Thesis (MPhil (Information Science))--University of Stellenbosch, 2011. / ENGLISH ABSTRACT: The thesis offers an integration of theories of Organizational Learning and a specific framework regarding the dimensions of Learning Organizations. In a case study the extent to which a small consultancy firm display the characteristics of a learning organization is investigated and used as a basis to reflect up the challenges faced by similar organizations trying to increasingly become Learning Organizations. At first various theories of Organizational Learning are reviewed and thereafter the notion of a Learning Organization is unpacked along seven dimensions. The description of management practices for facilitating a Learning Organization and theories about Organizational Learning are then brought together in the form of steps an organization could follow. In the case study a questionnaire based on Watkins and Marsick’s “Dimensions of a Learning Organization Questionnaire” is administered in the organization and the findings discussed against the background of the preceding literature review. The relationship between organizational learning and organizational culture, as well as the relationship between leadership and learning processes, and the impact of systemic exploitation of knowledge assets on organizational efficiency and effectiveness are examined. From the results it is clear that the organization cannot yet lay claim to being a learning organization, yet it displayed some characteristics of a learning organization. Leadership and connecting the organization to its environment were the areas where the company showed most development. However, empowering people toward a collective vision was the least developed area in the organization due to the perception of lack of freedom to choose one’s work assignment and the invitation to contribute to the organization’s vision. / AFRIKAANSE OPSOMMING: Die tesis bied ‘n integrasie van die teorieë oor Organisatoriese Leer en `n spesifieke raamwerk oor die dimensies van Lerende Organisasies. In `n gevallestudie word die mate waartoe ‘n klein konsultasie firma die eienskappe van ‘n Lerende Organisasie vertoon ondersoek en gereflekteer op die uitdagings wat soortgelyke organisasies moet oorkom om hulself toenemend in Lerende Organisasies te omwentel. Dit word gedoen deur ‘n oorsig van verskillende teorieë van Organisatoriese Leer en daarna word die idee van ‘n Lerende Organisasie uitgepak in sewe dimensies. Die beskrywing van bestuurspraktyke rondom Lerende Organisasies en die toerie van Organisatoriese Leer word dan geintegreer in die vorm van `n stappe wat ‘n organisasie sou kon volg. Hierop volg die gevallestudie waarin ‘n vraelys (Watkins en Marsick se “Dimensies van ‘n Lerende Organisasie Vraelys”) gebaseer op die sewe dimensies van die Lerende Organisasie onder bestuurders in die organisasie versprei is. Die resultate van die vraelys word bespreek teen die agtergrond van die voorafgaande literatuur-oorsig. Die verhoudinge tussen organisatoriese leer en organisasie kultuur, sowel as tussen leierskap en leerprosesse, en die impak van die sistemiese ontginning van kennis-bates op organisatoriese effektiwiteit word ondersoek. Uit die resultate is did duidelik dat die organisasie nog nie werklik ‘n Lerende Organisasie is nie, maar dit vertoon wel eienskappe wat eie is aan Lerende Organisasies. Leierskap en die koppeling van die organisasie aan sy omgewing is die areas waar die organisasie die meeste ontwikkeling getoon het, terwyl die bemagtiging van mense om ‘n bydrae te lewer tot die kollektiewe visie van die organisasie die minste ontwikkelde area was as gevolg van die indruk onder lede dat hulle min vryheid het om hulle take te kies en die gebrek aan ‘n uitnodiging om deel te neem.

Made available in DSpace on 2015-05-14T12:20:16Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 2846020 bytes, checksum: a2ae69daecdae71875e45726c712e6bf (MD5) Previous issue date: 2014-09-29 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This work had as theorethical contribution the model of Fifth Discipline, developed by the author Peter Senge. This research searched to analyse how management activities are developed at the Instituto Federal de Educação, Ciência e Tecnologia do Rio Grande do Norte Campus São Paulo do Potengi (IFRN SPP) and how they approach the model proposed by Senge. For this purpose, the research acquired a quantitative and qualitative approach with descriptive focus based on case study. Interviews were conducted and administered questionnaire with 17 managers and responsibles for units. Some variables were chosen with the purpose to characterize the institute as a Learning Organization. The results indicated the practices of managers of IFRN-SPP are not in complete agreement with the proposed model, since it was identifield an unbalance among the five disciplines, especially the Fifth Discipline which exposed the worst performance being followed by the Shared Vision. However, since were two disciplines with High Degree of agreement and with a Medium Level of agreement if the theme is well worked in the institution, the performance of subjects who had unfavourable outcomes could be improved and the IFRN-SPP will have chances to be a Learner Institution. / Este trabalho teve como aporte teórico o modelo da Quinta Disciplina, desenvolvido pelo autor Peter Senge. Essa pesquisa buscou analisar como as atividades gerenciais são desenvolvidas no Instituto Federal de Educação, Ciência e Tecnologia do Rio Grande do Norte Campus São Paulo do Potengi (IFRN SPP) e como elas se aproximam do modelo proposto por Senge. Para tanto, a pesquisa assumiu uma abordagem quantitativa e qualitativa, com enfoque descritivo, baseado em estudo de caso. Foram realizadas entrevistas e aplicado questionário com 17 gestores e responsáveis por unidades. Algumas variáveis foram escolhidas visando caracterizar o instituto como uma Organização que Aprende. Os resultados indicaram que as práticas dos gestores do IFRN SPP não estão plenamente de acordo com o modelo proposto, pois se identificou que existe um desequilíbrio entre as cinco disciplinas, sobretudo, a Quinta Disciplina apresentou o pior desempenho, seguida da disciplina da Visão Compartilhada. Entretanto, como existiram duas disciplinas com Alto Grau de concordância e uma com Médio Grau de concordância, caso o tema seja bem trabalhado na instituição, o desempenho das disciplinas que apresentaram resultados desfavoráveis poderá ser aperfeiçoado e o IFRN SPP terá chances de ser uma Instituição Aprendente.

Although the Dimensions of the Learning Organization Questionnaire (DLOQ) has been widely accepted by the HRD community, it has not been tested in a startup context for reliability. The purpose of the current study is to explore if the DLOQ is a reliable instrument for startups to help them be more successful. The current study seeks to address some of the questions, which have been posed by previous researchers. The study utilizes a mixed-method design applying Cronbach alpha values to check the reliability of the instrument in a startup learning environment, with more than 600 participants and 42 startup businesses at a university in the Mountain West. The study uses objective financial measures for startup firms to explore the correlation between the seven dimensions of the DLOQ and startup companies at the university. Cronbach alphas for the instrument measured at the .80 level or higher. Four of the dimensions were found to be statistically significant resulting in a model that accounted for 30% of the variance in predicted Operating Income (p<.004) and 29% of the variances in predicted Net Income (p<.003). The study also uses qualitative analysis to explore what activities relate to the seven dimensions of the DLOQ, and if those activities would be considered complex and disruptive. Thirteen activity clusters were identified and found to be relevant to startups and the seven dimensions of the DLOQ.

在現今變遷快速的時代，企業唯有透過組織學習才能快速的累積核心能耐，來應變激烈的環境和複雜的問題。然而「組織學習」和「學習型組織」理論倡導的十多年來，許多企業主有心帶領學習，卻遭受許多的困難。歸咎原因，不難發現，許多學者提倡的組織學習理論，倡導著企業學習的重要性和如何學習，有些可能過於偏重理論難以與實務結合，不易讓管理者用於日常管理工作上。 本研究以個案訪談的方式為主要研究方法，以工業電腦領導廠商研華科技為個案公司，從中挑選六個具有代表性的產品部門進行訪談，針對各產品部門「組織學習的過程與方式」與「組織學習成效」進行探討，並分析「組織學習促進因子」如何影響組織學習過程，所探討的因素均是具體的、易於操控的、具有時效性的，進而提供管理者進行企業學習之有效指導方針。本研宄之研究發現如下: 一、 有效共同願景對組織學習影響方面 1. 明確的共同願景能夠提升組織成員學習的意願 二、 領導者作法對組織學習影響方面 1. 領導者透過衝突的解決似乎能幫助集體解讀資訊 2. 領導者在組織學習過程中似乎扮演諮詢顧問與引導的角色 三、 系統思考對組織學習影響方面 1. 成員若能系統思考似乎有利於集體解讀資訊中衝突的解決 2. 系統思考有利於組織高階學習的發生 四、 開放互信環境對組織學習影響方面 1. 在組織中，非正式會議比正式會議更有利於將資訊整合至組織中和集體解讀資訊 2. 實體空間設計和組織規模會影響開放互信環境的創造 3. 各部門領導者似乎可藉由尊重成員專業和不打壓成員發言來塑造人人平等溝通和開放互信的環境 4. 組織塑造出不稱呼職位的文化，似乎能有效降低階級感，促進人人平等溝通以利集體解讀資訊 五、 教育訓練對組織學習影響方面 1. 教育訓練促使組織成員專業或資訊一致，似乎能使組織有效集體解讀資訊 六、 獎勵方式對組織學習影響方面 1. 能兼顧員工長期和短期績效且彈性化的獎勵方式，似乎能影響組織學習效果 2. 在獎勵方式上，主管與員工雙向對話過程的績效評估方式，有利於將個人願景、團隊願景和&#22892;勵方式彼此連結 七、 結構與流程彈性化對組織學習影響方面 1. 結構與流程的彈性化會影響組織學習過程中內部新想法的發展 八、 資訊科技對組織學習影響方面 1. 有關新產品開發的檔案資料，可利用統一佈建的資訊科技系統將各部門知識整合至組織中 2. 部門內建構完善的伺服器資料庫似乎有利於成員知識的交流 3. 企業內部可多利用資訊科技來幫助集體解讀資訊 九、 其他 1. 廣泛收集客戶的資訊有助於低階學習的發生 關鍵字:學習型組織、組織學習、組織學習促進因子、組織學習過程、組織學習方式

本研究旨在探討國民中學學習型組織與學校效能。首先，蒐集有關學習型組織、學校效能的相關文獻，加以研究。其次，提出研究架構，再以「國民中學學習型組織與學校校能調查問卷」為研究工具。 然後以桃園縣之公私立國民中學（含公私立高中附設國中部）教師為研究母群體，以分層隨機抽樣抽取45學校發出問卷450份，回收421份，回收率達93.56%，有效問卷393份，有效回收率為87.33%。所得資料以描述性統計、t-考驗、單因子變異數分析、積差相關等統計方法進行資料分析，再就研究結果分別加以討論。 根據問卷調查結果，獲致以下結論： ㄧ、國民中學教師之絕學習型組織與學校效能之現況屬中高程度。 二、國民中學教師對學習型組織之知覺因學校歷史、學校規模之不同 而有顯著差異。 三、國民中學教師對學校效能之知覺因年齡、性別、學校歷史、學校 所在地區、學校規模之不同而有顯著差異。 四、國民中學學習型組織與學校效能之間有顯著相關。 根據研究結論，提出以下建議： ㄧ、對桃園縣政府教育行政主管機關之建議 （一）定期舉辦學習型組織專業知能之教育訓練與研習活動，增 進教育人員對學習型組織與學校效能的正確認知，以提昇 教育品質。 （二）合理調整學校班級規模，讓國民中學學校規模朝中型學校 發展。 （三）補助偏遠學校的軟硬體設施，及補助清寒貧困學生，留住 教師，盡心盡力投入教學，以提升偏遠學校教育品質。 二、對學校、校長的建議 （一）建議國民中學校長善用教師特性、學校特性，營造符合學 校發展特色的學習型組織。 （二）善用資深教師經驗及其能力，指導、協助資淺或新進教師， 達到傳承優良班級經營與教學效果。 （三）學校應積極營造成為學習型組織，校長除以身作則參與 外，更應鼓勵與帶動同仁：建立共同願景、團隊學習、改 善心智模式、自我超越、系統思考，以提升同仁專業能力， 提升學校效能。 （四）衡量學校歷史、社區特性與特色，發展適應當地人文色彩、 地方特色的學校教育。 （五）從「系統思考」、「自我超越」、「建立共同願景」型塑學 校學習型組織，提高學校行政效能。 三、對教師的建議 （一）教師們應運用「建立共同願景」、「團隊學習」、「改善 心智模式」、「自我超越」、「系統思考」，以提升班級 經營與學校效能。 （二）年資淺或新進教師能夠向資深有經驗之教師虛心請教，並 多參加活動與研習進修，以提升專業知能。 （三）教師應追求自我超越，參與團隊學習，改善心智模式，以加 強教學效能 四、對未來研究的建議 對研究對象、研究方法及研究工具提出未來研究之參考。 / A Study of the Relationships between Learning Organization and School Effectiveness in Junior High School - Using Taoyuan County as Example Advisor：Min-Ju ching ,PH.d. Author：Jung-kun wen Abstract The purpose of this study was to explore the relationships between learning organization and school effectiveness in Junior High School. First,relevant literature on learningorganization and school effectiveness was collected,investigated, and analyzed.Next, the framework of the research was devised,“Questionnaire of the Investigation of Learning Organization and school effectiveness in Junior High School ”- was developed accrodingly. Then, Junior High School teacher were used as research population, from which 450 teacher in 45 schools were randomly sampled as research subjects. 393 copies of the 421 guestionnaires issued were returned, among which 393 copies were valid. The returning ratio was 87.33%.After questionnaires were collected, statistics methods, such as descriptive statistics, t-test, one-way ANOVA, Pearson,s product-moment correlation,were used to analyze the research data. Conclusions of this study are as follows： （1）Junior High School teacher situation are in the high-intermediary level. （2）Respondent show different perception on Learning Organization due to the differences of history of school,and scale of school. （3）Respondent show different perception on school effectiveness due to the differences of sex, age, history of school,region of school and scale of school. （4）There are significant relationships existed among learning organization and school effectiveness. Suggestions based on the above con clusions are proposed To the educational administration agencies,the junior high schools, teachers,and future studies.

<p> </p><p>Program utvärderingar utgör till stor del grunden till det formella lärandet inom Sida (Swedish International Development Cooperation Agency). Utvärderingars syfte är att bistå med kunskap och Utvärderingar ska garantera att insatser är baserade på god förståelse om verkligheten i mottagarländerna. Genom att gynna organisatoriskt lärande förmodas utvärderingar bidra till biståndets effektivitet (Stefan Molund, 2004).</p><p> </p><p>Teorier om den lärande organisationen hävdar att organisationers fall beror på medlemmars tendens att förenkla och misstolka verkligheten. Medvetet eller omedvetet leder detta till att organisationens vision försvagas, medlemmars engagemang försvagas och den verklighet man sökt att förändra förblir den samma (Peter M. Senge, 1994).</p><p> </p><p>Genom att bistå sektorer som hälsa, utbildning och demokrati mm. har det svenska biståndet präglats av en objektiv eller positivistisk syn på verkligheten i utvecklingsländer. Insatser inom hälsa leder onekligen till effektivitet i fattigdomsbekämpningen.</p><p> </p><p>Min uppsats visar hur Sidas strävan efter objektivitet löper risken att försvaga organisationens vision. I de fattigaste och mest socialt komplexa utvecklingsländerna finns inte förutsättningarna[1] för objektiv utvärdering, och resultaten av en utvärdering blir ofta öppna för olika tolkningar. Trots att utvärderingarna skildrar en sann bild av verkligheten så leder detta till frustration hos handläggare. Resultatet blir att utvärderingar görs av program som handläggarna redan har god kunskap om. Mitt resultat visar att denna trend successivt försvagar Sidas vision då insatser ämnade åt att öka effektiviteten i biståndet allokeras från de ”fattigaste länderna” till länder som kommit längre i utvecklingsprocessen.</p><p>[1] De “fattigaste” utvecklingsländerna saknar de institutioner för datainsamling som krävs för objektiv utvärdering. Att skapa förutsättningarna för den kostnadseffektiva objektiva utvärderingen i utvecklingsländer är ett utvecklingsmål som vilket annat som ingår i den övergripande fattigdomsbekämpningen.</p><p> </p> / Presentation har ägt rum

The general purpose this study has been to determine the perception of MBA students on quality lecturing. Business schools are concerned about how learners evaluate the lecturing experiences in order to monitor the quality of the lecturing. Student evaluations are assumed to mirror relative stable views which hold implications for how tertiary institutions act upon and reward the educational practices of lecturers. It is evident from prior research that broad reaching claims concerning student satisfaction cover large alternatives in terms of a construct being evaluated. Links between what is measured, and how this information should be utilised, are not always well-defined. Previous studies suggest that student satisfaction and perception is a multifaceted concept consisting of several complex dimensions. The true muscle of lecturing is crucial leadership ability. It is not just a lecture or a presentation. Lecturing is a set of skills. It is not just about a gift. It is a set of practices that should be rehearsed, mastered and delivered. A lecturer will certainly not deliver a faultless lecture, but might bring an influential and current lecture. The skill set of lecturing is both a skill and a discipline. A lecturer should learn and practices the discipline; then the skill will be conquered. Everyone can be a powerful and skillful presenter, but it will take time, rehearsal and vigor to overcome mediocrity. The management of business schools should comprehend the importance of quality lecturing. Without emphasis on lecturing, the perceived quality of a business school could be misconceived by students. Quality lecturing should always be a focus point and the emphasis on improved effectiveness by management. / MBA, North-West University, Potchefstroom Campus, 2014

This thesis aims to discuss three main categories such as: leadership, working environment and followers’ creativity. Particularly, the general principle of the work is to define how those notions are intertwined. Having used the principles of the Grounded theory (Corbin &amp; Strauss, 2008), we conducted our research with the main emphasis of originating theory from the data that was collected from empirical and theoretical materials. In particular, we found out that leadership factors classified as “work-related” influence the “organizational culture”. Similarly, “management skills” of the leader are closely interrelated with “organizational structure”. Finally, “team-related” leadership traits have their immediate effect on “organizational climate”. Consequently, we can state leadership is able to set up a creative working environment that fosters individual’s creativity. Later forward, the creative working environment is believed to be an ultimate prerequisite that fosters individuals’ creativity. However, it is pertinent to note that leadership as such, can directly influence employees’ creativity as well. As a final analysis, we claim that authentic leadership due to its indispensable attributes is an ultimate prerequisite that enhances individual’s creativity based on the findings of our research.

The theoretical part of the thesis consists of literary research focused on mentoring, mentoring relationship, goals and importance of mentoring, kinds and phases of mentoring, mentoring at the beginning of a teacher's career, mentoring in the course of his / her career, giving examples of implemented projects which were aimed at mentoring, and the relationship between the mentor and the learning organization. The main goal of the empirical part is to elaborate a model example for effective use of mentoring in nursery schools as a potential tool leading to the learning organization. Some necessary requirements and ideal conditions for implementing the internal mentoring in the nursery school are stated, the time schedule for implementing the internal mentoring has been elaborated, and both formal and content part for its implementation has been suggested, including some advice and recommendations. Three tools have been used in the empirical part of the thesis: research into mentoring in selected nursery schools, observations of the interaction between the mentor and the mentee with a specified goal of mentoring and observations of the cooperation between the mentor and the mentee in a selected nursery school during a controlled activity, analysis of internal mentoring materials in a selected...

As far as my diploma thesis is concerned I deal here with the topic of education of employees in non-governmental organizations. The theoretical part of my work is focused on clarification of often used terms connected with this issue, such as non-governmental organizations, education, qualification and competency, learning organization etc. I address the next part of my work to the system of education in organizations generally and then I search for the particularities of this issue in non-governmental organizations. My work deals with form and system of education of employees in non-governmental organizations, with motivation for education and how the employees themselves perceive the education and vocational development in their non-governmental organizations. To gain data for case study I used the method of qualitative research - method of half-structured interviews which I led with employees and managing employees of non-governmental organizations. The main idea of my work was to understand how the situation on this field look like, what are the trends and progress of education of employees and what news it could bring to civil society or rather to the society in general.