The lack of autonomy of people in the working place is the basic problem addressed by the methodology for organisational intervention that has been developed by the group TESO at the University of Los Andes in Bogota. This lack of autonomy accounts for their lack of creativity, motivation, and political consciousness. We take Freire's conception of consciousness as related to social formations, and how autonomy is achieved by working with his methodology. We also use Heidegger's concepts of calculative and meditative thinking and relate them to the development of consciousness. Finally we show how through a methodology that facilitates contact of persons with the self, the workspace, and others, they develop autonomy and an ability to define conflicts and work out ways to stransform their world.
The problem was creating a Knowledge and Innovation Management System at Bogotá's Water Supply and Sewage Company (Empresa de Acueducto y Alcantarillado de Bogotá) as a public service business. This article proposes the creation of a community of learning as a space for innovation within the organization. Acknowledging the theoretical bases that have been established for the notions of community of learnings at the Universidad de los Andes, we test a practice methodology that, within the organization, fosters the creation and strengthening of a community of learning composed of mentors and apprentices. They have the capability of proposing new practices in their organization.
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