Thesis advisor: Rebecca Lowenhaupt / This qualitative case study examined the organizational learning mechanisms utilized by a district superintendent and their impact on principals’ learning. Examining recent curriculum reform efforts, the study concentrated on a small sample of building principals within a mid-sized urban public school district. Grounded in both organizational and situated learning theories, the research focused on organizational learning mechanisms and the interplay created by their implementation through the analysis of interview data and documents. Findings highlighted how the superintendent interpreted and distributed information to principals. In addition, findings showed the impact that superintendent-initiated processes, behaviors, and structures had on principal learning. The study provided strong evidence that the superintendent under study took steps to create district structures to support organizational learning. Moreover, principal data showed the impact of these structures on principals’ perceived learning. / Thesis (EdD) — Boston College, 2016. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

Every enterprise faces various situations in different environments, which influences how they explain the environment and the strategies that they take. This research focuses on exploring the transformational strategies and puts emphases on discussing whether enterprises can transform by their learning when they used to be in the poor situations, while facing the dynamic environment. In the chance of transformation, the Taiwan¡¦s small and medium enterprises (TSME) lacked resources which can support them to do more. Due to rapidly changing conditions and the increasing pressure from the global competition, TSME are harder to make more a comprehensive decision than other enterprises which have great resources and big scales. However, they might get a chance to make a confidential decision for their adventure and flexibility. The organizational learning not only improves the efficiency but also presents more chances to find out the opportunities and resources to make the enterprises grow rapidly. It is an access to the constant development for enterprises. The absorbing, creating, cumulating and diffusing of knowledge are the ways that every enterprise has to do, but we could see the differences within its method and degrees. These differences would be crucial for these organizational abilities. Furthermore, it would influence the chances they got or affluence the organizational transformation. The research was interested in the relation between organizational learning and organization transformation by analyzing organizational abilities. We divide organizational abilities into four dimensions: strategic competence, organization design, human resource management and leader. The research finds that learning will influence four organizational abilities which we designed, especially the strategic ability and leader, which got a direct and crucial effect on organizational transformations. When corporations place emphasize on organizational learning, they would cause the abilities to influence each other and become better. Then, they would get more chances to transform and make it more efficiently.

Knowledge management is one of main sources of competitive advantages. It said in a KPMG(1998)'s survey that the obstacle of knowledge flows between knowledge sources and knowledge receivers is the biggest bottleneck of knowledge exploitation. In the domain of knowledge management, there are prolific academic studies about knowledge flow. However, lots of them focus on the factors infecting knowledge flows between knowledge sources and receivers. Fewer researches discuss about the process and context of knowledge flows while implementing knowledge management in an organization. In this thesis, we try to research the process of knowledge flows while implementing knowledge management in an organization in order to understand how these knowledge flows affect the organizational learning results upon the knowledge of knowledge management. We try to answer how knowledge of knowledge management(KKM) flows, what the processes are, and find out the accelerating factors and obstacles of these knowledge flows. We use theoretical sampling to select the companies implementing knowledge management and grounded theory to analysis the processes and context of knowledge flows while implementing knowledge management. After drawing a serious of figures of knowledge flows and inductive analysis, we get three discoveries: 1. The 3 stages of the KKM flows. 2. The 8 kinds of KKM flows and their importance in each KKM flow stages. 3. The accelerating factors and obstacles KKM flows in each KKM flow.

This study attempted to investigate the current situations of teacher's knowledge inertia, organizational learning and school effectiveness in elementary schools and to analyze the differences among teacher's knowledge inertia, organization learning and school effectiveness in personal variables. Furthermore, it tried to explore the relationships among teacher's knowledge inertia, organization learning and school effectiveness. Finally, this study try to verify these factors for prediction. The adopted study methods are literature review,and questionnaire . The subjects includ 558 teachers from public schools . The collected data are analyzed by descriptive statistic, t-test, one-way ANOVA, pearson product-moment correlation, and multiple stepwise regression analysis. According to the result of the data analysis, the main findings were as follows: 1.The teachers of elementary schools in Kaohsiung city perceive poor degree on teacher's knowledge inertia. Among the sectional scores, ¡§experience inertia¡§ is the highest. 2.The teachers of elementary schools in Kaohsiung city perceive a middle level on school¡¦s organizationa learning. Among the sectional scores, ¡§team learning ¡§ is the highest. 3.The teachers of elementary schools in Kaohsiung city perceive a middle level on school effectiveness . Among the sectional scores, ¡§teacher's teaching quality ¡§ is the highest. 4.The teachers who worked at middle-size school with an education degree of normal junior college or normal school perceive a better performance of teacher's knowledge inertia. 5.The teachers who were male, elderly,and senior can sensed school¡¦s organization learning better. 6.The teachers who were male, elderly, senior, with high educational degrees and part -time administrators can sense school effectivenss better. 7.There was weak correlation between teacher's knowledge inertia and organization learning. 8.There was weak correlation between teacher's knowledge inertia and school effectivenss. 9.The more positive function school's organization learning in school developed, the better performance of school effectiveness promoted. 10.The performance of teacher's knowledge inertia and school¡¦s organization learning can predicted the performance of school effectiveness ,especially the aspect of ¡§Knowledge Transmitting & Applying¡¨. Finally, based on those findings, the study suggested some implications for administrative authorities, elementary school principals, teachers, and further studies as well Keywords¡G knowledge inertia¡Borganization learning¡Bschool effectiveness

Summary 21st century is a turmoil world as a result of worldwide migration¡Bchange of life style¡Btransformation of environment¡Bglobal warming and racial conflicts, simultaneously push forward unceasing head-on disaster invasion. The SARS attack of Taiwan in 2003 had brought a serious impact to our society. During the battle against SARS, several pitfalls were found including command system¡Broles division¡Bunited information and temporary team manpower, all showed lacking of training and coordination. So our country desperately needs to set up a commanding/coordination system in response to disaster event. When disaster strikes, we are facing the deficiency of training for command/ coordinating and shortage of individual respond personnel. Especially due to disaster possesses wide spectrum and is unpredictable, we need to train professional personnel for surge capacity and surge capability, and to reserve multi-skills responder in order to coping with disaster. Although there are varies training activities in our country, we still lack of a proper unified and coordinating training system. The primary goal of the study is to establish a disaster medical education training facility. First is to construct the¡uDisaster training model¡vto integrate spectrum of disaster¡Bdisaster responsiveness¡Bdisaster training outline and learning method into one conceptual module. Besides, when an emerging epidemic occur, the past experiences and rules are not capable to handle such event. We also cannot take advantages of every rare incident to accumulate our knowledge/skills and to examine the standard operating procedures. In stead, we should practicing our preparedness at the mitigation period and to set up a training platform for exercise/drills. Through exercise we may test and challenge the existing system, explore pitfalls in order to make up the gaps, improve more accurate contingency and finally set up a systemic training program. The theory of the training module is base upon double loop learning, a proper way for adult learning process. However, most individuals or organization response to the learning process through instinct and reflexive defensive mechanism, a so-called single learning loop process. During a disaster event, there will be collision between multiple single loops and result in a devastated conflict and outcome. Therefore, through the concept of double loop learning and by using ¡§learning from history and experiences¡¨ as a methodology, we can set up the structure of disaster responsive plan and unify the training program. Another weakness of Taiwan¡¦s adult learning process was the current teaching method only focused on cram school, this is common situation of our culture. We combine e-learning technology and teaching organization concept as an entity, so we could concrete the educational effect and have a chance to regain a full-scale disaster responsive training system. Through the aforementioned conceptual framework, our study initially set up the e-learning website as a platform and create communities for learning and teaching subgroups¡A through e-learning to join together education¡Btraining and exercise activities¡A collaborate with evaluation and managing system. The final goal is to develop a module for adult learning organization, and take a further step to built up the systematic nationwide health crisis training framework.

ABSTRACT ¡uDigital convergence¡v-which is normally being regarded as integrate telecommunication¡Binternet and cable television industries these 3 originally independent industries¡Ahad caused structural changes to related industries such as Information Technologies (IT)¡Btelecommunication¡Bconsumer electronics and entertainment medias¡CDue to this new technology¡¦s innovation¡Achanges not only happened on the company¡¦s developing policy and core product but also impacted to company¡¦s¡¦ internal organizational structure ¡C In order to react to these challenges coming with digital convergence age¡A F. telecommunication company that I work in decided to launch an organization integration to conform the related mobile telecommunication¡Bfixed cable line and internet industry within our business group to get the new growth resource¡C In fact this organizational integration has same meaning as outside business merge though we all belongs to the same business group since old burden problems of different business culture¡Bprocess management and organizational conflicts that originally existed ¡A the purpose of organizational integration can not be immediately reached obviously¡C However Network Technology (NT ) - my working department ¡V have a implementation plan name ¡§ I-Care project ¡§ in this turmoil period ¡Ahopefully mold new NT organization into Customer-Accountability-Responsive-Execution caring core values¡Awhich emphasis mindset change evolution form inside to outside opinions¡C This study research focus on ¡§ i-Care¡¦ project ¡V an organization learning model - how employees look at this mindset change evolution while working scope change substantially after organization integration . During the research process¡A I worked out the root reason why NT insist on ¡¥ i-Care ¡§ plan that organizational conflict happened between NT and Sales department¡A it caused customers¡¦ satisfaction descend ¡Bcognitive divergence on department value and confronting position on daily working process durther problems ¡CAfter 1 year implementation of ¡§ i-Care ¡§¡A the achievement includes NT employees not only clarify their technical value but also service and making new added value¡Alearned how to make efficient communication with interior customers- sales and exterior customers¡Aattracted new organizational centripetal force quickly¡Aand provide mitigation to organization conflict solution to make greater customer satisfaction ¡CFinally , provide few opinions of key successful points on organization learning like ¡§ i-Care ¡§ from my research observation for this study conclusion¡C Key words : Digital convergence¡Borganization integration¡BI-Care project¡Bmindset change¡Borganization learning

The approach of the age of knowledge economy and prosperous growth of IT makes knowledge become one of the most important core resources. The knowledge is also organizations' key point of seeking for survival and development. Knowledge economy emphasizes on transferring ¡§knowledge¡¨ into ¡§profit¡¨ instead of knowledge itself. Therefore, knowledge application is more essential than knowledge possession. At rapid digital age, knowledge management becomes key point of core competence. Hence, this study, knowledge management as variables, will discuss if knowledge management will upgrade the achievement of R&D performance of human capital and organizational culture. This study used questionnaire. This study used convenience sampling to select 1,517 high-tech industries as subjects from Taiwan Industrial Park Directory (published by Taipei County Exhibition Hall, 2005) and the appendix of high-tech industry yearbook (published from 2002 to 2005) as population. Valid questionnaires were 140 copies. This study used LISREL for data analysis and the result are listed as following: 1. Investment in human capital management helps efficiently improve R&D performance. The functional activities of human resources, such as recruit, maintenance and encouragement, connect organizations with employees effectively. Enhancement of employees' contribution, promise and encouragement strengthen value and uniqueness of human resources and also produce remarkable progress of R&D performance. 2. Execution of organizational culture, including participation, strategic vision which aids to organization's evolution, team work and organizational structure, helps to improve significantly for R&D performance. 3. Promotion and execution of knowledge management play as important mediators in organizations. The efficiency of R&D performance in human capital and organizational culture will be enhanced through the mediation caused by execution of knowledge management. 4. The amount of enterprises' employees makes diversity of performance of human capital and knowledge management. The enterprises that own 2,000 employees and above have more remarkable performance in human capital and knowledge management than the enterprises that own fewer employees. It means, large-scale enterprises have more competence because of more cost reduction, which improves quality of products and customer services. Regarding knowledge management, different amount of enterprises' employees also makes diversity of employees' knowledge creation and collection. The result of this study indicates that large-scale enterprises are more capable of invention and acquiring latest knowledge.

Made available in DSpace on 2014-06-11T19:26:17Z (GMT). No. of bitstreams: 0 Previous issue date: 2010-12-20Bitstream added on 2014-06-13T18:54:33Z : No. of bitstreams: 1 orti_ps_me_bauru.pdf: 811706 bytes, checksum: 3b16ecf79e62cce83f9304c500ee0fce (MD5) / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) / Um dos grandes desafios da empresa moderna é manter-se atualizada e pró-ativa no mercado em que atua para poder obter vantagens competitivas e diferenciarem-se no mercado, agregando valor aos seus produtos e serviços. A Gestão do Conhecimento e a Educação Corporativa têm sido grandes recursos nesse sentido, devido ao fato de estimularem e possibilitarem o processo de criação, captação, codificação, armazenamento e distribuição de conhecimento em toda a organização. Apesar da importância dessas atividades encontram-se poucos recursos de métricas para a gestão de desempenho dessas atividades tal como as exigentes em outras áreas como Gestão da Qualidade, Governança Corporativa, Tecnologia da Informação, entre outros. Um dos recursos utilizados pelas empresas na busca pela excelência em gestão, os modelos de maturidade, que constituem na descrição dos níveis de evolução no que se referem a processos, pessoas, tecnologia e a organização como um todo. Devido à importância desses temas para a vida organizacional propôs-se uma ferramenta de diagnóstico de gestão dos estágios de maturidade desses processos tanto internamente, quanto comparado às melhores práticas do mercado em seus vários processos de trabalho, podendo assim, planejar suas ações, implantar melhorias, inovar e, com isso, obter uma gestão consistente e crescimento consciente e focado nos objetivos planejados. Esta pesquisa pretende, portanto, fazer um estudo de caso exploratório sobre a viabilidade e efetividade de uma ferramenta de diagnóstico de modelos de maturidade em educação corporativa - uma das áreas ainda pouco parametrizadas dentro das organizações - para que haja uma melhor avaliação, compreensão e desenvolvimento dessas atividades, tal como as demais áreas que já possuem modelos de maturidade melhor estruturados e de forma prática e detalhada / One of the main challenges of modern business is to keep updated and pro-active in the market in which operates in order to gain competitive advantage and differentiate themselves in the market, adding value to their products and services. In this paper we discuss the importance of Knowledge Management and Organization Learning as resources in assisting the search for competitive advantage, because they allow the process of creating, capturing, encoding, storage and distribution of knowledge across the organization. Despite the importance of knowledge Management and Organization Learning, there are few resources of performance metrics for such activities, as those in other areas such as Quality Management, Corporate Governance, Information technology, among others. Organization Learning is one of the resources used by companies in pursuit of excellence in management and it is used to disseminate knowledge in the organization and ofter its employees opportunities for learning that enables a better understanding of the realities and challenges of organization, by creating appropriate responses to the strategic challenges presented. Maturity models have been used in various fiels of knowledge to ofter a description of levels of development as they relate to processes, people and organization as one. They constitute a benchmark for organization as one. They constitute a benchmark for organization to evaluate their progress on certain issues, projects and processes, as well to comparate themselves to the best practices in the market field in question. Because of the importance of these issues to organizational life, this work presents a bibliographic study on the topic of maturity models and their applicability in the area of Organization Learning, proposing a diagnostic tool of maturity to maturity levels for monitoring of internal practices and comparison to best market practices in ... (Complete abstract click electronic access below)

The core of biotechnological industry is biomedical products which are related to health and life and need clinical trial. Laboratory data are collected during different stages of clinical trial. Laboratory data are provided by laboratories which are accreditated internationally. Most of medical laboratories in Taiwan are not accreditated. This exploratory research is to understand the change of healthcare envirovement and the stratege of accreditation to be taken when we develop the biotechnological industry which needs to be accreditated. We used questionare as a tool and mailed 616 and received 152. The statistical methods are descriptive and nonparametrical statistics. The results show as following: 94.7% of the responders agreed to have Taiwanese own medical laboratory accreditation system which should be approved by the Department of Health. The surveyors of hospital accreditation are appraised. Most of the responders (89.5%) did not agree the replacement of professional peer review by physicians without clinical laboratory training. The quality and quantity of CNLA surveyors need to be improved. Continous quality improvement gets concensus of the responders. The certification of accreditation shall connect to the payment system of national health insurance but does not equal to good clinical laboratory. Most of the responders (88.8%) recognized that implementing medical laboratory accreditation system is a part of organization learning. ISO 15189 medical laboratory accreditation is the first choice of the responders (50.7%) and CAP-LAP is the second (28.3%). The reasons for implementing and not implementing medical laboratory accreditation system are improving quality and the change of hospital accreditation, and just applying hospital accreditation and not required by law. Key words¡Ghospital accreditation, ISO 15189:2003, CAP-LAP, program for improving biotechnology industries, contract research organization, business strategy, organization learning.

Abstract Operation and Management of Learning Organization¡XA case study of the Central Personnel Administration, the Executive Yuan. The twenty-first century is the era that economy takes command. Under this situation, knowledge management is the major measure to obtain, share and transfer knowledge. On the other hand, learning society concept, promoted in advanced countries, makes many organizations work towards becoming ¡§learning organizations.¡¨ Knowledge management and learning organizations are gradually influencing the department functions and personnel roles within organizations. In human resources management, education, training and development functions, etc will still be emphasized. However, being impacted by these two tendencies, human resources management will have to merge the organization learning and knowledge management into the organization mechanism, it with result in innovative learning ideas in order to mold the learning culture of organizations and improve employee¡¦s capability and organizational effectiveness. This case study will explore the procedures and achievements from the learning organization promoted by Central Personnel Administration, the Executive Yuan with the basis of strategic human resources management of learning organizations. The research will find out current issues of human resources system of central government and what can be done to correct the issues. From the issues discovered, suggestions will be offered to central government institutes to serve the reference planning and promoting the learning organizations. Key words¡GKnowledge management, Organization learning, Learning organizations, Strategic human resources management, Case study, Central Personnel Administration of the Executive Yuan.