本研究旨在探究學習型組織理論在地方政府實施的各項問題，包括地方政府的特質對於發展學習型組織的影響、障礙與啟示，地方政府發展學習型組織的策略與評估、學習型組織相關理論對於地方政府發展學習型組織的啟示等。研究者透過親自參與協助個案發展學習型組織，並以本身職務之便採用文獻探討、問卷調查、訪談及觀察等四種研究方法，針對個案在縣長的親自參與與領導發展學習型組織的過程與階段性成果，做質性與量化並用的研究。 本研究發現領導者的重視與親自參與否是地方政府發展學習型組織的關鍵，而對於學習型組織的意義、策略與評量之了解與妥適靈活運用，更是發展學習型組織的重點。同時本研究亦發現地方政府必須具備必要之基本條件才能實施發展學習型組織；並輔以充分條件，始能讓發展學習型組織發揮得更加完美。而為一般組織成員所最感困擾的發展學習型組織之障礙「沒有時間」，其實是可以克服的，關鍵在於組織的團隊行動學習是否能夠落實施行。 至於地方政府發展學習型組織的另一個難處「成效評估」，本研究發現採用觀察與訪談結果交互比對的方式，其效果遠比問卷調查的結果來得真實可靠。 地方政府發展學習型組織的藝術在於與施政策略的融合，透過學習型組織理論與其他妥適之領導與管理理論的靈活應用，讓地方政府發展學習型組織形成一種自然的組織運作方式，則是成熟的學習型組織。 / The purpose of this study was to explore the problems were faced by the local government when it adopted and implemented learning organization theory. These problems included the influences, obstacles and inspirations of the characteristics of the local government when it developed learning organization; the strategies and assessments of developing learning organization by the local government; the inspirations of related leaning organization theories for local government to develop learning organization. There were four research methods were adopted in this study: document analysis, questionnaire, interview and observation. Both of quantitative and qualitative data were collected by this study. The researcher was through his participation and helping the governor to develop learning organization in Pingtung County government to collect the data. The focus of this study were the processes of participation and leadership of the governor in developing learning organization and results of the first stage of developing learning organization. The study found that both of emphasis and participation by the local government leader was the critical point of the success of developing learning organization. The understanding of the meaning, strategies, and assessments of learning organization and implemented them appropriately with good flexibility were the key point of developing learning organization. In the mean time, the study found that the local government must owned some fundamental conditions in order to develop learning organization. A perfect operation of learning organization was assisted by full conditions of the local government. “There was no time” was the main obstacle perceived by the members of the organization when developing learning organization. Actually, it could be overcome if the implementation of the team action learning of the organization was put into effect. Another difficulty for the local government to develop learning organization was ” the assessment of the effect.” This study found if we adopted the results from observation and interview and checked them mutually. It could be obtained a more reliable result than the questionnaire. The art of the local government to develop a successful learning organization was to integrate with the strategies of administration. A mature leaning organization was the learning organization operated naturally in a daily-based. The local government must combined the theories of leaning organization, leadership and management and implemented them appropriately with good flexibility to develop a successful learning organization.

The diploma thesis is focused on the project-based learning. Specifically, it deals with the possibility to utilize the project-based learning within eTwinning for teaching students of educational fields at high school. The goal of the work was a theoretical analysis of the problem as well as a prototype of a project which focuses on pre-school and extra curricular education. The methodology used in this work is based on the participatory-action research. First, a form-based survey was conducted to find out conditions and suggestions about the structure of a project within eTwining. The survey respondents were teachers of pedagogy and educational fields. Next, the researcher, author of the thesis, prototyped a project that was consequently reviewed by three teachers out of the survey respondents. Also, these teachers were interviewed for their opinions about the project prototype as well as about utilizing the project-based learning within eTwinning when teaching students of pedagody and its fields at high schools. The result of the research showed that high schools teaching fields of pedagody would have only minor issues with the project-based learning within eTwinning. Moreover, it was found out that teachers percieve the activity of eTwinning as benefitial for the education of future pedagogues. Powered...

TITLE: Learning Organization in House of Children and Youth Conditions in Prague (region Prague) AUTHOR: Bc. Ján Rybárik DEPARTMENT: English language department / Centrum of the School Management SUPERVISOR: PhDr. Václav Trojan, Ph.D. ABSTRACT: The thesis deals with the application of the theory of learning organization in terms of school facilities for leisure education - Houses of children and youth in Prague. Author builds on the thesis of 2009 which dealt with the similar theme of the Houses of children and youth and their current conditions in the Czech Republic. The thesis is based on the theoretical principles of learning organizations established especially by Peter M. Senge. The actual status of the learning organization was diagnosed by the questionnaire survey in the following areas: the organization structure (flexibility, information sharing, and teamwork); processes (management and skills knowledge, information technology); culture (leadership, learning support, and feedback - evaluation); stimulation (strategy, personal development, motivation). Author provides an analysis of the data obtained in the questionnaire research (including 117 respondents of Houses of children and youth in Prague). The survey results were consequently compared with the former results of a similar questionnaire...

Digitalization initiates and drives significant changes to the process level, organization level, and business level of software-intensive product development (SIPD) companies and their customers. Digitalization creates new opportunities through digital transformation strategies of the business environment. Digitalization also significantly reduces the turnaround-time on a transaction, driving new challenges for the alignment of business and technology changes. For a successful business model realization, a company must understand what capabilities the organization has (in staff and products), what is required, and more importantly, how to turn these capabilities into good-enough abilities without disturbing the effectiveness and efficiency of the daily operations. Integrating the product and service development and the value delivery with a learning organization is critical for efficient business model change (BMCh). This thesis seeks to develop conceptual models for how BMCh is linked to value, learning organization design, and the transformation of capabilities into abilities derived from business model activities and actor interactions. Such conceptual models facilitate to investigate and identify critical mechanisms and capabilities needed to effectively and efficiently manage BMCh at full scale for SIPD companies, allowing them to exploit the on-going digitalization, may it be through (disruptive) business model innovation, technology innovation, or by continuously adapting and evolving the business operations.   I use the SIPD company as the unit of analysis, with the dual-lens of value and knowledge, set in the context of a business model and how the value creation and capture are influenced by the interaction between two actors performing a business model activity. I build on the business model literature and infuse theories for knowledge creation, learning organizations, and contractual promises to create value. Conducting a cross-disciplinary literature review, followed by a synthesis of related literature, industry best-practices, and an associated design science study, my propositions were validated in a longitudinal case study exploring a service industrialization program in the telecommunication industry. I have produced five conceptual models and seven propositions as a start to be able to support the design of a governance mechanism, as the critical engine for both the learning organization and effective and efficient BMCh. The industry now explores the models found during the case study. My synthesis shows a need for further research into BMCh regarding early detection and measurements of gaps in value, gaps in knowledge, ambiguity, equivocality, and abilities. Flexible role-based governance views present the measurements, as part of the governance mechanisms for full-scale, effective, and efficient BMCh. Further, I also aim to implement such governance mechanisms in software, by using the associated research in intent-driven systems. In the meantime, I propose industry to build knowledge and experience related to the seven propositions.

Made available in DSpace on 2016-04-27T14:30:46Z (GMT). No. of bitstreams: 1 Adriano de Sales Coelho.pdf: 1053843 bytes, checksum: 4b8a1937abf31ca2b391a9816eaf33cf (MD5) Previous issue date: 2011-09-15 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The present research arises from the restlessness concern of a school manager who after two decades of study and practice searches for new ways of thinking about school management in the theories of innovation management. He proposes thinking reflectively about educational innovation and the possibilities of its application to the school organization. The main purpose of this study is to reframe the vision and practice of school administrators based on theories of innovation and to identify processes which will facilitate innovative education with the purpose/aim of building innovative school environments. It develops concepts of school organization, social function, Educational and School Management. The research addresses the correlation between GTA and School Management the General Theory of Administration, aligning techniques and concepts used in administration which, when questioned and considered and, taking into account the policy of the educational organization, are likely to be applied in the educational context. The research methodology was qualitative with a reflexive-interpretive purpose and its results showed that the introduction of the principles of innovation to thinking reflexively to School Management permits the development of innovative organizational solutions such as the Management of Knowledge and the development of Learning Communities, making possible the creation of innovative school environments and strengthening the construction of a school as a learning organization / O presente trabalho de pesquisa surge da inquietação de um gestor escolar que após duas décadas de estudos e práticas, busca nas teorias da Gestão da Inovação, novas formas de pensar a Gestão Escolar. Propõe um pensar reflexivo acerca da inovação educativa e suas possibilidades de aplicação à organização escolar. O estudo teve o objetivo de ressignificar a visão e prática de gestores escolares a partir de teorias da inovação e indicar processos facilitadores à inovação educativa, com fins de contribuir para a construção de ambientes escolares inovativos. Desenvolve conceitos de organização escolar, função social, Gestão Educacional e Escolar. Aborda as correlações entre Gestão Escolar e TGA Teoria Geral da Administração, aproximando técnicas e conceitos utilizados em Administração que, quando criticados e refletidos e, respeitando as especificidades da organização educacional, são passíveis de aplicação no contexto educacional. A metodologia de pesquisa foi qualitativa de cunho interpretativo-reflexivo e seus resultados mostraram que a introdução de princípios da inovação ao pensar reflexivamente a Gestão Escolar propicia o desenvolvimento de soluções organizativas inovadoras como a Gestão do Conhecimento e o desenvolvimento de Comunidades de Aprendizagens, possibilitando a criação de ambientes escolares inovativos e fortalecendo a construção de uma escola como organização aprendente

La plupart des acteurs économiques, politiques et sociaux s’accordent à considérer l’enjeu du développement de la formation et du renforcement des compétences clés de chacun, comme un facteur déterminant pour l’avenir de notre société, fondée sur la connaissance. Partant de ce constat, l’apport des compétences clés en termes d’employabilité durable et de sécurisation des parcours professionnels des salariés a été l’objet de notre recherche. Cela nous a conduits à la formulation et aux tests de trois hypothèses qui ont permis d’identifier les définitions des compétences qu’en donnent les principaux acteurs de notre champ de recherche, de proposer un cadre de référence en matière de compétences clés, de considérer l’organisation globale dans laquelle se réalisent ces apprentissages et de mesurer leur valeur ajoutée pour l’employabilité durable. Notre réflexion repose à la fois sur ce que la littérature a produit au sujet des compétences et sur les constats issus des investigations exploratoires menées auprès d’un corpus de salariés. D'un point de vue théorique, nous avons pu constater que les compétences clés sont devenues naturellement un facteur essentiel, notamment en raison de leur caractère transversal. L’analyse statistique des résultats, apportent des éléments de réponse quant à l’influence du management des compétences clés sur l’employabilité des individus et la sécurisation de leur parcours professionnel dans la durée. / Most of the economic, political and social actors agree on saying that the development of training and the skill acquisitions are key factors in shaping the future of our society, based on knowledge. The topic of our research based on the finding that the provision of the key skills in terms of employability is a guarantee for employees to secure their career management. This led us to three hypotheses that allowed us to identify the definitions of competencies given by the main actors in our field of research, to propose a competency framework, to consider the overall organization in which these learning takes place and to measure their added value for sustainable employability.Our reflection is based both on what the publication have produced about the competences and on the findings from the researches made with a among corpus of employees. From a theoretical point of view, we note that key competences have naturally become a determining factor, mainly because of their transversal nature. The statistical analysis of the results, show that the influence of the way you handle key competences on the employability of individuals and the securing of their professional career over time.

Over 80 rural hospitals have closed in the United States since 2010, representing about half of all hospital closures during this period, and another 600-700 rural hospitals are at risk of closing shortly. The purpose of this qualitative exploratory multiple case study, which was based on transformational leadership and diffusion of innovation theories, was to gain a common understanding of financial problems and operational inefficiencies that may be impacting rural hospital leaders in the state of Texas. Data collection involved semi-structured interviews with 4 senior healthcare leaders from 3 separate regions in Texas. Data analysis included compiling, sorting, fragmenting, and reassembling of the data into 19 common themes. The 4 most common themes included poor payer mix and uninsured population, inconsistency with evidence-based measures, costs of providing care exceeding reimbursement, and the movement of inpatient procedures to outpatient. The study findings may help advance the practice of leadership in both rural and urban healthcare. This study may contribute to positive social change by creating awareness of how rural hospitals are in danger of closures, and how these closures can affect urban hospitals and overall quality of life for rural Americans.

Many researchers in numerous studies have focused on leadership style and organizational cultures, but there is an absence of research regarding leader personality traits and productive work cultures in Alberta's oil and gas industry. The purpose of this correlational study was to assess the relationship between leader traits and preestablished learning organization culture benchmarks within Alberta's oil and gas industry. Learning organization culture is an extension of Senge's learning organization theory. Simple random sampling was used to attain a population comprised of 52 employees in Alberta's oil and gas industry who were accountable to an organizational supervisor. Data were collected via the NEO-FFI-3 and the Learning Organization Survey; summarization was accomplished by means of an online third party survey administration service. Regression analyses revealed that each of the 5-factor traits was correlated to learning organization culture. When the model was changed to multiple regression using all traits together, only 2 traits remained significant. Openness to experience positively correlated with learning organization culture, whereas neuroticism was negatively correlated with learning organization culture. The implication for social change is that human resource personnel in Alberta's oil and gas industry can institute information provided in this research to identify and develop leaders who promote innovation in a learning organization culture. Innovation in Alberta's oil and gas industry assists to overcome environmental sustainability, augment technology inefficiencies, and decrease workplace personnel issues.

本文主要之研究目的如下： 1、驗證口語資料分析方法的客觀性與可行性，以推廣此一研究方法至一般管理研究中，使其不再侷限於認知心理學上的運用。 2、以學習型組織的個案為例，利用口語資料分析法瞭解學習型組織在推行的過程中，各階層成員彼此的心智模式差異。 　　本研究承續蔡耀堂（1998）碩士論文的精神，並補之不足，建立口語資料分析的編碼階段：著重口語資料分析法上編碼的工作，以增加其客觀性及研究上的信度。沿用Chi（1994）所提出「口語資料分析及編碼八大步驟」之理論精神，研究設計即為逐步將訪問資料編碼，利用個案公司中兩位成員的訪問資料為範例作重新編碼，並根據兩位受訪者分別對組織在制度面及觀念面不同看法的心智模式作一說明並比較差異。本研究之研究設計步驟如下： 1、 刪減（reduce） 2、 由訪問稿中挑選關鍵字，製造成不同的概念（concept），成為節點 3、 將概念予以連結，並註明連結關係 4、 將不同概念之間的關係連結為網路圖 5、 辨識執行面或抽象觀念面 6、 並將兩人分類後的語意圖彙整為口語資料網路圖，分為制度面及觀念面，並根據網路圖檢視差異性 　　本研究著重Chi（1994）理論的前半部編碼過程，旨在建立客觀的編碼步驟，編碼方式為由下而上的連結，呈現語意網路圖之層級性及完整性。同時藉由網路圖的分析發現組織層級的高低將會影響對公司推動組織變革瞭解的差異。 　　本研究最主要的貢獻在於證明口語資料分析工具的實用性及客觀性，透過逐步繪製語意圖，避免分析者的主觀推論，並且利用語意網路圖將不受訪問題目設計的限制，窺知其背後的思維邏輯，跳離文字一度空間的限制。將口語資料分析法介紹至一般研究方法中，當利用個案訪談法作為研究方法時，可以搭配口語資料分析法為其研究工具，將更有另一番斬獲。 第一章 緒論 4 第一節 研究動機 4 第二節 研究目的 6 第三節 研究流程 7 第四節 研究範圍 8 第五節 章節流程 9 第二章 文獻探討 10 第一節 口語資料分析 10 一、 文獻整理 10 二、 本節結論 16 第二節 學習的意義 17 一、 文獻討論 17 二、 本節結論 19 第三節 組織學習的意義 20 一、 文獻討論 20 二、 本節結論 24 第四節 學習型組織的意義 25 一、 文獻討論 25 二、 本節結論 31 第五節 學習型組織的建立 33 一、 文獻討論 33 二、 國內導入學習型組織的範例 37 三、 本節結論 39 第三章 研究方法論 40 第一節 研究設計 40 一、 口語資料編碼的階段 41 二、 舉例說明 42 三、 受訪者心智模式分析階段 44 第二節 研究類型與定位 45 第三節 研究對象與資料蒐集 46 第四章 口語資料分析 48 第一節 個案公司高階及團隊成員的口語資料分析 49 一、 L部長 49 二、 甲團隊成員 82 第二節 研究發現 98 一、 心智模式彙整之步驟 98 二、 心智模式彙整之結果 100 三、 心智模式彙總之解讀 104 四、 本研究與之前蔡耀堂（1998）之研究比較 108 第五章 結論與建議 116 第一節 研究結論 116 第二節 研究限制 118 第三節 後續研究建議 119 附錄一 121 DRC公司的背景資料 121 一、 DRC的經營歷史 121 二、 產品介紹與產業概況 123 三、 組織結構與作業流程 125 附錄二 127 參考文獻 134 圖目錄 圖1-1 研究流程圖 8 圖2-1 學習是經驗與學習的中介變數 20 圖2-2 學習型組織連續帶的觀念 33 圖2-2 百略公司推動學習型組織流程圖 39 圖3-1 語意圖之範例說明 45 圖4-1 團隊成員心智模式之制度面 101 圖4-2 團隊成員心智模式之觀念面 102 圖4-3 L部長之制度面 103 圖4-4 L部長心智模式之觀念面 104 圖4-5 相關論文之語意網路圖 112 圖6-1 DRC變革之前組織圖 126 表目錄 表2-1 組織學習的定義整理 21 表2-2 學者對學習型組織的定義整理 26 表2-3 五項修練 29 表2-4 傳統型組織與學習型組織比較 32 表2-5 企業成功轉型的八大步驟（KOTTER） 35 表2-6 學習型組織的推動 37 表3-1 口語資料之編碼步驟整理 42 表3-4 個案訪談過程總整理 47 表4-1 DRC漫畫社的發展歷史 122 表4-2 L部長訪問時間整理 50 表4-1 與相關論文間的異同比較 115

本研究為整體性的研究中之一部份，整體研究共分為三個部份-系統矩陣建構與分析部份、基層團隊研究、高階團隊形成的過程中心智模式的發展，研究者負責之部分為「研究學習型組織推動的過程中，高階經營團隊的心智模式」，本研究採用的方法為口語資料分析法(The Analysis Of Verbal Data)，此研究方法為將口語資料轉化為圖形方式表示，在將圖形中的資料尋求一定之結構作為分析的基礎，所得到的分析可以作為研究對象的科學數據作為參考再進行分析，此研究方法將可使用的範圍相當廣，值得未來研究者進行社會科學研究時採用之另一種方法。 本研究採用的口語資料分析共分為三個構面進行分析：內容的完整平均性、內容的結構性以及內容的豐富性，研究者先將此三個構面進行假設，並將訪談的內容進行驗證的工作，分別得到以下的結論： 1.完整平均性與投入的程度成正比。 2.結構性與經驗成正比 3.獨特性與角色的扮演相關 此為本研究所假設的議題，其他議題帶後序研究者陸續發現。 學習型組織為近年來新興的一種組織模式，本研究將焦點著重於高階團對引進學習型組織時心智模式之探討，主要在於瞭解高階團對互動的過程，試圖在其中尋找出互動的模式，並試圖尋找出互動的成功要素，另外希望將國內進行學習型組織之企業以較為完整的方式呈現出來，在本研究中發現以下之結論，可分為以下五類： 1.觀念差異產生的因素 2.角色扮演所產生的差異 3.加速變革的方式 4.外聘人員對變革產生的衝突以及應扮演的角色 5.輔導員角色的重要性及扮演之方式 第一章 緒論 5 第一節 研究動機 5 第二節 研究目的 6 第三節 研究範圍 6 第四節 研究限制 7 第二章 文獻探討 9 第一節 學習型組織概述 9 一、定義 9 二、第五項修練的意涵 10 1.學習型組織的特徵 12 2.傳統型組織與學習型組織之比較 12 三、學習型組織的建立 13 四、國內導入學習型組織之舉例 20 第二節 高階主管的功能及角色 21 一、傳統高階主管的功能及角色 21 二、學習型組織高階團隊的功能及角色 22 第三節 高階團隊的形成 22 一、團隊概念再釐清 22 1.團體與團隊的差異 23 2.真實團隊（True Team）？任務團隊(Task Team)？ 23 二、為何要形成高階團隊 25 三、高階團隊之形成 28 1.團隊運作理論 29 2.團隊形成的指標 30 四、高階團隊難以形成之原因 32 五、避免高階團隊形成的障礙 33 第四節 共識之形成 34 一、團隊的角色扮演 34 二、團隊中如何建立共識 37 三、建立的共識的工具 38 1.深度匯談 38 2.有技巧的討論 40 第三章 研究方法 41 第一節 研究敘述 41 研究流程 44 第二節 研究方法介紹 45 一、個案研究法 45 1.個案研究的屬性分類 46 2.個案研究的優缺點及適用性 47 二、 深度訪談 49 1.深度訪談的程序 49 2.深度訪談的問題 49 3.深度訪談的技巧（黃俊英,民85） 50 第三節 研究架構 51 第四章 問題分析與描述 52 第一節 學習型組織 55 一、口語資料分析圖與敘述 55 二、分析與討論（學習型組織概念及執行） 62 第二節 讀書會 78 一、語意網路分析圖及敘述 78 二、分析與討論（讀書會） 81 第三節 團隊 87 一、口語資料分析圖及敘述 87 二、分析與討論 90 第五章 結論與建議 96 第一節 口語資料分析的運用 96 第二節 研究發現 97 第三節 研究貢獻 99 第四節 對企業界的建議 99 第五節 後續研究的建議 99 第一章 緒論 5 第一節 研究動機 5 第二節 研究目的 6 第三節 研究範圍 6 第四節 研究限制 7 第二章 文獻探討 9 第一節 學習型組織概述 9 一、定義 9 二、第五項修練的意涵 10 1.學習型組織的特徵 12 2.傳統型組織與學習型組織之比較 12 三、學習型組織的建立 13 四、國內導入學習型組織之舉例 20 第二節 高階主管的功能及角色 21 一、傳統高階主管的功能及角色 21 二、學習型組織高階團隊的功能及角色 22 第三節 高階團隊的形成 22 一、團隊概念再釐清 22 1.團體與團隊的差異 23 2.真實團隊（True Team）？任務團隊(Task Team)？ 23 二、為何要形成高階團隊 25 三、高階團隊之形成 28 1.團隊運作理論 29 2.團隊形成的指標 30 四、高階團隊難以形成之原因 32 五、避免高階團隊形成的障礙 33 第四節 共識之形成 34 一、團隊的角色扮演 34 二、團隊中如何建立共識 37 三、建立的共識的工具 38 1.深度匯談 38 2.有技巧的討論 40 第三章 研究方法 41 第一節 研究敘述 41 研究流程 44 第二節 研究方法介紹 45 一、個案研究法 45 1.個案研究的屬性分類 46 2.個案研究的優缺點及適用性 47 二、 深度訪談 49 1.深度訪談的程序 49 2.深度訪談的問題 49 3.深度訪談的技巧（黃俊英,民85） 50 第三節 研究架構 51 第四章 問題分析與描述 52 第一節 學習型組織 55 一、口語資料分析圖與敘述 55 二、分析與討論（學習型組織概念及執行） 62 第二節 讀書會 78 一、語意網路分析圖及敘述 78 二、分析與討論（讀書會） 81 第三節 團隊 87 一、口語資料分析圖及敘述 87 二、分析與討論 90 第五章 結論與建議 96 第一節 口語資料分析的運用 96 第二節 研究發現 97 第三節 研究貢獻 99 第四節 對企業界的建議 99 第五節 後續研究的建議 99 / ABSTRACT The thesis is part of the project, including three subtopic--the organization of system matrix, the study of basic organization and the development of mental model within top management team during process of introducing. The main target is "to investigate the mental model of top management team while the term were organized into learning organization. The method of this study was "The Analysis of Veral Data". The chart of mental model from verbal data in this study was transformed from oral record, then analyzed the chart into a suitable model which was high correlation with the data. The extensive analysis of the data was obtained from the mental model as a basis of scientific data. This method could applied to other field of society science as extensive as possible. The verbal data analysis in this thesis would depend on three part of sub-architecture analysis including: the mean integrated of data, the architecture of data; and the extent of data. The investigator, firstly, keep null hypothesis according three part of sub-architecture analysis as description, then processed the verbal data to evaluate the hypothesis, and the conclusion is: •the positive correlation between the mean integrated of data and process •the correlation between architecture and experience •the correlation between independence and membership of partner, this is the topic hypothesis of this study; other discovery need more data for the topic. The learning organization was a new type model, the thesis focused on "the intelligent model of top management team while the term were organized into learning organization", initiated to realize the communication with other member in top anagement team, tried to find out the relationship in top management team when they work together; and got the reason when they could succeed. In other reason, the study would like to find the examples of learning organization as clearly as possible in Taiwan. The conclusion for the thesis as follow: •reason for the difference in theme •reason for membership of partner •method to accelerate the revolution of change •the importance and method to participate the team action