Abstract

This paper addresses the foundational aspects of the theory of Gen inertia. We attempt to emphasize the cognitive factors that accounts for learning inertia in organizations, and that which prevents employees from generating and absorbing new knowledge. The novel concept of Gen inertia helps us to understand the causes behind inertia in learning among the knowledge workers under organizational settings. This concept of 'Gen inertia' is distinct from the pre-existing concept of organizational knowledge inertia. In this paper, we attempt to identify and underline the factors that act as impediments to effective organizational learning processes. It deals with the existing causes that are responsible for knowledge (learning) inertia in knowledge organizations. We model several scenarios that presumably act as constraints, and therefore, they help us to uncover the existing barriers and obstacles to effective knowledge acquisition. The model assists us to build a system aimed to aid managers and trainers to recognize the underlying causes, which supposedly interferes with employees' learning curve, both in the short run and in the long run. Finally, the research aims to identify and overcome the nature of constraints that employees face while being part of a learning organization. Because it demands proficient handling of new knowledge, and because knowledge organizations subsist on the expertise of the knowledge workers, it is much relevant for the organizations to understand the existing problems that the knowledge workers face so as to enable them to compete with others in the market for knowledge resources. The present paper addresses all these issues and advocates several solutions to identify and then overcome the constraints and barriers to effective learning under organizational cluster settings.