Unlearning Some of our Social Scientist Habits

According to the organizational learning literature, some of the most important learning an organization can do is in the form of organizational unlearning—getting rid of erroneous or dysfunctional knowledge, habits, and practices. Simply adding new skills, behaviors, and ways of thinking isn’t enou...

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Bibliographic Details
Published inJournal of multidisciplinary evaluation Vol. 4; no. 8; pp. iii - vi
Main Author Davidson, E. Jane
Format Journal Article
LanguageEnglish
Published The Evaluation Center at Western Michigan University 29.10.2007
Subjects
research habits
research training
social science research
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Summary:According to the organizational learning literature, some of the most important learning an organization can do is in the form of organizational unlearning—getting rid of erroneous or dysfunctional knowledge, habits, and practices. Simply adding new skills, behaviors, and ways of thinking isn’t enough. Without some explicit attention to the process of unlearning, existing knowledge and know-how becomes a barrier to constructive change and new learning.
ISSN:1556-8180
1556-8180
DOI:10.56645/jmde.v4i8.68