abstract: This dissertation aims to present an emerging theory of leadership for active learning organizations in higher education by clarifying factors leaders should integrate to facilitate adaptability. The emergent theory is grounded in multi-year mixed methods action research exploring the role of design, delivery, and leadership of a reflective action learning team model on innovation in a higher education setting. Four research methods were employed including document analysis, interviews, observations, and surveys. Data were analyzed using content analysis, process analysis, coding, frequency analysis, descriptive statistics, Cronbach’s alpha, and Wilcoxon signed-rank test. A grounded theory approach permeated all analyses. Research was guided by theories of experiential learning, action learning, and organizational learning, as well as change theory and design thinking. Results revealed that leaders of active learning organization can improve innovation by facilitating reflective action learning teams that are inclusive, empowering, and iterative. Additionally, teams that display more frequent and consistent welcoming, ideating, synthesizing, and mentor seeking behaviors have more innovative outcomes than teams displaying these behaviors less often and inconsistently. This research indicates that employees who participated in these teams gained the skills and knowledge needed to develop innovative proposals for the organization and increased individual innovative abilities at a statistically significant level. This study adds to the existing literature by offering a theory for leadership to promote effective team learning and innovation. / Dissertation/Thesis / Doctoral Dissertation Leadership and Innovation 2020

The subject of my graduation theses is „Proposal and Apply into Practice of a System of Learning Organization“. Because of high competitive conduct in the marketplace and continual progress in all of branches, the continual improving is very important for all companies. Many of workers are often irreplaceable. And company is becoming very vulnerable in the case of his inability or leaving. This problem can be solved by transformation of „a learning organization“. It is the complicated process, when is necessary to change an organization structure, to analyse current working stations and to analyse real organization´s requirements (personal audit). Coessential part is an actual description of working stations, determination and evaluation single worker´s competences and fulfilment evaluation. By establishing „a system of a learning organization“ we can get a target for future and also we put aside a risk so-called „irreplaceable worker“. A practical part is targeted on research. The main instruments are questionnairies and interview. The questionnairies are targeted on worker´s satisfaction, competence and evaluation. Gained information can be used for comparation with the previous research and as a base for a proposal. A theoretical part is targeted on methodology that deals with evaluation of workers and also with components of „a system of learning organization“. It means a methodology of working station´s analyse, determination and evaluation single worker´s competences, methodology 360° etc. The purpose of this work is to propose and apply of „a system of a learning organization“.

This thesis is organized in three different parts. In the first part Ericsson’s methods fordeveloping and deploying the existing knowledge are analyzed. In the second part we analyzethe competence build-up for consultants within a technical domain that is constantly evolving.The third part is an evaluation, on an overview level, of a new organizational concept thatEricsson launched. The concept is a way to globally manage knowledge and competencewithin different technical domains. The concept is called Global Competence Center.The method applied was interviews, as a first step to learn about the subject and also forourselves to get to know the organization in which we conducted our research. Interviewswere also used in order to answer our research questions. The employees gave their view onwhat makes learning more efficient. Examples are hands-on, reality based and problemoriented tasks. This was combined with studies of literature and our own experiences oflearning.Our study shows that a combination of different methods for developing and deployingknowledge and building competence seems to be most suitable. This is based on theinterviewees’ experiences and the principles of a theory about adult learning called andragogy.From the interviews, we also received suggestions about work improvements for theconsultants’ work roles. A competence program was developed for the building ofcompetence amongst consultants. The program uses case studies and mentorship as two of themethods, which both apply to the theory of andragogy. / Den här rapporten är uppdelad i tre olika delar. I den första delen analyseras Ericssonsmetoder för att utveckla och sprida existerande kunskap. I den andra delen analyserar vikompetensuppbyggnaden för konsulter inom en teknisk domän som ständigt förändras. Dentredje delen är en utvärdering, på en översiktlig nivå, av ett nytt organisatoriskt koncept somEricsson har startat. Konceptet är ett sätt att hantera kunskap och kompetens inom olikatekniska domäner. Konceptet kallas för Global Competence Center.Metoden vi använde var intervjuer, som ett första steg för att lära oss ämnet men också för attlära oss organisationen som vi utförde vår studie i. Intervjuer användes också för att kunnabesvara våra frågeställningar. De anställda gav sin syn på vad som gör lärande mer effektivt.Exempel är hands-on, verklighetsbaserade och problembaserade uppgifter. Arbetetkombinerades med litteraturstudier och våra egna erfarenheter av lärande.Vår studie visar att en kombination av olika metoder, för att utveckla och sprida kunskap ochbygga kompetens, verkar vara mest lämplig. Detta är baserat på de intervjuades erfarenheteroch principerna av en teori om vuxnas lärande, kallad andragogik. Från intervjuerna fick viockså förslag på förbättringar för konsulternas arbetsroller. Ett kompetensprogramutvecklades för att bygga kompetens bland konsulter. Programmet använder case-studier ochmentorskap som två av metoderna, vilka båda drar nytta av hur teorierna om andragogiktillämpas.

Den här rapporten är uppdelad i tre olika delar. I den första delen analyseras Ericssonsmetoder för att utveckla och sprida existerande kunskap. I den andra delen analyserar vikompetensuppbyggnaden för konsulter inom en teknisk domän som ständigt förändras. Dentredje delen är en utvärdering, på en översiktlig nivå, av ett nytt organisatoriskt koncept somEricsson har startat. Konceptet är ett sätt att hantera kunskap och kompetens inom olikatekniska domäner. Konceptet kallas för Global Competence Center.Metoden vi använde var intervjuer, som ett första steg för att lära oss ämnet men också för attlära oss organisationen som vi utförde vår studie i. Intervjuer användes också för att kunnabesvara våra frågeställningar. De anställda gav sin syn på vad som gör lärande mer effektivt.Exempel är hands-on, verklighetsbaserade och problembaserade uppgifter. Arbetetkombinerades med litteraturstudier och våra egna erfarenheter av lärande.Vår studie visar att en kombination av olika metoder, för att utveckla och sprida kunskap ochbygga kompetens, verkar vara mest lämplig. Detta är baserat på de intervjuades erfarenheteroch principerna av en teori om vuxnas lärande, kallad andragogik. Från intervjuerna fick viockså förslag på förbättringar för konsulternas arbetsroller. Ett kompetensprogramutvecklades för att bygga kompetens bland konsulter. Programmet använder case-studier ochmentorskap som två av metoderna, vilka båda drar nytta av hur teorierna om andragogiktillämpas. / This thesis is organized in three different parts. In the first part Ericsson’s methods fordeveloping and deploying the existing knowledge are analyzed. In the second part we analyzethe competence build-up for consultants within a technical domain that is constantly evolving.The third part is an evaluation, on an overview level, of a new organizational concept thatEricsson launched. The concept is a way to globally manage knowledge and competencewithin different technical domains. The concept is called Global Competence Center.The method applied was interviews, as a first step to learn about the subject and also forourselves to get to know the organization in which we conducted our research. Interviewswere also used in order to answer our research questions. The employees gave their view onwhat makes learning more efficient. Examples are hands-on, reality based and problemoriented tasks. This was combined with studies of literature and our own experiences oflearning.Our study shows that a combination of different methods for developing and deployingknowledge and building competence seems to be most suitable. This is based on theinterviewees’ experiences and the principles of a theory about adult learning called andragogy.From the interviews, we also received suggestions about work improvements for theconsultants’ work roles. A competence program was developed for the building ofcompetence amongst consultants. The program uses case studies and mentorship as two of themethods, which both apply to the theory of andragogy.

This research sought to understand the role of organizational learning and the experience of the use of organizational learning for the development of sustainability culture in life science companies. Therefore, the study utilized a phenomenological qualitative approach to find out the perspectives of life science companies and life science non-governmental organizations (NGOs) about the subject matter. Furthermore, this study was exploratory and inductive and used a combination of research methods (triangulation). It was found that organizational learning creates sustainability awareness and engagement which contributes to the development of sustainability culture. This in turn would lead to the organization becoming a learning organization that focuses on sustainability. Government policies, quality management systems and internal standards serve as factors that create awareness of sustainability issues and encourage life science small-medium enterprises (SMEs) to continuously engage in sustainability business practices. It was found that various learning methods can be used internally and externally to learn about sustainability. However it is important that learning that is done externally or on an individual level be shared with the organization in a group or organizational level. The study acknowledged a heightened awareness for more sustainability focused practices within the operations of life science companies, however the financial constraints negatively influence how they prioritize their actions. It also identified how collaborations with life sciences NGOs help facilitate the implementation of a long-term sustainability vision and strategies into life science companies.

No description available.

ABSTRACTNGOs today meet several challenges due to growing competition and shrinking aid budgets. These demands are something all NGOs need to find strategies to meet. Learning thereby becomes essential for the organizations survival, success and for sustainable development. To meet these demands organizations need to be able to learn and develop. This minor field study is carried out to promote learning by highlighting knowledge and understanding for goals and objectives. SOIR is a non- governmental organization that in their new strategy for development work is supporting the civil society in building their own community based organizations (CBO) in the rural area of Manicaland, Zimbabwe. The organization Mandeya 2 Development was through the support of SOIR registered as a community based organization (CBO) in the spring of 2012. Mandeya 2 development is in its initial stages implementing SOIRs goals, objectives and strategies for operational work. This study has been focusing on the objective: Reduce stigma and discrimination of orphaned and vulnerable children (OVC) whose parents passed on due to HIV related illness by December 2012.The purpose of the study was to analyze staff and volunteers’ knowledge, coherence and perception of the objective and the root causes the objective aim to address, in order to promote the building of a “learning organization”. The result showed that there was a lack of knowledge and understanding for the objective and that the objective was perceived in different ways by the informants. The result further showed that this has consequences for the organizations possibility to learn and also have impact on the motivation, participation and volunteers’ possibility to affect the operational work performed.Keywords: Coherence, Goals, Learning Organization, NGO, Objectives, sustainable development

Patient safety has progressed in 15 years from being a relatively insignificant issue to a position high on the agenda for health care providers, managers and policymakers as well as the general public. Sweden has seen increased national, regional and local patient safety efforts since 2011 when a new patient safety law was introduced and a four-year financial incentive plan was launched to encourage county councils to carry out specified measures and meet certain patient safety related criteria. However, little is known about what structures and processes contribute to improved patient safety outcomes and how the context influences the results. The overall aim of this thesis was to generate knowledge for improved understanding and explanation of influences on patient safety in the county councils in Sweden. To address this issue, five studies were con-ducted: interviews with nurses and infection control practitioners, surveys to patient safety officers and a document analysis of patient safety reports. Patient safety officers are healthcare professionals who hold key positions in their county council’s patient safety work. The findings from the studies were structured through a framework based on Donabedian’s triad (with a contextual element added) and applying a learning perspective, highlight areas that are potentially important to improve the patient safety in Swe-dish county councils. Study I showed that the conditions for the county councils’ patient safety work could be improved. Conducting root-cause analysis and attaining an organizational culture that encourages reporting and avoids blame were perceived to be of importance for improving patient safety. Study II showed that nurses perceived facilitators and barriers for improved pa-tient safety at several system levels. Study III revealed many different types of obstacles to effective surveillance of health care-associated infec-tions (HAIs), the majority belonging to the early stages of the surveillance process. Many of the obstacles described by the infection control practi-tioners restricted the use of results in efforts to reduce HAIs. Study IV of the Patient Safety Reports identified 14 different structure elements of patient safety work, 31 process elements and 23 outcome elements. These reports were perceived by patient safety officers to be useful for providing a structure for patient safety work in the county councils, for enhancing the focus on patient safety issues and for learning from the patient safety work that is undertaken. In Study V the patient safety officers rated efforts to reduce the use of antibiotics and improved communication be-tween health care practitioners and patients as most important for attaining current and future levels of patient safety in their county council. The patient safety officers also perceived that the most successful county councils regarding patient safety have good leadership support, a long-term commitment and a functional work organisation for patient safety work. Taken together, the five studies of this thesis demonstrate that patient safety is a multifaceted problem that requires multifaceted solutions. The findings point to an insufficient transition of assembled data and information into action and learning for improved patient safety.

Darbuotojų mokymo įtaka organizacijos konkurencingumui Magistro studijų baigiamasis darbas, sudaro 72 puslapiai, darbe pateikiama 36 paveikslai, 5 lentelės bei 2 priedai. Raktiniai žodžiai: organizacijų mokymai, besimokanti organizacija, mokymų įtaka organizacijos konkurencingumui. Tyrimo objektas – Lietuvos organizacijų darbuotojai. Tyrimo laikotarpio trukmė – 2010 m. pirmas ketvirtis. Darbo objektas - Lietuvos organizacijų darbuotojų mokymai. Darbo tikslas – nustatyti, ar personalo mokymai tiekia naudą organizacijų konkurencingumui. Darbo uždaviniai: 1. Išnagrinėti darbuotojų mokymų sampratą bei procesą. 2. Aptarti darbuotojų mokymo ir tobulinimo sistemą Lietuvoje. 3. Įvertinti darbuotojų mokymų įtaka organizacijos konkurencingumui. Tyrimo metodai: anketinis, palyginamosios analizės. Anoniminis anketavimas pasirinktas dėl patogumo respondentams ir tikėtinai teisingos informacijos. Norint pabrėžti skirtumus tarp įvairių organizacijų ir jų pasirinktos mokymosi/nesimokymo strategijos naudojama palyginamoji analizė. Pirmojoje dalyje „Darbuotojų mokymai teoriniu aspektu“ aptariami darbuotojų mokymai teoriniu aspektu, nagrinėjama darbuotojų mokymų samprata, mokymų proceso etapai bei metodai. Antrojoje darbo dalyje „Darbuotojų mokymo ir tobulinimo sistema Lietuvoje“ nagrinėjama Lietuvoje šiuo metu egzistuojanti darbuotojų mokymo ir tobulinimo sistema. Aptariama kvalifikacijos tobulinimo svarba organizacijos konkurencingumui. Taip pat nagrinėjama besimokančios organizacijos... [toliau žr. visą tekstą] / LAURINĖNIENĖ, Elinga. (2010) The Influence of Personal Training for Companies Competitive Ability. MBA Graduation Paper. Kaunas: Kaunas Faculty of Humanities, Vilnius University. 72 p. SUMMARY Master's degree final paper consists of 72 pages. 36 figures, 5 tables and 2 appendixes are exposed. Key words: organizational training, learning organization, training and the influence of training to ompanies competitiveness. Research of object – staff of Lithuania organizations. Study period - the first quarter of 2010. Object - Lithuanian organizations in staff training. The aim - to determine whether staff training benefits the competitiveness of organizations. The tasks: 1. To verview the concept of employee training and process. 2. To xplore the training and development system in Lithuania. 3. To evaluate thye staff training on the organization's competitiveness. Research methods: questionnaire, comparative analysis. Anonymous questionnaire was chosen for the better convenience of selected respondents and the higher probabilily for the correct information gathering. To highlight the differences between various organizations and the preferred learning/not learning strategy a comparative analysis was used. The first part „The theoretical concept of employee training“ consist of the theoretical aspect of staff training, overviewing staff training concepts, processes and methods of trainings. The second part of "Training and development system if staff in Lithuania“ contains analysis... [to full text]

Notre travail consiste donc à développer la problématique suivante : l'Université d'Entreprise de l'avenir dépend de sa capacité à gérer et exploiter l'interaction complexe des sous-systèmes de l'apprentissage organisationnel par un espace d'apprentissage collectif en amorçant des bonnes pratiques nécessaires pour devenir une entreprise apprenante. Pour cela nous nous sommes intéressés à l'entreprise AREVA, qui dispose d'une Université comme espace d'apprentissage. Après une analyse du modèle existant, nous leur proposerons l'instauration d'une démarche de gestion de connaissance et la création d'une communauté pratique via un réseau de formateurs internes et externes. Enfin, nous pensons que la mise en place de ces mesures permettra le partage et la mutualisation des expertises et de l'expérience en interne ainsi qu'en externe, via un partenariat avec les acteurs du marché du nucléaire. / Our job is to develop the following problem: The Corporate University's future depends on its ability to manage and operate the complex interaction of subsystems organizational learning by a collective learning space by initiating good practice to become a learning organization For this, we are interested in the company AREVA, which has a University as a learning space. After an analysis of the existing model, we will propose the establishment of a knowledge management approach and the creation of a community of practice via a network of internal and external trainers. Finally, we believe that the implementation of these measures will allow the sharing and pooling of expertise and experience internally and externally, through a partnership with the players of the nuclear market.