Following recent calls to extend our understanding of organizational unlearning, we gain empirical insights into how the process unfolds in practice. Based on the findings of a study with change consultants in Europe, we conceptualize two forms of organizational unlearning. First, open-ended unlearning refers to instances where organizational knowledge is intentionally discarded, but the outcomes of the change process are not known. Second, goal-directed unlearning refers to situations where organizations implement specified knowledge structures that are incompatible with established ones. We also find that both forms of organizational unlearning necessitate preparatory work and interventions that increase their likelihood to succeed. Outlining the implications of the organizational unlearning concept in organizational practice contributes to a better understanding of existing research. We further discuss implications for theory and outline avenues for future research.

中文翻译：

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两种形式的组织忘却：来自与变革顾问参与的奖学金研究的见解

在最近呼吁扩展我们对组织学习的理解之后，我们获得了有关该过程如何在实践中展开的实证见解。根据与欧洲变革顾问的研究结果，我们将两种形式的组织忘却概念化。首先，开放式忘记是指有意丢弃组织知识，但变革过程的结果未知的情况。其次，目标导向的学习是指组织实施与既定知识结构不兼容的特定知识结构的情况。我们还发现，两种形式的组织忘却都需要准备工作和干预，以增加他们成功的可能性。概述组织实践中组织忘却概念的含义有助于更好地理解现有研究。我们进一步讨论了对理论的影响并概述了未来研究的途径。