Handbook of Organizational Learning and Knowledge Management, Second Edition

Abstract

In this chapter we explore the relevance of social identity for organizational learning. Organizational learning is understood to be the acquisition, conversion, and creation of knowledge aimed at facilitating the attainment of organizational goals. We discuss how the identities that people internalize as members of social groups can impact on the organizational learning process, and how in turn that process can contribute to the evolution of an organization’s identity. Nationality and occupation are important sources of social identity in organizations. The range of national and occupational identities found within organizations raises the question of how management can transcend social identity boundaries with the aim of generating collective learning. When this is achieved, its integrative effect can contribute to the development of an organizational identity and at the same time enhance the identification of sub-groups with the organization as an entity. We close by examining the significance for social identity and learning of new organizational forms and networks, which are presenting new challenges for aligning group social identities with the goal of organizational learning.