پیوند مدیریت دانش و یادگیری سازمانی
Abstract
Introduction
Literature
Methodology
Results
Conclusions
References
Abstract
The objective of this research is to understand the link and evolution between the concepts of knowledge management, organizational learning and memory. Seeking a better clarification of concepts, discussing them in the theoretical field, understanding their evolution in the last decades. A systematic literature review was developed by synthesizing concepts. From two databases, a total of 2511 scientific articles between 1960 and 2017 were analyzed, divided into two studies. Organizational learning is seen as a dynamic process based on knowledge and is translated through various levels of activity. The ability of an organization to use and leverage the knowledge is heavily dependent on its Human Resources, which are effectively who creates, shares and uses that knowledge. Knowledge management is seen as the management of the processes of creation, storage, access, and dissemination of the intellectual resources of an organization. Organizations must consider your main objective as increasing the capacity of individuals and organizational knowledge enhancers. Managers should pay special attention to the more general knowledge associated with the context ofthe firm, as it supports the introduction of various types of innovation. Knowledge can be encouraged by a set of collaborative practices of HRM. We can consider organizational learning as a process and organizational memory as the corresponding output. Thus, establishing the relationship that the organizational memory is a consequence of organizational learning.
Introduction
Since the 1990s, the economy is marked by the opening of new markets and advances in technologies. There are major challenges in the field of organizational sciences where yesterday’s organizational knowledge and strategies cannot guarantee tomorrow’s success (Senge, 1990). Organizational challenges in companies require learning and creativity to increase resources, skills and learning in business organizations to sustain the company’s competitive advantages (Barney, 1991; De Geus, 1988; Garvin, 1993; Mahoney, 2001; Peteraf, 1993; Wernerfelt, 1984). In this research,the learning of organizations is highlighted, due to its role to improve results and performance (Fernandes, 2007). Organizational learning had its development in the field of business sciences, research, and the become an important research topic from the 1990s. The organization that continually expands its capabilities creates its own future (Senge, 1990). It is necessary to analyze and diagnose the current state of an organization, as a basis that should guide its change (Marsick & Watkins, 2003). Learning must be guided and integrated into the systems, practices, and structures of the organization, to be shared, causing changes in performance. So, one should not consider only the individual learning to support organizational learning system (Marsick & Watkins, 2003).