摘要：Learning in organizations often requires the discarding of knowledge, assumptions, routines and behaviours that have overtime become inadequate, this process is known as unlearning and that, despite its importance, has been in many cases overlooked. Thus, this paper has as its base objective to analyse the understanding that managers have concerning the idea of unlearning in organizations. We interviewed nine managers of the top management level from various companies, the content analysis sought to identify both the units of meaning, as their relations. Although the results show that managers react with estrangement to the theme, they recognize the occurrence of the phenomenon, the more strongly the individual level, with both positive, and negative. Some implications are pointed out. First, the urgency to shed light on the possibility that the phenomenon occurs at the individual level; second, the procedural understanding of unlearning in the organization, showing its elements and how these are articulated; third, consideration of the interrelationships between unlearning and processes of change and innovation.
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