英文文献：Are Routines Reducible or Mere Cognitive Automatisms? Some contributions from cognitive science to help shed light on change in routines-常规是可还原的还是仅仅是认知的自动性?认知科学的一些贡献有助于阐明日常生活的变化
英文文献作者：Nathalie Lazaric
英文文献摘要：
The aim of this article is to understand permanence and changes inside organizational routines. For this purpose, it seems important to explain how individual and collective memorisation occurs, so as to grasp how knowledge can be converted into routines. Although memorisation mechanisms imply a degree of durability, our procedural and declarative knowledge, and our memorisation processes, evolve so that individuals and organisations can project themselves into the future and innovate. Some authors highlight the necessity of dreaming and forgetting (Bergson 1896); others believe that emotions play a role in our memorisation processes (Damasio 1994). These dimensions are not only important at the individual level but also in an organisational context (Lazaric and Denis 2005; Reynaud 2005; Pentland and Feldman 2005).I review the individual dimension of these memorisation processes, with the Anderson’s distinction between procedural knowledge and declarative knowledge. I discuss the notion of cognitive automatisms in order to show why routines should be investigated beyond their first literal assumption (Bargh, 1997). This leads to a clear understanding of the micro level that underpins organisational flexibility and adaptation (notably the motivational triggers). Within organisations, the memorisation mechanisms are at once similar and diverse. Indeed, organisations use their own filters and mechanisms to generate organisational coordination. Organizational memory has its own dimension as it does not merely consist of the sum of individual knowledge and must be able to survive when individuals leave. Routines depend on the organisational memory implemented and on the procedural knowledge and representations of it (individual and collective representations).

本文的目的是了解组织例程内部的持久性和变化。为了达到这个目的，解释个人和集体记忆是如何发生的似乎很重要，以便掌握知识是如何转化为惯例的。虽然记忆机制意味着一定程度的持久性，但我们的程序性和陈述性知识，以及我们的记忆过程都在进化，因此个人和组织可以投射到未来并进行创新。一些作者强调了梦和遗忘的必要性(柏格森1896);另一些人认为情绪在我们的记忆过程中扮演了一个角色(达马西奥，1994)。这些维度不仅在个人层面上很重要，在组织环境中也很重要(Lazaric和Denis 2005;雷诺2005;Pentland and Feldman 2005)。我回顾了这些记忆过程的个体维度，用安德森的方法区分程序性知识和陈述性知识。我讨论认知自动性的概念是为了说明为什么日常行为应该在其第一个字面假设之外进行研究(Bargh, 1997)。这使我们对支撑组织灵活性和适应性的微观层面有了清晰的理解(尤其是激励因素)。在组织内部，记忆机制既相似又多样。事实上，组织使用他们自己的过滤器和机制来产生组织协调。组织记忆有其自身的维度，因为它不只是由个体知识的总和组成，而且必须能够在个体离开时生存下来。例程依赖于组织的记忆和它的程序性知识和表征(个人和集体表征)。