<p>This essey discuss competence development for the employees in a unit of the Swedish police authorities. The purpose with this survey has been to show an understanding for how this unit within the Swedish police authorities works with competence development and what kind of competence investments they carry out and also why competence development is important in their organisation. To answer the purpose of the survey and the questions a qualitative method has been used remaining interviews with five involved respondents working in the investigated unit. The result shows that needs for competence development are made clear during meeting for personal development and during the local educational council inventories. Competence development for the employees is prioritated for the policemen comparing to the civil employees on account of that the policemen have a demanding work and they have to develop their work all the time because of the resisting circumstances. The policemen always have to retain and develop their competence to always feel safe and secure and they have to be able to handle the situations that their profession require. According to the result it has been shown that evaluation and follow- ups after carry out an education shuld be more effective and should be performed after every education occasion. According to the investigated unit the work with evaluation and follow-ups in the unit are not taking place in the extent it should be doing. The result of the survey has further shown that a development concentrated on learning takes place in the daily work of a policeman despite their experiences about the learning within the organisation has gone from collective learning to individual learning. This unit of the Swedish police authority does an extensive work with competence development for their employees. They have a positive attitude to competence development when they think retaining and development of competence are very important within the profession of a policeman.</p>

This essey discuss competence development for the employees in a unit of the Swedish police authorities. The purpose with this survey has been to show an understanding for how this unit within the Swedish police authorities works with competence development and what kind of competence investments they carry out and also why competence development is important in their organisation. To answer the purpose of the survey and the questions a qualitative method has been used remaining interviews with five involved respondents working in the investigated unit. The result shows that needs for competence development are made clear during meeting for personal development and during the local educational council inventories. Competence development for the employees is prioritated for the policemen comparing to the civil employees on account of that the policemen have a demanding work and they have to develop their work all the time because of the resisting circumstances. The policemen always have to retain and develop their competence to always feel safe and secure and they have to be able to handle the situations that their profession require. According to the result it has been shown that evaluation and follow- ups after carry out an education shuld be more effective and should be performed after every education occasion. According to the investigated unit the work with evaluation and follow-ups in the unit are not taking place in the extent it should be doing. The result of the survey has further shown that a development concentrated on learning takes place in the daily work of a policeman despite their experiences about the learning within the organisation has gone from collective learning to individual learning. This unit of the Swedish police authority does an extensive work with competence development for their employees. They have a positive attitude to competence development when they think retaining and development of competence are very important within the profession of a policeman.

Becoming an effective agent of development in the challenging and complex context of the development NGO in Sub-Saharan Africa necessitates prioritizing learning and adaptation. But NGOs are often not characterized by such a strong learning culture and commitment; and Christian NGOs are no exception. Reforming both the commitment to learning and the structures that support it is a pressing challenge facing Christian NGOs committed to being effective agents of development. Such reform requires careful analysis of the context of Sub-Saharan Africa, special consideration of the complex broader socio-political structure of the NGO world, and systematic research into understanding organizational dynamics that facilitate learning. Data from this research contributes to building an integrated learning model. Applying this model through a case study of specific Christian NGO—World Vision Burundi—leads to both identifying factors that undermine learning and proposing a set of recommendations that will help this NGO become a more effective learning organization.

Becoming an effective agent of development in the challenging and complex context of the development NGO in Sub-Saharan Africa necessitates prioritizing learning and adaptation. But NGOs are often not characterized by such a strong learning culture and commitment; and Christian NGOs are no exception. Reforming both the commitment to learning and the structures that support it is a pressing challenge facing Christian NGOs committed to being effective agents of development. Such reform requires careful analysis of the context of Sub-Saharan Africa, special consideration of the complex broader socio-political structure of the NGO world, and systematic research into understanding organizational dynamics that facilitate learning. Data from this research contributes to building an integrated learning model. Applying this model through a case study of specific Christian NGO—World Vision Burundi—leads to both identifying factors that undermine learning and proposing a set of recommendations that will help this NGO become a more effective learning organization.

The field of organizational learning (OL) has been characterized by a wide diversity of opinions, definitions, and conceptualizations. After the publish of Senge's ¡mThe fifth discipline¡Gthe art and practice of the learning organization¡n, OL becomes a biblical important management topic after 1990s. In Taiwan, many business enterprises have been continuously accumulated OL management practices for near 20 years. However, the researches about how to build learning organization or OL were inadequate and insufficient empirical studies are made. This paper is an exploratory research employs mainly the ¡§case study¡¨ method to study the OL activities and processes in a Taiwanese company (C Company), an OL pioneer of practice, which has been continuously establishing OL for over 10 years without stop even facing the financial crisis. In C¡¦s case, 2-stage OL transformations are demonstrated with different learning strategy, value, structures, mental models, and results/consequences The major findings of this study are summarized as following: 1.The C company leader¡¦s personal experience is the key influence factor to C¡¦s OL. 2.The reform in the OL evolution of C company shows as practical example/model how organization can adapt and unlearn from single-loop learning to double-loop learning then deutero-learning eventually.

Abstract The 21st century is knowledge-economy era. In the era of knowledge economy, those who dominate the knowledge and the technology are able to meet the challenges in the future. Because of the competition in knowledge and technology, couple with the rise of information and internet technology, innovation strategy has also taken into the new century. In order to improve organizational performance, management and sharing of corporate knowledge as well as innovation strategies are getting more important, therefore, effective knowledge management and innovation strategy will be one of the key factors of corporate success. Knowledge is the core competitive advantage the most important and the most difficult to imitate. Only through constantly improving, attracting, creating and utilizing abundant knowledge, and integrating in its core competence can it superior to competitors. This thesis adopts case study on one leading domestic company in semiconductor packaging and testing industry. Conduct questionnaire methodology at managers and engineers, and survey five dimensions on knowledge management processes, leadership, corporate culture, information technology and performance evaluation. The main purpose is to realize current implementation of corporate knowledge management, activities and performance, and to conclude the development of knowledge management in the company. Specifically, the purposes of this study are as follows: First, summarize existing literature to understand the effective implementation method for knowledge management. Second, realize corporate current status of knowledge management activities. Third, research on how the company strengthens existing knowledge management practices to retain the core knowledge, enhance manpower quality, and create added value after merging into a fast-growing organization. Finally, the suggestion on KM implementation is proposed for reference. By way of questionnaire survey and in-depth interviews to understand current application and direction of knowledge management, and to conclude specific suggestions for improvement reference, hopefully this thesis benefits the company to enhance corporate competitiveness.

As the number of employee retirement grows, the enterprise inevitably faces the manpower change on a large scale. In order to reduce the cost of the knowledge inheritance from senior personnel to junior personnel to the minimum, it is necessary to evaluate the feasibility of establishing an educational mechanism based on ¡§organizational learning¡¨ and ¡§knowledge management¡¨, under which the junior personnel can learn effectively. Based on the experiences, methods as well as the implementation skills accumulated by the senior personnel in the long term, ¡§Knowledge Management¡¨ constitutes the mechanism of expertise acquisition, integration and accumulation by tutoring and practicing. With the mechanism, the knowledge inheritance is brought into full play and furthermore, develops new expertise unceasingly. By ¡§Organizational Learning¡¨, organization can acquire the persistent competitive advantage. Therefore, the research goal includes the following: 1. Comprehend the application of ¡§Knowledge Management¡¨ and ¡§Organizational Learning¡¨ on corporate organization and educational training. 2. Discover the possible latent problems in the existing operation mode adopted by TPC training unit. 3. Intend to establish an operation mode by setting up a corporate university based on ¡§Knowledge Management¡¨ and ¡§Organizational Learning¡¨. To improve the operational effectiveness of TPC training unit and to enhance knowledge transfer and talent development. Based on the material obtained from the comparison between the existing theory and the empirical information, results of this study draw conclusions as follow: 1. Corporate university operated by the mode of ¡§Organizational Learning¡¨ and ¡§Knowledge Management¡¨ can achieve enterprise goal. 2. Corporate university can build the learning-friendly environment that is favorable for constructing a learning organization. 3. Corporate university not only teaches expertise and workmanship but also organization culture. 4. Corporate university is the core factor and driving force of business continuity. Keywords¡GKnowledge¡BKnowledge Management¡BOrganizational Learning¡BLearning Organization¡BCorporate University

This study is according to the assumption of Systems dynamics approach to discuss the definitions of crisis management theory, and believes that there is not only crisis that happened naturally or simply created by human error, but also self-formed crisis by decision maker: Crisis comes from a decision which was right at that time. After complex interaction in the organization structure, this decision could turn into a serious crisis. If we can find out which decision would created crisis like that, or change the wrong structure, manager could put more effort on those crisis that could not be predict, and release the resource burden of management. The conclusions of this study are presented as follows: 1. This study divides crisis into two categories: Crisis that formed gradually and accident. The former could be solved by systematic view. 2. Form the history of studied case, we found that if decision maker didn¡¦t think about what side effect might have in the future, it could trigger some of reinforce loops and cause the crisis. And the reason of why they make the wrong decision is caused by the mental models of what could be right. 3. Each of the Fifth disciplines of learning organization could make the organizations more healthy, it could have chance to avoid all the troubles in this case study, and keep the decision makers and members of organization from making wrong decision according to their mental models.

The Fifth Discipline¡¨,written by Dr. Peter M Senge in 1990, offers the prevalent concept of learning organization. Since its release, the book has generated a great deal of enthusiastic responses and much popular support from academic circles and authorities in other related areas of activity, in which people with practical experience regard the concept of learning organization as the source of enterprising competitive advantages. This research takes financial services industry of the automobile as an example, probe into the influence that learning organization characteristics brings in this industry, and combine several theory, with the factor that its influences, the view from the enterprise activity (information-collected ), organizational innovation and organizational performance to make deep analysis of the financial services industry of the automobile. The purposes of the research are as follows:To examine material resource of both learning organization characteristics and organizational innovation. The integration of learning organization characteristics and organizational innovation is a concept that impacts the organizational performance. By applying the concept, a newly developed theoretical structure among learning organization Characteristics, organizational innovation and organizational performance is formed.Probes into the learning organization characteristics in the financial services industry of the automobile to the influence of organizational innovation. Probes into the learning organization characteristics in the financial services industry of the automobile to the influence of organizational performance. Probes into the organizational innovation in the financial services industry of the automobile to the influence of organizational performance The sample of this study has 203 analyse samples effectively in the financial services industry of the automobile.Many quantitative methods, including principal component analysis,confirmatory factor analysis,Pearson correlation,Cronbach¡¦s £\ and LISREL analysis, and used to test the hypothesis of this research. The main findings of this research are as follows: There was significant and direct relationship between learning organization characteristics and organizational innovation. There was significant and direct relationship between organizational innovation and organizational performance.The learning organization characteristics would indirectly affect the organizational performance through the intermediate function of organizational innovation.The learning organization characteristics should have a result of synergy via the way of organizational innovation.

Relevance of the subject. A learning organization is one of learning society cells, therefore the diagnostics of learning organization features expression in organizations is of different a types (including development institution) is an important factor while developing concrete organization towards learning organization model and influencing creation and development processes of the learning society. It is obvious that in such organizations heads take the main role. In the contemporary learning society attitude to head is changing cardinally, as the leaders of theses organizations should be obvious team leaders, taking a decisive role, ensuring work efficiency of all organization; and new attitude to leadership in educational institutions is based on more subtle and more important tasks. Applying leadership as one of the most efficient leadership ways, organization becomes more harmonious, inter-relationships are created among the workers, which encourages improving of learning. Consequently, in this context a scientific problem raises: what are heads-leader’s expression opportunities in contemporary school, as a learning organization? The object of the work: leader’s expression opportunities in contemporary learning organization. The aim of work: to analyze and evaluate leaders’ expression opportunities in contemporary organization. The objectives: 1. To ground theoretically heads-leaders’ expression opportunities in contemporary learning organization. 2. To research... [to full text]