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Top 12 Protein-Filled Foods for Your Physique > “If your workouts are easy, then there are no muscle fibers to repair and our bodies don’t ask for extra food.” It needs protein and nutrients to generate new muscle protein strands-hence the reason why we feel hungry when we have a good workout,” says Fuentes. When you lose that, you’re going to lose the motivation to push through the last few sets, compromising your strength gains, and are at risk of losing the motivation to stick to your routine in the bigger picture.Ĩ Crucial Moves to Do if You Haven’t Hit the Gym All Week >ĭon’t have that drive to demolish everything on the dinner table? “After a good workout, your body is repairing the muscle fiber that gets broken down during the workout. A big part of exercise adherence is maintaining that enjoyment factor when exercising, he explains. “On the psychological side, sheer boredom is a cue that it’s time to change it up,” says Justin Sanchez, trainer at YG Studios in New York. 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Lessons-learned, experience and knowledge in general has been acquired, disseminated and stored with the support of knowledge management systems of different forms, e.g., IT-based or socially shared (Schilling and Kluge, 2009). Since these early days of the postulation of the learning organizations, organizations indeed have learned and experienced a lot. Thus, learning requires changing organizational objectives, competencies, structures, and routines to adapt to a changing environment (Kluge and Schilling, 2003). Learning organizations as instruments enable continuous development via a system of procedures and routines, i.e., corporate structures that facilitate collective learning. Learning has been valued because it assists a firm in outdoing its competitors (Pedler et al., 1989 Frey, 1990 Dodgson, 1991 Parke, 1991 Hamel and Prahalad, 1993). Organizational learning and the supplemental need for forgettingįor a long time, a dominant strategic view has argued for organization's knowledge and learning capabilities as a main source of competitive advantage (Hamel and Prahalad, 1993 Spender, 1996). We conclude that in intentional organizational change processes, the elimination of cues to accelerate forgetting should be used in change management practices. Based on the classification as business process-related cues (information, team, task, object cues), we propose mechanisms to accelerate forgetting by eliminating specific cues based on the empirical and theoretical state of the art. We then propose a classification of cues (context, sensory, business process-related cues) that are relevant in the forgetting of routines, and discuss a meta-cue called the “situational strength” cue, which is relevant if cues of an old and a new routine are present simultaneously. Subsequently, we transfer the empirical evidence that the elimination of retrieval cues leads to faster forgetting to the forgetting of organizational routines, as routines are part of organizational memory. In this respect, we emphasize retrieval theories and the relevance of retrieval cues important for forgetting. We discuss the current state of the art of theory and empirical evidence on forgetting from cognitive psychology in order to infer mechanisms applicable to the organizational context. We first comprehensively review the literature on the need for organizational forgetting and particularly on accidental vs. Especially in intentionally planned change processes (e.g., change management), forgetting is an important precondition to impede the recall of obsolete routines and adapt to new strategic objectives accompanied by new organizational routines. To cope with the already large, and ever increasing, amount of information stored in organizational memory, “forgetting,” as an important human memory process, might be transferred to the organizational context. |
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