Organizational self-recognition: A key factor for absorptive capability
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https://orcid.org/0000-0002-0185-2390
Garzón Castrillón, Manuel Alfonso
https://orcid.org/0000-0001-9009-3324
Escobar Castillo, Adalberto
https://orcid.org/0000-0002-7116-8498
Abstract
From the available literature, the organizational acquisition of knowledge is defined as the ability to identify, evaluate, and acquire external knowledge that is considered critical for operations; however, the aspect of how a company in its factual performance does the identification and evaluation of knowledge that would serve as a point of reference for managers is confusing, because in this process the subjectivities of the individuals that make up the organization are strongly involved. In this sense, the purpose is to explore organizational self-recognition as a key activity to identify and assess knowledge and the ability to absorb it. To achieve this, this work adopts a qualitative and exploratory approach. It uses the non-participant observation and the semi-structured interview applied to managers of organizations; supported the field logs and interview guides. The interviews were analyzed with the help of the AtlasTi ® Version 7.5.7 software. The findings showed that when organizations develop the ability to recognize themselves, they perform better in knowledge absorption processes, by obtaining more defined references to identify and value it. In addition, the subordination relationships in the organizational structures hinder the process of self-recognition and the identification of discrepancies with environment. It concludes that self-recognition is an organizational capability that involves the history of the organization, clarity of the objectives, construction of meaning, individual capabilities, and the trust in the employees, which are relevant for the identification and absorption of knowledge. Finally, the important contribution that the qualitative approach makes to the administrative sciences is demonstrated.
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