It is proposed that to reach a state of generative learning, an organization requires a “generative learning manager”: a person who understands the importance of development and directing of knowledge. The purpose of this study was, therefore, both to explain mechanisms like knowledge distribution, goal setting and symbolic convergence from a cognitive psychological perspective on organizations, as well as to reach conclusions on a hypothetical model for the function of generative learning management. The study was accomplished by a theoretical analysis. The results suggest that a goal setting manager – who has the ability to help the organization communicate more as a network, where procedural and declarative knowledge, as well as multi‐intelligent aspects of knowledge can move in a more widely distributed procedural fashion between co‐workers – has the potential to become a generative learning manager.
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