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首页> 外文期刊>The learning organization >Three generational issues in organizational learning Knowledge management, perspectives on training and 'low-stakes' development
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Three generational issues in organizational learning Knowledge management, perspectives on training and 'low-stakes' development

机译：组织学习中的三代人问题知识管理，培训观点和“低风险”发展

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Purpose - Methods for facilitating learning and knowledge transfer in multigenerational workplaces are of importance to organizations. Yet, intergenerational learning is vastly understudied in academic organizational literature. This conceptual paper aims to recommend future directions for studying intergenerational learning by examining three interrelated considerations. Design/methodology/approach - General knowledge management concepts, various generationally based perspectives on training and low-stakes development initiatives, are examined by integrating the existing literature. Findings - The authors suggest that improved learning will occur in organizations that facilitate targeted socialization, respond to new preferences and trends in development programs while leveraging multiple approaches including informal/individualized initiatives (such as on-the-job education, mentorship programs) and embrace multiple types of volunteering activities. Originality value - Although other work has reviewed intergenerational learning, this is the first research to focus on multigenerational learning while considering tacit and practical learning transference from inside and outside the organization.
机译：目的-在多代工作场所促进学习和知识转移的方法对组织很重要。然而，学术组织文献中对代际学习的研究却很少。本概念文件旨在通过研究三个相互关联的注意事项，为研究代际学习提供未来的方向建议。设计/方法/方法-通过整合现有文献，研究了通用知识管理概念，有关培训和低风险开发计划的基于世代的各种观点。调查结果-作者建议，在促进有针对性的社会化，响应发展计划的新偏好和趋势的组织中，同时利用包括非正式/个体化倡议（如在职教育，指导计划）在内的多种方法和拥抱，组织中将获得更好的学习多种志愿活动。原创性价值-尽管其他工作已经审查了代际学习，但这是第一个侧重于多代学习，同时考虑了组织内部和外部的隐性和实际学习转移的研究。

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