Technical Period Of Paradigm Shift In The Organizational Learning Research

As Schumpeter says in 1990' s, innovation is a kind of "destructive creation" .Especially radical innovation must lead to "technology paradigm shifting" . The"paradigm" shifting makes the technology leader get rid of threaten of imitatingand learning, meanwhile, more and more neonatal enterprises emergence throughacquiring this opportunity.The key resources have been changed from tangible things such as labor, capital and land to intangible things such as knowledge, credit and patent. The focus of competition has been changed from cost to response of market and knowledge creation. So, if an organization has high efficient knowledge management system and ability to study continually so as to adaptive external environment actively, technology paradigm shifting will be an important opportunity for enterprises. On the country, if an organization keep obsolete knowledge or methods to make decision or strategy, the technology paradigm shifting will lead to an organization dies.The thesis discusses how to through organizational learning to acquire competitiveness especially for later-comers to make use of "the windows of technology paradigm shifting" . Furthermore, a series of theory and practice for enterprises will be given.The thesis first discusses a model to descriptive dynamic evolution process of knowledge during technology paradigm shifting. This model is different from the evolution process of knowledge within one technology paradigm for it includes the knowledge spillover from organization to external. Then, give the definition of learning and unlearning by the two dimensions of organization knowledge and organization process. In detail, the concept and character of level-knowledge and meta-knowledge are descriptive firstly and then technology process and managerial process are analyzed. On the base of them, the thesis proposed the model by the degree of their changing. After the definition, organizational learning modes were analyzed from knowledge characteristics, organizational environment, organizational learning layers, unlearning layers and organizational learning tools. Two cases were also discussed to approve this kind of modes. They were technology paradigm shifting from analog signals to digital signals in Xihu Electronic Co. and the shifting from dynamic frequency to fixed frequency of air condition manufacturing in Haixin Co. At last, by the combination of EFA(exploratory factor analysis) andCFA(confirmative factor analysis) method we proposed and approved the interaction among learning, unlearning and innovationess.The thesis use the qualitative analysis and quantitative analysis, normative analysis and positive analysis to endue four innovative points: the dynamic evolutionary process; learning and unlearning interactive modes; the definition of learning and unlearning; the reciprocity of learning, unlearning and innovationess.