臺灣人文及社會科學引文索引資料庫系統

:::

詳目顯示

回上一頁
第 1 筆 / 總合 1 筆   第一頁 上一頁 下一頁 最後一頁
/1頁
題名：組織學習的發展趨勢與變革策略之探究
書刊名：教育政策論壇
作者：吳明烈
作者(外文)：Wu, Ming-lieh
出版日期：2008
卷期：11:4
頁次：頁89-125
主題關鍵詞：組織學習；終身學習；新學習文化；學習型組織；Learning organization；Lifelong learning；New learning culture；Organizational learning
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(5) 博士論文(3) 專書(2) 專書論文(0)
  • 排除自我引用排除自我引用:5
  • 共同引用共同引用:15
  • 點閱點閱:49
摘 要 隨著終身學習時代的來臨以及知識社會的興起，組織學習的議題研究，日益受 到各界重視。本文以組織學習的發展趨勢與變革策略為題，旨在探究組織學習的發 展省思；分析組織學習的發展趨勢；提出因應組織學習發展趨勢的變革策略。承上 所述，全文首先從組織學習力展現、學習型組織效能、發展取向考量、競爭力思 辨、組織變革引擎、持續動能激發等面向，深入探討組織學習的發展省思；其次就 整體組織學習的發展脈絡，分析當前組織學習的主要發展趨勢，涵蓋塑造組織新學 習文化、融合東西文化的組織學習、超越五項修練之外的修練、運用說故事的力 量、增進生活資產與永續性、融入組織良善的訊息與意念、創新組織學習方式、培 育組織終身學習者以及發展組織學習策略聯盟等。最後則從變革的觀點，論述因應 組織學習發展趨勢的多項變革策略。組織學習的發展，乃是一連串的組織變革歷 程，需要完善的系統思考與變革行動。組織若能充分掌握各項組織學習發展趨勢， 並善用各種因應趨勢之變革策略，則必能有助於學習型組織願景之具體實現。
Abstract Human being lives in a lifelong learning age and knowledge society. The issues of organizational learning are more important than before. This paper presents and discusses the contribution of “the development trends and change strategies of organizational learning”. The main purposes of this study are to reflect the development of organizational learning, to analyze the development trends of organizational learning, to explore the change strategies to cope with the organizational learning trends. Firstly, it deeply reflects the development of organizational learning from the dimensions of organizational learning capability, learning organization effectiveness, development approaches, competiveness, organization change, and continuous kinetic energy. Secondly, it analyzes the important development trends of organizational learning, which includes organizational new learning culture, integration of international cultures, more than five disciplines, influence of storytelling, living assets and sustainability, organizational messages and consciousness, innovative methods of organizational learning, cultivation of lifelong learners, and organizational strategic alliance. Finally, it addresses some important change strategies to cope with the organizational learning trends. The development of organizational learning is a process of organization change, which needs mature systems thinking and change strategies. The application oforganizational learning trends and change strategies is necessary and helpful for the accomplishment of a learning organization.
期刊論文
1.Kaplan, N. J.、Hurd, J.(2002)。Realizing the Promise of Partnerships。Journal of Business Strategy，23(3)，38-42。  new window
2.Östenbald, A.(2001)。Organizational Learning: A Radical Perspective。International Journal of Management Reviews，4(1)，87-100。  new window
3.Lahteenmaki, S.、Toivonen, J.、Mattila, M.(2001)。Critical Aspects of Organizational Learning Research and Proposals for Its Measurement。British Journal of Management，12(2)，113-129。  new window
4.Hughes, C.、Tight, M.(1995)。The myth of the learning society。British Journal of Educational Studies，43(3)，290-304。  new window
5.Ellyatt, W.(2002)。Learning More about the Vital Role of Play and Playfulness。Paths of Learning，14，46-47。  new window
6.吳明烈(20010900)。知識管理的概念、策略及其對學習型組織的啟示。成人教育，63，12-23。  延伸查詢new window
7.吳明烈(20071200)。建立終身學習機構夥伴關係的策略聯盟作法研議。師大學報. 教育類，52(3)，1-18。new window  延伸查詢new window
8.Albert, M.(2005)。Managing Change: Creating a Learning Organization Focused on Quality。Problem and Perspectives in Management，1，47-54。  new window
9.Dimovski, V.、škerlavaj, M.(2005)。Management in Firms and Organizations: Performance Effects of Organizational Learning in a Transitional Economy。Problems and Perspectives in Management，4，56-67。  new window
10.Cegarra-navarro, J. G.(2005)。An Empirical Investigation of Organizational Learning through Strategic Alliances between SMEs。Journal of Strategic Marketing，13，3-16。  new window
11.Chan, P.、Cooper, R.、Tzortzopoulos, P.(2005)。Organizational Learning: Conceptual Challenges from a Project Perspective。Construction Management and Economics，23，747-756。  new window
12.Kirchhöfer, D.(2001)。Widersprüche in der Herausbildung Einer Neuen Lernkultur。QUEM-report: Schrften zur beruflichen Weiterbildung，67，119-127。  new window
13.Erpenbeck, J.、Sauer, J.(2001)。Das Forschungs- und Entwicklungsprogramm „Lerkultur Kompetenzentwicklung”。QUEM-report: Schriften zur Beruflichen Weiterbildung，67，9-65。  new window
14.Kezar, A.(2005)。What Campuses Need to Know about Organizational Learning and the Learning Organization。New Direction for Higher Education，131，7-22。  new window
15.Hins-Turner, B.(2007)。Partnerships that Create Organizations。Power Engineering，111(2)，92-92。  new window
16.Lerner, G. H.(1992)。Assisted Storytelling: Deploying Shared Knowledge as a Practical Matter。Qualitative Sociology，15(3)，247-271。  new window
17.Schlosser, F.、Templer, A.、Ghanam, D.(2006)。How Human Resource Outsourcing Affects Organizational Learning in the Knowledge Economy。Journal of Labor Research，17(3)，291-303。  new window
18.Kahan, S.(2006)。The Power of Storytelling to JumpStart Collaboration。Journal for Quality & Participation，29(1)，23-25。  new window
19.Bragdon, J.、Karash, R.(2002)。Living-asset Stewardship: How Organizational Learning Leads to Exceptional Market Returns。Reflections，4(1)，55-65。  new window
20.Collinson, V.、Cook, T. F.、Conley, S.(2006)。Organizational Learning in Schools and School Systems: Improving Learning, Teaching, and Leading。Theory into Practice，45(2)，107-116。  new window
21.Wilhelm, W.(2006)。Learning Organizations: What Do They Really Do?。Chief Learning Officer，5(10)，36-43。  new window
22.Mayo, A.(2007)。What Are the Characteristics of a True Learning Organization?。Strategic HR Review，6(2)，4-4。  new window
23.Dave, S.(2000)。Storytelling and Other Organic Tools for Chief Knowledge and Learning Officers。Corporate University Review，8(4)，16-17。  new window
24.Gurteen, D.(2005)。Spur Organizational Learning with a Knowledge Café。KM Review，8(4)，3-3。  new window
25.Ford, J.(2003)。Jackie Ford Rounds up the Latest HRM Studies。People Management，9(7)，54-54。  new window
26.Walker, L.(2003)。World Café。Meetings，28-29。  new window
圖書
1.Kotter, J. P.、Cohen, D. S.(2002)。The heart of change。Boston：Harvard Business Press。  new window
2.Medel-Añonuevo, C.、Ohsako, T.、Mauch, W.(2001)。Revisiting lifelong learning for the 21st century。Hamburg：UNESCO Institute for Education。  new window
3.劉兆岩、郭進隆、Hutchens, D.(2004)。洞穴人的陰影。臺北市：天下文化。  延伸查詢new window
4.高子梅、Denning S.(2005)。說故事的領導。臺北：臉譜。  延伸查詢new window
5.劉兆岩（譯）； Hutchens, D.(2004)。冰山的一角。臺北市：天下文化。  延伸查詢new window
6.劉兆岩、郭進隆（譯）； Hutchens, D.(2004)。比狼學得快。臺北市：天下文化。  延伸查詢new window
7.劉兆岩（譯）； Hutchens, D(2004)。旅鼠的困境。臺北市：天下文化。  延伸查詢new window
8.Senge, P.、Scharmer, C. O.、Jaworski, J.、Flowers, B. S.(2004)。Presence: An Exploration of Profound Change in People, Organizations, and Society。New York, NY：Society of Learning。  new window
9.Scharmer, C. Otto(2007)。Theory U: Leading from the Future as it Emerges。Cambridge, MA：Society for Organizational Learning。  new window
10.Gardner, Howard(2007)。Five Minds for the Future。Boston, MA：Harvard Business School Press。  new window
11.Loebbert, Michael、吳信如(2005)。讓願景鮮活：最有魅力的領導方式。臺北市：商周。  延伸查詢new window
12.Kotter, John P.(1996)。Leading change。Harvard Business School Press。  new window
13.Drucker, P.(2002)。Managing in the Next Society: Beyond the Information Revolution。New York：Truman Talley Books：ST. Martin's Press。  new window
14.Senge, P. M.、Kleiner, A.、Roberts, C.、Ross, R. B.、Roth, G.、Smith, B. J.(1999)。The dance of change: The challenges to sustaining momentum in learning organizations。New York：Doubleday。  new window
15.Senge, P. M.、Kleiner, A.、Roberts, C.、Ross, R. B.、Roth, G.、Smith, B. J.、齊若蘭(1995)。第五項修練實踐篇：共創學習新經驗。臺北：天下遠見出版股份有限公司。  延伸查詢new window
16.Gardner, Howard、陳正芬(2007)。決勝未來的五種能力。臺北市：聯經出版事業股份有限公司。  延伸查詢new window
17.Drucker, Peter F.、劉真如(2002)。下一個社會。臺北：商周出版社。  延伸查詢new window
18.Senge, Peter M.、Scharmer, C. Otto、Jaworski, Joseph、Flowers, Betty Sue、汪芸(2006)。修練的軌跡：引動潛能的U型理論。天下文化。  延伸查詢new window
19.Arnold, R.、SchuBler, I.、Schüßler, I.(1998)。Wandel der Lernkulturen: Ideen und Bausteine für ein lebensdiges lernen。Wandel der Lernkulturen: Ideen und Bausteine für ein lebensdiges lernen。Darmstadt, Germany。  new window
20.Wittpoth, J.(2003)。Lernkulturen einst und jetzt。Ansichten zur Lerngesellschaft。Baltmannsweiler, Germany。  new window
21.Hutcheins, D.(2006)。聆聽火山的聲音。聆聽火山的聲音。臺北市。  延伸查詢new window
22.Naisbitt, J.(2006)。Mind Set！奈思比11個未來定見。Mind Set！奈思比11個未來定見。臺北市。  延伸查詢new window
23.Argyris, C.、Schön, D. A.(1996)。Organizational Learning II: A Theory of Action Perspective。Organizational Learning II: A Theory of Action Perspective。Reading, MA。  new window
24.Naisbitt, J.(2006)。Mind Set!: Reset Your Thinking and See the Future。Mind Set!: Reset Your Thinking and See the Future。New York, NY。  new window
25.Gardner, H.(2004)。Changing Minds。Changing Minds。Boston, MA。  new window
26.Siebert, H.(2002)。Neue Lehr-lernkulturen: Theoretische Grundlagen und Praktische Beispiele。GdW-Ph 48。Neuwied, Germany。  new window
27.Kuper, H.(2003)。Führung in einer Unternehmensinternen Lernkultur: Implementationsprobleme eines Führungskonzeptes Anhand einer Fallstudie。Ansichten zur Lerngesellschaft。Baltmannsweiler, Germany。  new window
28.Bragdon, J. H.(2006)。Profit for Life: How Capitalism Excels。Profit for Life: How Capitalism Excels。Cambridge, MA。  new window
29.Senge, P.(2007)。Foreword。Theory U: Leading from the Future as it Emerges。Cambridge, MA。  new window
30.吳明烈(2005)。終身學習。終身學習。臺北市。  延伸查詢new window
31.吳明烈(2004)。塑造組織學習文化：組織學習與學習型學校的實踐。組織學習與學習型學校。臺北市：高等教育。  延伸查詢new window
32.Senge, P.、Kleiner, A.、Roberts, C.、Roth, G.、Ross, R.、Smith, B.(2001)。變革之舞：持續學習型組織動力的挑戰與策略。變革之舞：持續學習型組織動力的挑戰與策略。臺北市。  延伸查詢new window
33.Senge, P.、Lauer, J.、Schley, S.、Smith, B.(2006)。Learning for Sustainability。Learning for Sustainability。Cambridge, MA。  new window
34.Gardner, H.(2006)。改變想法的藝術。改變想法的藝術。臺北市。  延伸查詢new window
35.Simmons, A.(2004)。說故事的領導。說故事的領導。臺北。  延伸查詢new window
其他
1.吳明烈(2006)。組織學習的三個原則與串連，0。  延伸查詢new window
2.(2007)。何謂開放空間？，0。  延伸查詢new window
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
無相關著作
 
QR Code
QRCODE

臺灣人文及社會科學引文索引資料庫

目前上線人數：300（臺灣：293，外國：7） ／ 本年度總使用人次：1541412 ／ 訪客人次（自102年09月）：67337721
國家圖書館著作權聲明 Copyright © 2013 All rights reserved.
本館地址: 100201臺北市中山南路20號． 本館地圖及交通資訊．
總機：(02)23619132．最佳瀏覽解析度為1024x768以上