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Strategic Implications of Organizational Culture, Knowledge, Learning Organizations, and Innovation on Sustainable Organizations

Strategic Implications of Organizational Culture, Knowledge, Learning Organizations, and Innovation on Sustainable Organizations

José G. Vargas-Hernández, Jorge Armando López-Lemus
Copyright: © 2022 |Pages: 24
ISBN13: 9781799877851|ISBN10: 179987785X|ISBN13 Softcover: 9781799877868|EISBN13: 9781799877875
DOI: 10.4018/978-1-7998-7785-1.ch017
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MLA

Vargas-Hernández, José G., and Jorge Armando López-Lemus. "Strategic Implications of Organizational Culture, Knowledge, Learning Organizations, and Innovation on Sustainable Organizations." Smart Cities, Citizen Welfare, and the Implementation of Sustainable Development Goals, edited by Ana Cristina Pego, IGI Global, 2022, pp. 297-320. https://doi.org/10.4018/978-1-7998-7785-1.ch017

APA

Vargas-Hernández, J. G. & López-Lemus, J. A. (2022). Strategic Implications of Organizational Culture, Knowledge, Learning Organizations, and Innovation on Sustainable Organizations. In A. Pego (Ed.), Smart Cities, Citizen Welfare, and the Implementation of Sustainable Development Goals (pp. 297-320). IGI Global. https://doi.org/10.4018/978-1-7998-7785-1.ch017

Chicago

Vargas-Hernández, José G., and Jorge Armando López-Lemus. "Strategic Implications of Organizational Culture, Knowledge, Learning Organizations, and Innovation on Sustainable Organizations." In Smart Cities, Citizen Welfare, and the Implementation of Sustainable Development Goals, edited by Ana Cristina Pego, 297-320. Hershey, PA: IGI Global, 2022. https://doi.org/10.4018/978-1-7998-7785-1.ch017

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Abstract

This study aims to analyze the strategic implications that the organizational culture has on organizational knowledge, learning, and innovation. It begins from the assumption that there is a direct and positive relationship between the organizational culture and knowledge, learning, and innovation in organizations. It also is assumed that organizational culture, knowledge, learning, and innovation play a receptive to sustainable organizational practices. The method used is the appreciative inquiry as a collaborative dialogue based on the question of what is the best of and what might be that aims to design and implement innovations in sustainable organizational arrangements and processes. The theoretical framework is based on organizational cultural cognitivism theory and the theory of socio-ecological intergradation. It is concluded that sustainable organizations practices require the creation and development of an organizational culture supportive of knowledge, learning, and innovation practices.

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