologies and related barriers of organizational forgetting are critiqued. Furthermore, unlearning leads to innovation as re-learning is based on initiative and experimentation between individuals in a blameless culture. The organizational learning social constructivist perspective is adopted in a dynamic capability theoretical framework. Furthermore, the notion of transdisciplinarity embraces a new age mindset which refutes the old dominant logic.
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Embracing Innovation and Creativity through the Capacity of Unlearning
Forgetting is considered as the decaying of organizational knowledge stocks and unlearning as a purposeful process of learning necessary for organizational learning.
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