多年來公部門受到了雙重的拘束：一是，預算被刪減；二是，處在需提供更多更好的公共服務的壓力之下。通常，公部門在面對上述資源受限、責任要求愈來愈多的環境時，典型的作法就是精減人力及減少計畫。但這是否為解決困境的良方，仍有待研究。學者Osborne及Gaebler在「新政府運動」一書中，認為最好的解決途徑是尋求「更好的治理形態」，即政府應調整本身的體質、增進效能、滿足顧客，使機關能在最低成本下運作。在一片「再造政府」、「再生工程」及「組織精減」聲中，當今的企業體與公部門組織，已意識到只有提供高品質的產品與服務，才能化解組織的存續危機。而全面品質管理便是一條能幫助組織渡過危機的革命性管理途徑，它與傳統管理實務在管理哲學、管理原則、管理焦點、績效評量、確保品質手段、管理結構、及改進的堅持方面都大不相同。全面品質管理是一種管理哲學，它的主要觀念可摘要為四點：經由組織過程中不斷的改進而致力於品質、經由資訊分享與將決策授權到最低的可能層級，轉換組織文化以鼓勵員工投入與賦予員工活力、創造與維持供應者與顧客的關係、使用資料蒐集與統計理論評量績效中的變異。全面品質管理實施時，應有相關的配合措施：建立品質測量系統、使其能與預算及資源系統相結合、調整人力資源系統、注重員工之訓練與發展等。

現代的組織人員不再只是組織機器的「小螺絲釘」，人是具有自主性的獨立個體，強調自身的價值、規範，工作不再是生活的重心，人工作不只是為了金錢報償，而有自我實現、自我超越的需求，追求多樣化的生活，因此組織應瞭解人員的需要，並創造適合個人發展的環境，當個人獲得發展，個人潛能得到開發，自我的零求得以滿足，進而組織、團體都得到發展，整個人力資源發展得以完成。 　　本文所指的「個人發展」(Individual Development)乃是組織透過教育訓練、學習及發展等途徑，來促使組織成員的知識、技術、能力和行為的改善與績效的提升。所以本研究的重點之一是尋求人性的本質，使組織在從事教育訓練、學習時，能針對人性本質作適當的方案規劃與執行。其二，探述個人發展的需求和方式、組織中那些因素會影響個人發展的進行，及何種組織有利於個人發展。第三，透過個案研究瞭解個人發展的情形和結果。 　　本文研究的章節安排則是：第一章為緒論，說明本文的研究緣起與目的、研究範圍、本文所採取的研究方法與受到的限制，及名詞界定。第二章為理論基礎，分別從心理學、社會學、組織理論及行動理論等理論，探討它們對個人發展的觀點，即其對人性本質的論點，來分析其對組織成員發展的看法，進而歸納出相關的理論基礎。第三章為個人發展理論之主要課題，探述有關個人發展的需求與方式、妨礙組織中個人發展的因素，及解決之道。 　　第四章為個案研究，本文係以國內最大規模的便利商店7-ELEVEN為研究對象，該公司的教育訓練已行之有年，具有完備的教育訓練體系，以瞭解組織實行個人發展的狀況。第五章為本論文的總結與建議。

<p>Abstract</p><p>This paper will examine the co-operation culture in teacher work teams in a primary school currently undergoing reorganization in the Stockholm region. This inquiry is based on qualita-tive interviews with teachers and work team leaders, and is aiming to answer how teachers co-operate during the reorganization process, to find the factors that affect co-operation. Our results show that the two teams practice communication, leadership and participation very differently. Currently there are clear differences in the work team’s tendency to develop and to work with the reorganization process, pedagogic methods, social and emotional awareness and ideological beliefs. Can these two work teams meet despite their differences? Can a changed perspective promote co-operation and development, to become an integrated organization by learning from each other?</p><p>Keywords: Work team, co-operation, interaction, learning organization, reorganization, independent school</p> / <p>Sammanfattning/ Abstrakt</p><p>Det här examensarbetet undersöker samarbetskulturen i två arbetslag på en grundskola i Stockholms län under en pågående omorganisation. Undersökningen grundar sig i kvalitativa intervjuer med lärare samt arbetslagsledare och syftar till att besvara hur lärarna samverkar inom arbetslag under omorganisationen på skolan, samt vilka faktorer som påverkar samarbe-tet. Resultaten visar på att kommunikationen, ledningen och delaktigheten gestaltar sig olika i de båda arbetslagen. Stora skillnader existerar för närvarande i arbetslagens benägenhet att utvecklas. Även arbetet med omorganisationen, pedagogiskt förhållningssätt, socioemotionell medvetenhet och ideologisk uppfattning kommer till olika uttryckssätt. Kan de två arbetslagen mötas trots sina olikheter? Kan ett förändrat perspektiv bidra till samarbete, skolutveckling och en enhetlig organisation genom att lära av varandra?</p><p>Nyckelord: Arbetslag, samarbete, samverkan, skolutveckling, lärande organisation, omorganisation, friskola</p>

Abstract This paper will examine the co-operation culture in teacher work teams in a primary school currently undergoing reorganization in the Stockholm region. This inquiry is based on qualita-tive interviews with teachers and work team leaders, and is aiming to answer how teachers co-operate during the reorganization process, to find the factors that affect co-operation. Our results show that the two teams practice communication, leadership and participation very differently. Currently there are clear differences in the work team’s tendency to develop and to work with the reorganization process, pedagogic methods, social and emotional awareness and ideological beliefs. Can these two work teams meet despite their differences? Can a changed perspective promote co-operation and development, to become an integrated organization by learning from each other? Keywords: Work team, co-operation, interaction, learning organization, reorganization, independent school / Sammanfattning/ Abstrakt Det här examensarbetet undersöker samarbetskulturen i två arbetslag på en grundskola i Stockholms län under en pågående omorganisation. Undersökningen grundar sig i kvalitativa intervjuer med lärare samt arbetslagsledare och syftar till att besvara hur lärarna samverkar inom arbetslag under omorganisationen på skolan, samt vilka faktorer som påverkar samarbe-tet. Resultaten visar på att kommunikationen, ledningen och delaktigheten gestaltar sig olika i de båda arbetslagen. Stora skillnader existerar för närvarande i arbetslagens benägenhet att utvecklas. Även arbetet med omorganisationen, pedagogiskt förhållningssätt, socioemotionell medvetenhet och ideologisk uppfattning kommer till olika uttryckssätt. Kan de två arbetslagen mötas trots sina olikheter? Kan ett förändrat perspektiv bidra till samarbete, skolutveckling och en enhetlig organisation genom att lära av varandra? Nyckelord: Arbetslag, samarbete, samverkan, skolutveckling, lärande organisation, omorganisation, friskola

Companies learn through their employees. In this paper I make research into how knowledge transfer and learning occur at Metso Paper Karlstad AB, which is a partly project based organization. The result is that there are many factors that affect the knowledge transfer in a company. Knowledge transfer occurs mainly between individuals within the company, but also between departments and other actors outside the company. In the gaps between these actors, there is a risk that knowledge is not transferred, which is an obstacle to learning. A great deal of the knowledge transfer and the learning is carried out through individual’s own drive and motivation. I have found that individuals have different motives for transferring or not transferring knowledge. There are types of individuals that understand and act in the interest of the company but also those who act in their own interest, such as power or career. The willingness to transfer knowledge is also affected by the feeling of being secure, both as an individual but also in the employment. These aspects are presented in a model in the paper. There are also individuals that have resigned and do not have a specific interest neither for the company nor their own career, which is a more passive attitude. A mapping of these different types of individuals can help the company to choose the correct actions to be made, in purpose to increase the knowledge transfer. Some general activities that affect knowledge transfer are the understanding of the management of the importance of transferring knowledge and to work in long-term. It is important that the employees understand their role in the total process of the company, and also their role as bearer of knowledge. Increased interactions between departments and internal training sessions based on real competence gaps will most likely stimulate the transferring between departments. / Företag lär genom sina medarbetare. Med denna uppsats vill jag undersöka hur kunskapsöverföring och lärande sker hos Metso Paper Karlstad AB, en organisation med delvis projektbaserat arbetssätt. Resultatet av undersökningen är att det finns många faktorer som påverkar kunskapsöverföringen inom företag. Kunskapsöverföring sker mellan individer, mellan avdelningar och mellan övriga aktörer. I ”glappen” mellan alla dessa aktörer föreligger risk att kunskap inte överförs vilket således är hinder för lärande. Mycket av kunskapsöverföringen och lärandet sker idag utifrån individers egen drivkraft och motivation. Jag funnit att individer har olika motiv för att överföra kunskap eller att inte överföra. Det finns individer som förstår och agerar för företagets bästa men även de som agerar utifrån sina egna syften, vilket kan vara makt och karriär. Viljan att överföra kunskap påverkas även av hur trygg eller otrygg man känner sig i sin yrkesroll och i sin anställning. Därutöver tillkommer de individer som resignerat och inte intresserar sig vare sig för företagets bästa eller för egen vinning, de har en mera passiv hållning. Dessa faktorer presenteras i en modell i uppsatsen. En kartläggning av omfattningen av dessa olika typer av individer kan hjälpa företaget att välja rätt insatser för att öka kunskapsöverföringen. Några generella aktiviteter som påverkar kunskapsöverföring inom företag är ledningens förståelse av betydelsen att överföra kunskap och långsiktighet i arbetet. Det är även viktigt att medarbetarna förstår sin roll i företagets process men även sin roll som bärare av kunskap. Ökad interaktion mellan avdelningar och behovsanpassade interna utbildningar stimulerar sannolikt kunskapsöverföring mellan avdelningar.

Valdymas – tai organizacijos narių pastangų planavimo, organizavimo, vadovavimo ir kontrolės procesų visuma, organizacijos išteklių panaudojimas siekiant organizacijos užsibrėžtų tikslų. Kadangi vadovas yra atsakingas ne tik už organizacijos funkcionavimą, bet ir už sąlygų, būtinų organizacijai ugdyti ir darbuotojų saviugdai lavinti, sudarymą, o čia išryškėja besimokančios organizacijos ypatumai organizacijos valdyme. Tyrimo tikslas – atskleisti „Kėdainių sporto mokyklos“ sporto organizacijos valdymą, išskiriant sporto organizacijos valdymo ypatumus, ir pateikti „Kėdainių sporto mokyklos“ sporto organizacijos tobulinimo kryptis. Tyrime dalyvavo 35 respondentai, iš kurių 71,4 % sudarė vyrai ir 28,6 % moterys. Tyrimo metu naudotas apklausos (raštu) metodas, naudotas klausimynas, kurį sudarė bendra informacija (socialiniai – demografiniai kintamieji) apie tiriamąjį, ir klausimai, susiję su sporto organizacijos valdymu besimokančios organizacijos valdymo kontekste. Tyrimo rezultatai parodė, jog „Kėdainių sporto mokyklos“ sporto organizacijos darbuotojų imtis nėra patenkinti dabartiniu organizacijos valdymu, kadangi vadovas nekritikuoja už padarytas klaidas, neturi kritinio mąstymo, nevyksta darbuotojų poreikių aiškinimosi iš vadovo pusės, todėl santykiai tarp vadovų ir pavaldinių nėra šilti ir geri. Tyrimo rezultatai atskleidė, jog sporto organizacija nesirūpina presonalo ugdymu, joje nėra sudarytų sąlygų darbuotojų savirealizacijai, nėra galimybės... [toliau žr. visą tekstą] / Management - it is planning, organizating, managing and controling process of the organiation members effort and the using of resources of the organization to reach organization goals. However, the manager is responsible not only for the functioning of the organization, but also for the conditions, which are necessary for organization development and training of the staff self-development, formation, and here apparent features of the learning organization in the organization management. The aim of this study - to reveal “Kėdainiai sport school” management of the sport organization, highlighting the features of the sport organization management and submit the direction of improvement of "Kedainiai sport school” sport organization. The study included 35 respondents, of whom 71.4% were male and 28.6% female. The study was based on these methods: questionnaire survey, questionnaire, which consisted of general information (social - demographic variables) about the respondent, and issues related to the management of sport organization in the management of the learning organization. The results showed that “Kėdainiai sport school” sports organization's staff is not satisfied with the current organization management, because that the manager does not criticize for mistakes, has no critical thinking, there is no interpretation of the needs of employees from the manager side, so the relationship aren’t warm and good between manager and his subordinates. The... [to full text]

Šiuolaikiniame ugdyme akcentuojama, jog matematika yra reikšminga pasaulio kultūros ir veiksminga jo pažinimo dalis. Sudėtinga prisitaikyti prie nuolat kintančios tikrovės, jeigu nėra pakankamai gerai išlavinti problemų sprendimo įgūdžiai, jeigu stinga žinių, noro mokytis ir tobulėti, nepasitikima savo jėgomis. Taigi, šiuolaikinis mokymosi organizavimo procesas neįsivaizduojamas be sėkmingo mokytojo ir mokinio santykio, kuris daro poveikį mokinių mokymosi pasiekimams.Tačiau kaip nuo matematikos pamokos organizavimo būdų priklauso IV klasės mokinių mokymosi pasiekimai nėra pakankamai išnagrinėta. / It is emphasized that mathematics is important world culture and the efficient cognition part in modern education. It is complicated to adapt to the constantly changing reality, if the problem solving skills are not developed well enough, there is a lack of knowledge and desire to learn and improve, distrust to your own forces. Therefore the modern learning organization process is inconceivable without the successful relationship between the teacher and the student which influences students’ learning achievements. However it is not analyzed enough how IV form students’ learning achievements depend on the math lesson organizational methods.

The final paper deals with training development system for civil servants. During the five years of Lithuania‘s independance the training of civil servants was delivered on an ad hoc basis. In 1995 the Law of the Officials of the Republic of Lithuania was passed. It was a starting point for the creation of the civil service training system. In 1999 after the adoption of the Law of the Public Service, the need to leggaly stabilize, the market of civil servant‘s training became apparent. In 2002 after the Law of the Public Service entered into force it vas necessary to start rationalizing the training system of civil servants relating it with the annual performance evaluation of civil servants. In 2002 The Training Strategy for Civil Servants has been approved. According to the Strategy it was necessary to identify the priority areas for civil servants training and the priority groups of civil servants that should undergo this training.

Au regard des mutations notamment celles du contexte hospitalier et de l’évolution constante des savoirs à mobiliser dans la pratique quotidienne, la professionnalisation des infirmières devient un enjeu et une nécessité.Cette recherche développe une approche compréhensive du phénomène des apprentissages infirmiers informels. L’objet de recherche porte à la fois sur la perception d’apprentissage des professionnelles dans le quotidien du travail et sur leur perception de soutien organisationnel d’apprentissage de leur établissement de santé. Le sujet est traité en articulant le niveau microsociologique, celui de l’infirmière sujet social apprenant et le niveau macro sociologique, celui de l’organisation.Dans une recherche qualitative, nous mettons en exergue les pratiques d’apprentissage informel sur le terrain. Ces apprentissages informels, c'est-à-dire secondaires aux activités de la vie quotidienne, ni organisés ni structurés, ont un caractère non intentionnel la plupart du temps (Cedefop, 2009). Le corpus des apprentissages s’appuie sur des données empiriques recueillies lors d’une recherche exploratoire à l’aide d’un journal de bord auprès de trente professionnelles sur deux terrains, une clinique et un hôpital. L’analyse des résultats de la première phase conduit à l’élaboration de catégories des contenus, des occasions, des ressources donnant lieu à perception d’apprentissage. Un questionnaire valide ces résultats à grande échelle dans les deux établissements de santé puis interroge la perception de soutien organisationnel d’apprentissage.Ces deux recherches qualitative et quantitative montrent que les perceptions d’apprentissage et de soutien organisationnel d’apprentissage des infirmières dépendent à la fois des caractéristiques propres aux professionnelles et de celles de l’environnement de travail. L’hôpital pourrait alors être considéré comme un archipel d’îlots apprenants. / In regard of transformations, especially concerning hospitals and the constant evolution of required knowledge in daily practice, the professionalization of nurses is a challenge and a necessity. This research develops a comprehensive approach to the phenomenon of informal learnings of nurses. The purpose of this research focuses on both the learning perception of professionals in their daily work and their perception of organizational support for learning in their health facility. The subject is dealt with by articulating the micro-sociological level of the nurse as a learner and the macro sociological level of the organization.In the qualitative research, informal learning practices are highlighted. This informal learning, second to the daily activities, neither organized nor structured, have a non-intentional character most of the time (Cedefop, 2009). The corpus of informal learning is based on empirical data collected during an exploratory search using a logbook with thirty professionals in two different fields, a private clinic and a hospital. Analysis of the results of the first phase led to the development of categories of contents, opportunities, resources, leading to learning perception. A questionnaire validates these results on a large scale in the two establishments and questions the perception of organizational learning support. Both qualitative and quantitative research show that learning perceptions and organizational learning support of nurses depend both on the specific characteristics of the professionals and those of the working environment. The hospital could then be considered as made of learning islets.

The main objective of this diploma thesis is to characterize forms of education in selected enterprise, analyse it in relation to the corporate culture and suggest changes leading to a desirable future state of the knowledge-based economy. In connection with the theme and the main objective of this thesis is the research also focused on the corporate culture, the recruitment and the selection of employees. The theoretical part consists of theoretical knowledge, which relate to the issue of development of employees through lifelong learning, selection of employees, corporate culture and knowledge economy. The practical part contains information about selected company. This part also analyses the corporate culture, the selection and training of employees, through the use of quantitative and qualitative methods. The obtained results are the basis for proposing effective changes. At the end of the diploma thesis are proposed some changes which should improve the current situation, especially the area of employee training to reach a knowledge-based economy in the future.