Väga päevakajaline küsimus nii kiiresti muutuva konteksti kui avalike organisatsioonide üldist eetost silmas pidades. Siinviidatu võiks huvi pakkuda kõikidele avalikes organisatsioonides juhtimise-korraldamise eest palka saavatele. Minuni jõudvad praktikad panevad sageli imestama: miks-küll valitakse praktikaid, mis põlistavad stagneerumisele ja ühiskonnast võõrandumisele orienteeritud käitumist. Jah, aga see kõik on otsustajatele teada, näha ja korraldada. Küllap siis seda soovitakse ning mis minul saab selle vastu olla? Ega olegi. Võõrad inimesed tehku “oma” organisatsioonides, mida aga soovivad.

Kontekstiks:

In the turbulent world of business, rapid changes have challenged employees to unlearn past knowledge and practices and to embrace new organizational realities

Kuidas mõista vanadest harjumustest lahtisaamist?

Unlearning is described as the process of discarding outdated knowledge and routines that are no longer useful and replacing them with new routines, beliefs, and cognitive patterns (e.g., Akgün et al., 2007; Casillas et al., 2010; Cegarra-Navarro et al., 2014). The assumption behind unlearning is that failure to abandon outdated knowledge and practices may hinder organizations from learning new practices and future innovation (Becker, 2010; Easterby-Smith et al., 2004). Thus, unlearning is recognized as a vital strategy for organizations so they can initiate successful change and learning, which ensures a competitive advantage (Fernandez et al., 2012; Zheng & Chen, 2010).

Autorite ambitsioon:

The purpose of this study is to review the extant literature of unlearning and identify the antecedents and outcomes of unlearning at the individual, team, and organizational levels. We also aim at identifying gaps in the research to explore a potential research agenda from an HRD perspective.

Andmete kogumisest:

We conducted a literature review on unlearning in organizations based on Torraco’s (2016) guiding questions. Multiple databases were used including Academic Search Complete, Business Source Complete, EBSCO, Emerald Insight, and Google Scholar. We searched numerous terms within the title or keywords including “unlearning,” “forgetting,” “intentional forgetting,” “reducing,” “eliminating,” “clearing,” “releasing obsolete learning,” “workplace,” “work,” and other terms related to unlearning. We limited the studies to those conducted from 1981 to 2019. Since the term “unlearning” first appeared in 1981 (Hedberg, 1981), we selected 1981 as the initial year for our search.

Autorid esitavad viis peamist järeldust, millest siin lugemishuvi suurendamiseks toon vaid osa neljandast:

Fourth, learning is both an antecedent and outcome of unlearning. At the individual level, unlearning can lead to individual and organizational learning.

Kim, E. J., & Park, S. (2021). Unlearning in the workplace: Antecedents and outcomes. Human Resource Development Quarterly