Self-learning Organization Research Articles

МОДЕЛЬ ОЦЕНКИ КАЧЕСТВА ИНФОРМАЦИОННО-ПЕДАГОГИЧЕСКОЙ СИСТЕМЫ ДЛЯ САМООБУЧАЮЩИХСЯ ОРГАНИЗАЦИЙ

Corporate training is a tool to achieve short-term and long-term goals of the organization; it is viewed through the prism of the general development strategy. Implementation of corporate training at the organization ranges from one training specialist to creation of its own corporate university. Anyway, the ultimate goal is considered as the formation of a self-learning organization. The authors explain the choice of instruments for corporate training which appears to be a mechanism for management of the employees’ new knowledge formation in a self-learning organization that is characterized by a group-project activity related to implementation and promotion of innovative ideas. The paper outlines the peculiarities of corporate training at the self-learning organization and explains the choice of quality indicators that are typical for the processes of corporate training as a part of informational and educational system as a whole. The authors reveal the concept of a self-learning organization and its features; suggest forming a knowledge-center of informational and educational system of the self-learning organization to control its positive dynamics. The knowledge-center of the informational and educational system is viewed by the authors as a set of distinctive competence, professional expertise, social competence and special competence of employees of a self-learning organization. A special feature presented in the paper is the author's model for assessing the quality of corporate training of the company employees by monitoring the controlled parameters of the informational and educational system core effectiveness. The paper assesses the contents of corporate training. The model contains eleven well-grounded quality indicators, each of which, in its turn, is an integral indicator. The novelty of the proposed solutions is that the quality issues of the knowledge transfer are discussed in the educational environment for the first time. Moreover, new are the methods for evaluation of the quality parameters arranged according to the robust design approach, widely used overseas for evaluating quality indicators in the management systems.

School as a self-learning organization

School as a self-learning organization

Understanding microblogging hashtags for learning enhancement

The use of hashtags in Twitter messages is growing among the educational community for various reasons. Exploring and understanding how hashtags can facilitate learning and self-learning organization is the main aim of this paper. Several online available tools for hashtags management are examined and their recognition and utilization can assist knowledge gathering and learning network constructing.

Integrating the Individual and the Organization.

The emphasis on organizational change in the corporate life of recent years-including job redesign, autonomous groups, high performance work systems, and the redesign of control systems-owes a great deal to the pioneering work of Chris Argyris. This book examines how individuals in organizations can become more effective, in turn making organizations more effective. It explores the conventional pyramidal structure of organizations, in which there is top-down control by managers over workers, and examines their negative consequences. These include organizational injustice and eventually irrational decision-making. Argyris also discusses the characteristic learning system of the modern organization, which he describes as -single-loop- in character. This system, he argues, is only adequeate enough to permit the organization to implement existing policies. It does not permit the more difficult and comprehensive task of questioning underlying goals and assumptions, which he terms -doubt loop- learning. In this kind of learning, the organization is able to confront the more difficult problems that affect organizations in a time of transition. In his new introduction, Argyris reviews the strengths and limitations of the argument advanced in Integrating the Individual and the Organization. He describes why the pyramidal structure endures, and why creating a self-learning organization is an even more challenging task than he has imagined. The book will be of interest to professionals with a long-standing interest in organizational development as well as those just entering the field, managers confronting the challenge of organization change, and researchers in organizational behavior and theory.