The aim of this study is to develop a model for knowledge synchronisation in organisations. The research aim is further broken down into two research objectives that are handled during this study: • Examine and measure the gap between a typical organisation and a Learning Organisation and the corresponding organisation’s Subjective Knowledge and Knowledge Management Systems, and • Examine and create appropriate models and methods to synchronise organisation’s Subjective Knowledge and Knowledge Management Systems. This research attempts knowledge synchronisation in view of creation and maintenance of Learning Organisations. This study combines three broad areas in an organisation: Learning Organisations, Intellectual Capital, and Knowledge Management Systems. This research proposes a new organisational epistemology in the context of the Subjective and Objective Knowledge. The organisational ontology consists of five hierarchical layers: observation, data, information, knowledge and wisdom. Wisdom and observations, being embodied, are subjective in nature and they are referred to as Subjective Knowledge throughout the thesis. Data, information and knowledge of an organisation, being objective in nature, are contained in Information Systems or Knowledge Management Systems; and throughout the thesis they are referred to as Objective Knowledge. The significance of this research and its major contribution resides in the development and validation of a comprehensive model for Subjective - Objective Knowledge synchronisation, with a view of creation and maintenance of Learning Organisations. A Knowledge Synchronisation Model (KSM) has been proposed to measure the gap between a typical organisation and a Learning Organisation. Furthermore, KSM also deals with the gap between an organisation’s Subjective Knowledge and Knowledge Management Systems. A web-based survey has been conducted to validate the proposed Knowledge Synchronisation Model. The unit of analysis has been ‘an organisation’ with Knowledge Management initiatives. Snowball sampling technique has been used to contact such organisations and five hundred and ten responses have been received. Four hundred and seventy responses have been considered for analysis. Responses have been classified into four clusters: Learning Organisations, whose Subjective Knowledge and Knowledge Management Systems have been in sync, Technology oriented organisations with high Knowledge Management Systems and relatively low Subjective Knowledge, People oriented organisations with high Subjective Knowledge and relatively low Knowledge Management Systems, and finally, the organisations with no Knowledge Management strategy. Regression analysis has been used to validate the hypotheses. The orientation towards technology or people will present itself as missing organisational characteristics. Two organisations from the survey participants have been selected for knowledge synchronisation through Action Research Studies. The first organisation has been identified as technology oriented and lacking organisational ‘Awareness’ and ‘Systems Thinking’. A Community of Practice (CoP) and a knowledge portal have been suggested to the first organisation for knowledge synchronisation. The second organisation has been identified as people oriented and lacking ����Personal Mastery����. A Community of Practice (CoP) and a knowledge base have been suggested to the second organisation. The limitation posed by the sampling technique ‘snowball sampling’ is a significant limitation in this research. This research does not consider the effects of location and investor capital on the proposed model. This is another limitation of this research. This research has academic implications for the theories of Learning Organisations, Intellectual Capital and Knowledge Management. Further investigations will be necessary to study the effects of location and investor capital, human related issues such as trust and culture, and the latest technologies such as web 2.0 and mobile devices, on the proposed model. / Doctor of Philosophy (PhD)

The purpose of this thesis is to investigate the life cycle stages of the chosen gazelles in Sweden and identify their effectiveness related to the stages. Furthermore, we study whether the given characteristic of the gazelle companies correspond to the suggested characteristics of the given theoretical framework. Gazelles, as the outstanding performers of both financial profits and job creators of our society, they are always struggling to sustain growth and satisfy market needs in order to maintain their prestigious status. Therefore, it is critical for them to access their abilities as well as constraints of the current organizational structures and we seek the solutions to these problems through the organizational life cycle theory perspective. Our study focuses on the Dagens Industri’s gazelle award winners that are carefully evaluated by the strict criteria it provides. Also, we revisit the various previous studies in the field of the organizational life cycle and effectiveness in order to provide the foundation for our analysis. In order to serve our purpose, we study 26 gazelles from Sweden in dept by reviewing their annual reports and official websites and provide the reader with quantities data research that are self-administrated concerning the different attributes of the life cycle stages and effectiveness. In conclusion, we find that the majority of the Swedish gazelle companies we have studied correspond to the second stage of the life cycle model which focuses on human relations model as an effectiveness area. However, these firms demonstrate unique effectiveness that genuine SMEs do not have, such as high focus on R&D and harmony between flexibility and control in their organizational structure.

R&D Substitute Military Service is the transformation of the Defense Industry Reserve Duty System, and early in the system conversion, the employing enterprise and the community had great expectations. The competent authorities and the organizers have also invested a lot of resources, greater use of space in the system at the surface, the character of the employer and the draftee demand. In this study, a qualitative analysis, through in-depth interviews with the the Rebate employing unit, a draftee, analysis of this system the enterprise of the recruitment and staffing management, organizational effectiveness of the shadow impact as the proposed future sophisticated.

Thesis (MPhil)--University of Stellenbosch, 2008. / Bibliography. Also available via the Internet.

Thesis (D. Min.)--Western Seminary, Portland, OR, 2001. / Abstract. Includes bibliographical references (leaves 241-246).

Thesis (D. Phil. Communication Management)--University of Pretoria, 2002. / Includes bibliographical references (leaves 222-233).

Thesis (Ph. D.)--University of Oregon, 2003. / Typescript. Includes vita and abstract. Includes bibliographical references (leaves 153-157). Also available for download via the World Wide Web; free to University of Oregon users.

Thesis (M.S.W.)--University of Hong Kong, 1987.

Thesis (M.B.A.)--University of Hong Kong, 1983.

Thesis (M.S.W.)--University of Hong Kong, 1985.