Dissertations / Theses: 'Organisational learning strategy'

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com, an99war@hotmail, and Mohd Anuar Arshad. "Organisational Learning: An Exploration of Learning Strategy Practices in Malaysia." Murdoch University, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20081104.104824.

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This study explores the Malaysian understanding and definition of the concept and terminology of organisational learning (OL) as well as the learning strategies and practices Malaysian organisations use to implement learning. As part of Malaysia's Vision 2020, the government has made a substantial and public commitment to promoting organisational learning to assist industry move to a first world economy status. A number of authors have defined organisational learning as a process of knowledge acquisition that involves continuous change to create, acquire, and transfer knowledge (Garvin 1993; Miller 1996; Williams 2001). The objective is to explore if this conceptualisation has been accepted and implemented within Malaysia and if not, where opportunities exist to improve both the understanding and practice of Organisational Learning. The study explores the understanding of OL and the learning strategies practiced by Malaysian organisations. In-depth interviews were conducted among human resources managers, executives, professors and lecturers from the manufacturing, health, government and academic sectors in Malaysia. The information gathered was analysed using Nudist (v6) software to interrogate and explore similarities and differences in responses within and across the sectors. Trends emerging from the data were drawn together to present a picture of what happens in practice and to identify opportunities to improve and better manage the implementation of organisational learning and knowledge management strategies. The results suggest Malaysian industry representatives were, in general, able to define OL as a concept, however there was variable evidence that it is being implemented effectively in organisations. The manufacturing respondents had a higher level of understanding of OL than other industries. In practice, learning strategies also vary; health organisations emphasize seminars and conferences, the manufacturing sector emphasizes experiential learning, government departments focus more on attachment and exposure, whereas academic respondents were more reliant on self-learning. Overall, the most popular learning strategy is structured training and development programs, which suggests more needs to be done to inculcate learning strategies within the various industries. Those industries with stronger implementation patterns favoured a specialist department to provide a hub for handling knowledge and skills acquisition, for both internal and external learning sources. In contrast, the understanding of knowledge management was much lower, and indeed, the term was unfamiliar to some respondents. These findings may be limited due to the small size of the sample and the findings being from a management perspective. Nonetheless, given the government's strong commitment to organisational learning and the current lack of empirical industry studies within Malaysia, this study serves as a benchmark. It does identify that the uptake of OL is still relatively limited and more needs to be achieved to promote a greater understanding of OL if it is to be successfully implemented in Malaysia.

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Arshad, Mohd Anuar. "Organisational learning: an exploration of learning strategy practices in Malaysia." Arshad, Mohd Anuar (2008) Organisational learning: an exploration of learning strategy practices in Malaysia. PhD thesis, Murdoch University, 2008. http://researchrepository.murdoch.edu.au/435/.

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This study explores the Malaysian understanding and definition of the concept and terminology of organisational learning (OL) as well as the learning strategies and practices Malaysian organisations use to implement learning. As part of Malaysia's Vision 2020, the government has made a substantial and public commitment to promoting organisational learning to assist industry move to a first world economy status. A number of authors have defined organisational learning as a process of knowledge acquisition that involves continuous change to create, acquire, and transfer knowledge (Garvin 1993; Miller 1996; Williams 2001). The objective is to explore if this conceptualisation has been accepted and implemented within Malaysia and if not, where opportunities exist to improve both the understanding and practice of Organisational Learning. The study explores the understanding of OL and the learning strategies practiced by Malaysian organisations. In-depth interviews were conducted among human resources managers, executives, professors and lecturers from the manufacturing, health, government and academic sectors in Malaysia. The information gathered was analysed using Nudist (v6) software to interrogate and explore similarities and differences in responses within and across the sectors. Trends emerging from the data were drawn together to present a picture of what happens in practice and to identify opportunities to improve and better manage the implementation of organisational learning and knowledge management strategies. The results suggest Malaysian industry representatives were, in general, able to define OL as a concept, however there was variable evidence that it is being implemented effectively in organisations. The manufacturing respondents had a higher level of understanding of OL than other industries. In practice, learning strategies also vary; health organisations emphasize seminars and conferences, the manufacturing sector emphasizes experiential learning, government departments focus more on attachment and exposure, whereas academic respondents were more reliant on self-learning. Overall, the most popular learning strategy is structured training and development programs, which suggests more needs to be done to inculcate learning strategies within the various industries. Those industries with stronger implementation patterns favoured a specialist department to provide a hub for handling knowledge and skills acquisition, for both internal and external learning sources. In contrast, the understanding of knowledge management was much lower, and indeed, the term was unfamiliar to some respondents. These findings may be limited due to the small size of the sample and the findings being from a management perspective. Nonetheless, given the government's strong commitment to organisational learning and the current lack of empirical industry studies within Malaysia, this study serves as a benchmark. It does identify that the uptake of OL is still relatively limited and more needs to be achieved to promote a greater understanding of OL if it is to be successfully implemented in Malaysia.

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Arshad, Mohd Anuar. "Organisational learning : an exploration of learning strategy practices in Malaysia /." Access via Murdoch University Digital Theses Project, 2007. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20081104.104824.

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Kenny, John Daniel, and jonk19@bigpond net au. "Exegesis: Strategy and Learning: a path to organisational change." RMIT University. Education, 2005. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20060308.125308.

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This Exegesis and the Portfolio document referred to herein report on the outcomes of my research towards a PhD in education (by Project) between mid 2001 and July 2005. The Portfolio contains a collection of ten papers written during the research and also a summary of the key tools and processes resulting from the research. This Exegesis contains the major theoretical arguments leading to the development of the research outcomes, the methodology employed and a description of the organisational context operating during the study. It also draws links between the various data sets as presented in the Portfolio. The research began with a consideration of a major change project at RMIT University: the Implementation of the Distributed Learning System (DLS). The problems associated with this project highlighted the need for holistic organisational approaches to change and the uncertain nature of radical change projects. This led into a consideration of broader questions to do with organisational change and managing uncertainty. The generalisability of the research findings was enhanced by the wide ranging literature review and data from a range of stakeholders. This ultimately led to the development of a

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Erenmalm, Leo, and Kim Runesson. "Kunskapsfabrikens rötter." Thesis, Halmstad University, School of Social and Health Sciences (HOS), 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-682.

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The purpose of this study was to investigate, through a qualitative survey, the need of knowledge and strategy in organisations today and tomorrow. The empirical investigation is built on a semi structured interview that was conducted on nine different companies in Gislaveds community. The companies were from three different branches namely: tree, metal and polymer. Three interviews were conducted in each branch.

The result from the interviews showed that the globalisation had put the companies under hard competition which had made the need for rationalisation and effectivness more apparent. Having said this, the demands on the organisation and the individuals within it will constantly increase. In order to enhance the individuals and the organisation there are an increased need for flexibility and openness and the responsibility and authority must be with in the individuals in the organisation. Our work show that the individuals with in the organisation shall be some kind of “superhuman” that can perform most of the tasks in the organisation, he or she should be flexible and open minded.

Our findings shows the way an organisation can create this “superhuman” and what an organisation needs to do to become a learning organisation.

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Schoop, Eric, Thomas Köhler, Claudia Börner, and Jens Schulz. "Consolidating eLearning in a Higher Education Institution: An Organisational Issue integrating Didactics, Technology, and People by the Means of an eLearning Strategy." TUDpress, 2016. https://tud.qucosa.de/id/qucosa%3A33944.

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Purpose – Back in the year 2000, the European Council (2000) declared in its Lisbon Agenda that the European Union should become “[…] the most competitive and dynamic knowledge-based economy in the world, capable of sustainable economic growth with more and better jobs and greater social cohesion.” This vision encompassed far more than just societal and economic growth in a global world; it also included educational strategies and an e-learning action plan. For example, in 2011, the European Commission mentioned the following as a key policy issue (Communication 2011): to “better exploit the potential of ICTs to enable more effective and personalised learning experiences, teaching and research methods (e.g. [sic] eLearning and blended learning) and increase the use of virtual learning platforms.” In accordance with this roadmap, higher education institutions are called on to reflect and re-engineer their educational systems, adapt them to current and future technological and didactical demands and address new generations of teachers and students. New concepts like connectivism (Siemens 2004) and the recognition of non-formal and informal learning (OECD 2016) enhance traditional formal learning settings and lead far beyond the provision of mere learning content management systems. New e-learning and blended learning arrangements like MOOCs (Cormier & Siemens 2010), collaborative learning in the virtual classroom (Tawileh, Bukvova & Schoop 2013) and flipped classroom approaches (Hussey, Fleck & Richmond 2014) are evolving and must be explored, evaluated and then strategically implemented into everyday teaching and learning processes. A comprehensive e-learning strategy should therefore address four fields: didactics, technology, organisation and economy and culture (Seufert & Euler 2004). Besides orientation on the actual trends, the strategy development should also recognise and integrate practical local experiences of early adopters and actors of e-learning in the field. Therefore, a community of knowledge experts in e-learning application has been involved in the strategy development. Design/methodology/approach – Best practice report of a comprehensive quality initiative for the sustainable improvement of everyday teaching and learning processes at a large university. The challenges of current and future trends in formal and informal learning, collaboration in virtual classrooms and internationalisation of research and teaching processes are analysed and addressed by the strategy implementation plan and a regular evaluation and improvement concept is presented and discussed. Originality/value – The e-learning strategy presented was developed, discussed and adopted in 2015. Its implementation plan is currently at the final discussion stage, having been due for adoption in January 2016. Practical implications – The e-learning strategy’s implementation plan lists targets and sub-targets, underlined by concrete measures, tools and methods, responsible institutions and persons and financial sources. Regular evaluations and improvements will give elearning providers a set of proven instruments to further improve their activities and provide the broad range of students and teachers with a set of best practices to follow, enabling them to discover the benefits of e-learning for their everyday processes.

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Lupton, Peter. "The evaluation of the knowledge management process in the ferro-metallurgical industry in South Africa / Peter Lupton." Thesis, North-West University, 2009. http://hdl.handle.net/10394/4768.

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The aim of this study was to conduct a thorough theoretical study on the relevant aspects involved in knowledge management and organizational learning, and thence assess the level of organisational learning within the ferrometallurgical industry. From the outcomes of the assessment, recommendations to improve the state of affairs were to be made. Knowledge can be defined as actionable information. The creation, acquisition, sharing and leveraging of knowledge in today's industries are critical. Knowledge is now termed the fourth productive resource, and some authors claim, with some justification, that the widespread knowledge within a company is the only source of sustainable competitive advantage. With this in mind, it is obvious that companies need to nurture knowledge creation and effective utilisation thereof in order to meet organisational goals. Knowledge can be codified if it is explicit, but needs to be transferred using personalisation if it is tacit. Implicitness of tacit knowledge further confounds the issue. Knowledge management practices underpin the process of organisational learning. The level of organisational learning within the ferrometallurgical industry in South Africa was assessed, using a survey questionnaire obtained from the Harvard Business School. The results show that the industry lags behind the medians in the ten constructs measured, and much work will be required to significantly improve the situation. Key areas of concern are in the areas of psychological safety, time for reflection, education and training, and collection of information. As a consequence, a practical strategy for improving the state of knowledge management and organisational learning in the ferrometallurgical industry was developed.
Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2010.

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Chaniadi, Frengky. "Innovative management of management innovation (IMMI)." Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/innovative-management-of-management-innovation-immi(378a8b7d-597e-496f-bd49-99a6d09e3542).html.

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The rapid convergence of collaborative technologies, democratisation of digital communication and consumerisation of Smart Grid infrastructure (i.e.: smart metering and distribution substation automation) have faltered the efficacy of centralised command-and-control and its insular sub-culture. For complex firms in today's creative economy, this infers that management innovation (MI)—“an induced managerial capacity to search for novel ways to create value”, is rapidly becoming liabilities unless it is innovatively managed for overcoming the inertia of discontinuity opportunities. The raison d'être of this thesis is to investigate the generative managerial processes through which MI can be fostered for experimentation and innovatively managed for acceleration. It comprises four qualitative case studies that involved in-depth interviews, surveys, public records and archival documentaries of four Canadian energy and utilities organisations. The conclusions are fascinating both expected and unanticipated. I found that many, if not most, of the contemporaneous routines of pyramidal target-setting and benchmark-driven cultures are ubiquitously evident. Business planning and risk management still function, albeit the objects of those tenets are different. These quasi-objects include, but are not limited to, organic structures, web-enabled paradigm, pragmatic mindset of middle-down-up crowdsourcing and fragmented evaluation of efforts to evoke the innovative management of management innovation (IMMI). Further adjacent to the quest for driving renewed growth, a new governing dynamic is hinging upon the IMMI that forges a pattern for resiliency and sustainability. Managers capitalise on the epistemic IMMI to regain competitive advantage while enduring endogenous fiefdoms and exogenous disruptions. They catalyse information semantically, harness collective capability effectively, stage prolifically faster MI experimentations and accelerate the cycle of MI more pervasively. I henceforth propose a unified managerial process, dubbed the "Cloverleaf 4S Model" (Strategise—Synchronise—Steward—Sustain). Implicit in this approach, managers believe that their finely-tailored practices epitomise an evolutionary process of deliberate selection in the pursuit for distinctive MI capabilities and expanding authority dynamics in the managership. This allows for self-adaptive mechanisms shifting from silos to swarming as well as the indigenous aspects of IMMI practices—exaptation, cognitive flexibility, speed to adaptation and executional excellence. The implication of this study presents heuristical insights to managers in galvanising perennial innovation and unlocking their IMMI to build an agile, intelligent enterprise.

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McLucas, Alan Charles Civil Engineering Australian Defence Force Academy UNSW. "An investigation into the integration of qualitative and quantitative techniques for addressing systemic complexity in the context of organisational strategic decision-making." Awarded by:University of New South Wales - Australian Defence Force Academy. School of Civil Engineering, 2001. http://handle.unsw.edu.au/1959.4/38744.

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System dynamics modelling has been used for around 40 years to address complex, systemic, dynamic problems, those often described as wicked. But, system dynamics modelling is not an exact science and arguments about the most suitable techniques to use in which circumstances, continues. The nature of these wicked problems is investigated through a series of case studies where poor situational awareness among stakeholders was identified. This was found to be an underlying cause for management failure, suggesting need for better ways of recognising and managing wicked problem situations. Human cognition is considered both as a limitation and enabler to decision-making in wicked problem environments. Naturalistic and deliberate decision-making are reviewed. The thesis identifies the need for integration of qualitative and quantitative techniques. Case study results and a review of the literature led to identification of a set of principles of method to be applied in an integrated framework, the aim being to develop an improved way of addressing wicked problems. These principles were applied to a series of cases in an action research setting. However, organisational and political barriers were encountered. This limited the exploitation and investigation of cases to varying degrees. In response to a need identified in the literature review and the case studies, a tool is designed to facilitate analysis of multi-factorial, non-linear causality. This unique tool and its use to assist in problem conceptualisation, and as an aid to testing alternate strategies, are demonstrated. Further investigation is needed in relation to the veracity of combining causal influences using this tool and system dynamics, broadly. System dynamics modelling was found to have utility needed to support analysis of wicked problems. However, failure in a particular modelling project occurred when it was found necessary to rely on human judgement in estimating values to be input into the models. This was found to be problematic and unacceptably risky for sponsors of the modelling effort. Finally, this work has also identified that further study is required into: the use of human judgement in decision-making and the validity of system dynamics models that rely on the quantification of human judgement.

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Deckner, Emil, and Carl Mailer. "Participatory Modelling for Carbon Footprint Analysis : A Case Study at DeLava." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-279522.

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Because of global warming, companies have started to tackle sustainability issues within their operations, but major uncertainties exist on how to establish a quantitative baseline of the current environmental performance of companies. Numerous investigations have been made to assess the carbon footprint of companies with a variety of methods, tools and strategies. However, the lack of transparency in the methods used and the assumptions made could prevent companies to replicate methods and to analyse the results. Because of this, we will investigate how participatory modelling could be used to create a model of the carbon emissions of a company, but also how this method enables the company to understand the methods used and the results from the investigation. By doing this, we also aim to clarify how the process could be set up, which stakeholders that need to be involved and what data sources that could be used. The thesis was conducted as a single case study at a manufacturing company named DeLaval. A participatory modelling process with three major phases was carried out according to proposed methodologies in previous research. In the first phase, a conceptual model of the system accounting for the emissions was created. In the second phase, a quantitative model of the system was developed by gathering data and validating the calculation methodologies with operational stakeholders within the company. In the third phase, the results were verified, and the company could set up sustainability targets based on the findings. The outcomes of the case study showed that there are major benefits with applying participatory modelling because different perspectives throughout the organisation could be gathered efficiently to create a representable model of the company. The modelling strategy had more benefits in organisational areas characterised by high complexity with numerous of different stakeholders with different roles or by geographical distribution. To create the model, primary data consisting of master product data and transactional data was used, together with secondary data, consisting of carbon emission coefficients and gap filling data created by the modellers. By basing the calculations on the methodology set up by the GHG protocol and anchoring the root definition of the system with strategic stakeholders, the results were trusted by the organisation.
På grund av den globala uppvärmningen har företag börjat att hantera hållbarhetsutmaningar inom sin verksamhet, men stora frågetecken kvarstår gällande hur en kvantifierad bild av företagets nuvarande utsläpp ska beräknas. Flertalet studier har genomförts för att undersöka koldioxidavtrycket på företag, med flertalet olika metoder och verktyg. Metoderna och antaganden som gjorts har dock bristande transparens, vilket hindrar andra företag från att replikera beräkningarna och att göra analyser av resultatet. Baserat på detta kommer denna studie att undersöka hur participativ modellering kan användas för att skapa en modell av koldioxidutsläppen från ett företag, men också hur denna metod underlättar för företaget att förstå metoderna som använts och resultaten från undersökningen. Genom detta ämnar vi att bringa klarhet gällande hur processen kan se ut, vilka intressenter som ska vara delaktiga och vilka datakällor som kan vara användbara. Studien genomfördes som en enkel fallstudie på det producerande företaget DeLaval. En participativ modelleringsprocess med tre faser genomfördes i enlighet med etablerade modelleringsprinciper från tidigare studier. I den första fasen utvecklades en konceptuell modell av systemet för estimering av koldioxidutsläppen. I den andra fasen utvecklades en kvantitativ modell as systemet genom att samla in data och validera beräkningsmetoderna tillsammans med operative intressenter på företaget. I den tredje fasen verifierades resultaten och företaget hade möjlighet att sätta upp hållbarhetsmål baserat på resultatet. Utfallet av fallstudien visar att det finns stora fördelar med att använda participativ modellering eftersom olika perspektiv i organisationen kunde inhämtas på ett effektivt sätt för att skapa en representativ modell av företaget. Modelleringsstrategin hade större fördelar i delar av företaget som karakteriserades av hög komplexitet, med många olika intressenter med olika roller eller av geografisk utspriddhet. För att skapa modellen krävdes primärdata innehållande produktinformation och transaktionsdata samt sekundärdata, innehållande utsläppsfaktorer och överbryggande data skapad av modellerarna. Genom att basera beräkningarna på metodiken skapad av GHG protocol och förankra syftet med systemet tillsammans med strategiska intressenter, skapades en tillit till resultaten inom organisationen.

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Liu, De Min. "Building an organisational learning architecture for strategic renewal an autoethnography of action learning /." Swinburne Research Bank, 2009. http://hdl.handle.net/1959.3/67317.

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Thesis (PhD) - Australian Graduate School of Entrepreneurship, Faculty of Business and Enterprise, Swinburne University of Technology, 2009.
A thesis is submitted in fulfilment of the requirements for the degree Doctor of Philosophy, Faculty of Business and Enterprise, Swinburne University of Technology - 2009. Typescript. Includes bibliographical references (p. 225-238)

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Larsson, Kjerstin. "Mellanchefer som utvecklar : om förutsättningar för hållbart utvecklingsarbete inom vård och omsorg." Doctoral thesis, Linköping University, Linköping University, Sociology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-10703.

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Syftet med avhandlingen är att beskriva, analysera och diskutera vilka organisatoriska och interorganisatoriska förhållanden som har betydelse för mellanchefers möjlighet att driva hållbar verksamhetsutveckling. Avsikten är att studera samspelet mellan organisatoriska och interorganisatoriska förhållanden kopplat till mellanchefers förändringskompetens. Forskningen har skett inom ramen för ett omfattande nationellt FoU-projekt inom vård och omsorg. Projektets syfte var att arbeta med ett hållbart utvecklingsarbete som byggde på en bred delaktighet bland anställda och chefer.

Studien är en kvalitativ studie med ett interaktivt förhållningssätt, vilket innebär en ambition att forska med de berörda inom ramen för en gemensam kunskapsbildning. Den interaktiva forskningen strävar efter att vara till praktisk nytta, men framförallt är syftet att bidra till

teoriutvecklingen. De datainsamlingsmetoder som använts är arbetsplatsbesök, intervjuer, ”critical incident”-metoden, reflektions-PM (inom ramen för två utbildningar), analysdialog- och reflektionsseminarier, informella samtal samt återföringsträffar. Ett antal gemensamma aktiviteter har anordnats inom ramen för det nationella projektet, vilka även har fungerat som datainsamling och gemensam analys, såsom nationella konferenser, styrgruppsmöten m.m.

Avhandlingens resultat visar att mellancheferna inom vård och omsorgssektorn kan ha en strategisk roll i verksamhetsutvecklingen. Avsikten med min forskning har inte varit att generalisera resultaten i traditionell mening, men att visa på mekanismer och förutsättningar för mellancheferna vid organisering av utvecklingsarbetet. De organisatoriska villkoren – i form av ekonomi, ansvar, befogenheter, professionalisering och företagskultur – påverkar starkt mellanchefernas förutsättningar att driva ett utvecklingsarbete. Min forskning visar på intressanta möjligheter för mellancheferna när det gäller att åstadkomma en vertikal och horisontell integrering av utvecklingsarbetet. Det finns exempel på hur mellanchefer kunnat påverka och utnyttja dessa förutsättningar för att skapa ett handlingsutrymme i organisationen för att driva ett utvecklingsarbete. De har använt sig av målstyrning, skapat utrymme för lärande och reflektion samt skapat en organisationskultur som stöder utveckling. De interorganisatoriska förutsättningarna – i form av externt nätverk, forskarstöd och partsamverkan – har varit viktiga för mellancheferna i deras utvecklingsarbete.

The aim of the dissertation is to describe, analyse and discuss those organisational and interorganisational conditions which are of importance for the enablement of middle managers to drive sustainable development in activity areas. The intention is to study the interplay between organisational and inter-organisational conditions coupled to the change competence of the middle managers. The research has been carried out within the framework of an extensive national R&D project within healthcare and caring. The aim of the project was to work with a sustainable development effort which had as its foundation a broad

participation between employees and management.

The study is a qualitative study with an interactive type of approach, which implies an ambition to carry out research with those affected within the framework of a joint knowledge gathering. The interactive research attempts to be of practical use, but the aim is primarily to contribute to theoretical development. The data collection methods which have been used are visits to the workplaces, interviews, “critical-incident” methods, reflective-PMs (within the framework of two education areas), analytical dialog and reflective seminars, informal conversations and feedback meetings. A number of common activities have been organised within the framework of the national project, which have also functioned as data collection and common analyses, as well as national conferences, steering group meetings etc.

The results of the dissertation show that middle managers within the healthcare and caring sector can have a strategic role in the development of this activity area. The intention of my research has not been to generalise the results in the traditional interpretation, but to reveal mechanisms and prerequisites for the middle managers in organising development efforts. The organisational conditions – in the form of economy, responsibility, authority, professionalisation and company culture – strongly affect the prerequisites of the middle manager for driving a development effort. My research demonstrates interesting opportunities for the middle managers concerning achieving a vertical and horizontal integration of the development effort. There are examples of how the middle managers have been able to influence and utilise these prerequisites in order to create room for action in the organisation for driving a development effort. They have availed themselves of goal orientation, created room for learning and reflection and have created an organisational culture that supports development. The inter-organisational prerequisitess – in the form of an external network, research support and collaboration of parties – has been important for the middle managers in their development efforts.

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Steenhuisen, Maria Jacoba. "The knowledge continuum as an enabler for growth and sustainability in the South African basic education system / Mariè Steenhuisen." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9207.

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The poor state and failure of the basic education system in South Africa gave rise to this research. The wave of knowledge loss experienced in the last two decades is expected to carry on and will continue to deplete the basic education system’s knowledge base, severely affecting the already poor quality of education as well as the future economic growth and sustainability in South Africa. The main research objective was to establish whether future growth and sustainability in the basic education system in South Africa is achievable; which factors it is influenced by; and how knowledge continuity could impact on future growth and sustainability. A multidisciplinary approach focusing on organisational performance, knowledge management, individual and organisational behaviour and organisational development was followed. The nature of growth and sustainability and knowledge continuity in organisations was explored by following a contextualisation theory-building process. The main objective of the empirical research study was to determine by means of quantitative research the degree to which the influencing factors would enhance or impede growth and sustainability in an organisation. A quantitative survey method was followed. A questionnaire was developed and the survey was performed in 6 primary and secondary schools of the basic education system in South Africa. The questionnaire was found to be reliable with a Cronbach’s alpha of .8060. In the descriptive factor analysis process, principal component factor analysis was conducted, which described the five constructs that would influence growth and sustainability. These constructs’ dimensions produced significant intercorrelations which indicate that the dimensions are for the most part intercorrelated with each other in contributing to growth and sustainability. The multiple regression analysis indicated that knowledge loss would have an exceptionally strong impact on knowledge; and that knowledge, information and performance would significantly predict growth and sustainability. Organisations should change the focus for growth from physical assets to the development of intellectual capital, and knowledge continuity should form part of an organisations’ business strategy and mission. Knowledge continuity will only be successful if a culture conducive of trust and knowledge sharing and transfer exist, and are supported by effective and appropriate human resource practices and incentives. A structural equation model development strategy produced a knowledge continuity model aimed at enabling future growth and sustainability, based on the constructs confirmed in the factor analysis. The model indicated that there is a direct causal relationship between knowledge, information and performance with growth and sustainability. The regression analysis showed that most of the intercorrelations are significant, thus confirming the theory. The newly developed questionnaire and structural equation model should enable organisations to measure the degree to which the enhancing individual and organisational behavioural factors of growth and sustainability are in place and provide the measurement outcomes that would identify the factors that need to be focused on to improve and enable future growth and sustainability in an organisation.
Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

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Jap, Tji-Beng Information Systems Technology &amp Management Australian School of Business UNSW. "Organisational learning and information systems : an exploration from a sensemaking perspective." Awarded By:University of New South Wales. Information Systems, Technology & Management, 2008. http://handle.unsw.edu.au/1959.4/44497.

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This thesis explores the relationship between information systems (IS) and organisational learning. The literature suggests that IS implementation and use can affect and stimulate organisational learning, including higher order learning. However, it is not well understood when and how IS enable and support and when they disable and prevent organisational learning. Furthennore, studies of the relationship between IS and organisational learning tend to reflect theoretical fragmentation of organisational learning literature - focusing either on the individual or on the organisation as a learning entity. The objective of this thesis is to explore the relationship between IS and organisational learning beyond these limitations, including different learning views from the individual up to the organizational. This is achieved by drawing from a Sensemaking perspective of organizations (Weick, 1995) that fills an important gap in linking infonnation systems, organizing, and learning. The Sensemaking perspective offers an understanding of human sensemaking and sense-'unmaking' as an essential individual, collective and organisational ingredient of organising and learning. By integrating Argyris and Sch??n' s (1978) theory of organisational learning with the sensemaking model of organizations this thesis suggests a more comprehensive view to explore the relationship between IS and organisational learning. Specifically this thesis examines the following research question: What are the ways and mechanisms by which information systems' implementation and use engage sensemaking in organisations, and how does such engagement engender or prevent organisational learning? This research question is investigated through an interpretive, longitudinal case study of the implementation and use of a loan approval information system in a large South-East Asian Bank. The study involved an extensive collection of data from the Bank headquarters and its branches, including 43 interviews, strategic and operational documents, IS project documents and informal discussions. The thesis makes two important contributions to knowledge. Grounded in empirical data, it first argues that the emergence of organizational learning when instigated by an IS implementation is likely to follow the pattern from 'not learning', to 'single-loop' to 'double-loop' learning. Secondly, it also proposes that an IS's likelihood to instigate organizational learning depends on the nature of sensemaking involved: a) if an IS implementation engages only individual, intra-subjective sensemaking organizational learning is not likely to occur and system is at risk of being rejected; b) for single-loop learning to emerge the engagement of intra- and inter-subjective sensemaking, mutually intertwined during an IS implementation, is required, and c)the change of mindset and double-loop learning can be achieved through the interplay of all sensemaking processes (intra, inter, generic-subjective and extra-subjective) in an IS implementation. This thesis puts to the test and demonstrates the value of the Sensemaking approach to the understanding of the relationship between IS implementation and organisational learning.

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Schacht, Oliver. "The evolution of organisational learning in international strategic alliances in biopharmaceuticals." Thesis, University of Cambridge, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.310881.

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Watson, George Edward Dawson. "The strategic management process and changing culture in post-incorporation further education : a case study." Thesis, University of Bristol, 1998. http://hdl.handle.net/1983/48f0ee20-e11f-4dfd-bf9d-49fdcae6a53b.

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The past twenty years has seen radical changes in the ethos of public service provision in the UK in which the FE sector has been required to respond to new demands. Many of these changes have been grounded in an ideological framework with a supporting language using ideas which emerged from the drive to establish an Enterprise Culture. This ideological imperative has also included the prioritizing of the market place and a concomitant growth in managerialism. These ideas are explored in this study in the context of FE in general and a case-study college in particular, as it moves from LEA control and local accountability into an autonomous setting where free-market principles are allowed to operate through a process of Incorporation. The case-study college of FE (W estshire) serves a large market town on the edge of a major English conurbation and provides empirical evidence drawn from a variety of sources - observation of meetings; semi-structured interviews, pre-dominantly with managers; college documentation and archives; responses to two whole-college questionnaires. Meeting the requirements of Incorporation has been transformational and the resultant changes have made a significant impact upon the organisational culture of the case-study college and the way that it has been managed. These cultural changes are generally examined and are shown to have created problems of dissonance and anomie for many of the staff as they tried to come to terms with the new order. There has also been a particular and critical examination of the Senior Management Team (SMT) and its application of the Strategic Management Process (SMP) as a key managerialist technique adopted from the business sector. What is revealed is the part that the SMP potentially could have played as a social process in assisting movement into the new 'business' culture and the facilitating of organisational learning. The findings challenge the current, limited orthodoxy of the SMP as a 'hard' planning device and suggest a wider, 'softer' role more contiguous with an educational ethos

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17

Cathcart, Malcolm. "Organisational learning strategies for developing strategic capability within Australian Franchised Business Units." University of Southern Queensland, Faculty of Business, 2008. http://eprints.usq.edu.au/archive/00006185/.

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[Abstract]Within the Australian marketplace there is often considerable similarity between competing products and services. The need for all firms to develop a competitive advantage in this market is pressing. Franchises are a growing competitive business sector in Australia, with an annual growth rate in excess of 12%. Franchised business units are no different from other firms in that they need to develop a competitive advantage. Within this current fast changing business environment there has not been any research published on how owners and operators within franchised business units in Australia use organisational learning strategies to develop their strategic capability with a view to gaining a competitive advantage. Many firms have adopted traditional training approaches in organisational learning to develop their firm’s strategic capability believing this strategy to be in line with best practice. This narrow training view of organisational learning involves key employees within a firm identifying skill gaps between where the firm needs to be and the current competencies of their staff. The gap is then bridged by traditional training methods that extend staff competencies to meet the firm’s requirements. These traditional training approaches separate learning from the work context and have been identified by many researchers over the years as an inefficient practice. This study was undertaken using a case study approach based on semi-structured interviews to gain an understanding on how franchised business units in Australia used a range of organisational learning strategies to develop their strategic capability. People were interviewed from various organisational levels at five major franchises. The study found that strategic capability is enhanced by developing a learning environment that integrated both operational and strategic learning strategies. Based on the research findings, a franchised business unit’s strategic capability will, in many cases, determine the difference between the franchise’s performance in the marketplace and that of its competitors, hence, developing organisational learning strategies to gain and apply these capabilities are of a critical importance in a franchised business unit gaining a competitive advantage. The study found a number of key ingredients in organisational learning strategy that built a firm’s capability. These key ingredients include adopting a work-based learning strategy which incorporates learning activities such as listening and observing others in the workplace; regular internal training; access to external courses; controlled on-the-job training and supporting individuals and groups within their normal work; developing and implementing accredited in-house learning which would include opportunities for staff to develop both operational and strategic levels of learning; formal and informal mentoring for developing the skills of individuals and groups; participation in higher education; and the use of internal state and national franchise conferences as a tool in developing staff and to provide a work environment where empowerment of staff at all levels is encouraged, accepted and supported by the required learning strategies to make it successful. For franchised businesses within Australia aspiring to gain or build on competitive advantage, it is envisaged that the findings of this research will foster the implementation of a combination of organisational learning strategies that encompass both operational and strategic learning, and include learning for both the individual and collective groups.

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Bielous, Gabriela Dutrenit. "From knowledge accumulation to strategic capabilities : knowledge management in a Mexican glass firm." Thesis, University of Sussex, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263150.

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Albawardy, Faisal Abdullah. "The strategic value of learning : a comparative study between multinational private and public sectors organisations in Saudi Arabia." Thesis, University of Portsmouth, 2010. https://researchportal.port.ac.uk/portal/en/theses/the-strategic-value-of-learning(71e1fd87-7ba8-40c3-972f-23c64875e5d7).html.

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Although there is consensus that national Human Resource Development policy is important, in the Kingdom of Saudi Arabia (KSA) the ways in which strategic human resources development (SHRD) is undertaken by employing organisations remains under-researched. The study investigated the value attached to learning in multinational private and also public organisations in Saudi Arabia. The three research objectives were to: examine the strategic value of learning from CEO managers‟ and HRD practitioners‟ perceptions in multinational private and public organisations in Saudi Arabia; establish the extent to which the value attached to learning in the public sector is different from that in the multinational private sector in Saudi Arabia and, to examine any differences in the value attached to learning by HRD specialists and senior managers of organisations in KSA. Making use of a constructionist ontology the thesis explores how these senior staff value and evaluate strategic learning and its contribution to their organisations. An inductive approach is taken with elements of both comparative and cross sectional design. This thesis builds on O‟Driscoll et al. (2005) in the USA and Anderson (2007) in the UK. Semi-structured interviews were undertaken in twenty organisations, with thirty-seven senior participants. Findings were analysed through thematic analysis. The data suggest that respondents in many KSA organisations evaluate learning through individual performance measured by trainees‟ satisfaction and changes in employee capability, focusing more on short term operational issues rather than organisation strategy. Although the context for HRD in Saudi Arabia is different to that of Western developed economies there are similarities between the finding from this thesis and O‟Driscoll et al, (2005) and Anderson (2007) which suggest that there is a range of challenges associated with putting strategic HRD into practice in employing organisation.

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Björkman, Hans. "Learning from members : tools for strategic positioning and service innovation in trade unions." Doctoral thesis, Handelshögskolan i Stockholm, Programmet Människa och Organisation (PMO), 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-530.

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The formal governance structure is more complex in trade unions than in many other organizations. Trade union researchers have drawn attention to the tensions between union administrative and representative systems and the fact that control in unions is bi-directional from leaders to members (through formal control systems), and from members to leaders (through democratic structures). This study has shown that the utilization of market orientation methods has the capacity to strengthen the administrative system without interfering with or being hindered by the representative system. The findings related to market orientation methods presented in this thesis are not of such a character that they can be deemed to be specific for trade unions. Therefore, as a general rule, market orientation methods need no trade union-specific adaptation to be utilized. The setting for this study is Sif, a major industrial white-collar trade union in Sweden. The change process of Sif described in the thesis suggests an increased degree of market orientation. The study has focused on two specific tools/techniques; The Sif Barometer - an annual membership satisfaction survey, and The Design Dialogue Methodology – an internally developed group interview method. These methods have contributed to an enhanced level of market orientation. Propositions for better contributions to strategic positioning and service innovation are presented in terms of design principles. An identified problem is that the potential for double-loop learning has been limited in the organization. Some propositions for enhancing double-loop learning are set out: Knowledge enhances learning: the utilization of market information requires knowledge among managers and employees about the instruments used to ensure accurate interpretations and utilization of the results acquired. Knowledge thus has a role in breaking down the barriers preventing accurate utilization of market information. Task alignment is a viable strategy for the creation of learning micro-climates: Learning through the change of work behaviors is the core element of a task alignment strategy. Task alignment is a strategy targeting learning capabilities in the organization that is not only an approach for solving problems in the long term, but also an immediate response to tangible business problems. Action research may contribute to double-loop learning: The action research method has inherent change properties connected to its "learning by change" approach. Actors should consider the discrepancies between espoused theories and theories-in-use: Various political behaviors hampering double-loop learning have been traced. A broad level of participation and involvement of managers and employees during the development or adaptation of the market orientation instrument can enable open and trustful discussions for enhancing double-loop learning.
Diss. Stockholm : Handelshögskolan, 2005

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Ho, Hsiao-Wen. "Knowledge transfer, organisational learning, and the performance of international strategic alliances : a co-evolutionary perspective." Thesis, King's College London (University of London), 2012. https://kclpure.kcl.ac.uk/portal/en/theses/knowledge-transfer-organisational-learning-and-the-performance-of-international-strategic-alliances(d2698616-ef3a-44b9-b827-fd6d5f1922a6).html.

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This research aims to unpack the paradoxes in cross-border knowledge transfer and learning processes and their impacts on the performance of international strategic alliances. This research thus develops a co-evolutionary view on international strategic alliance performance and empirically investigates the interplay between contextual and processual antecedents of alliance performance. -- By large-scale and cross-sectional survey research on a sample of 671 Taiwanese information and communication technology manufacturers with international strategic alliance experience, this research finds that an alliance is likely to be considered as unsuccessful if there is large institutional distance between the countries from where the partner firms originate, because such difference could simultaneously fortify the transferor’s protectiveness behaviour towards knowledge transfer and the recipient’s ambiguous perception towards the transferred knowledge. This, in turn, weakens the recipient’s potential absorptive capacity and decreases the amount of knowledge acquired through international cooperation. Yet this research also discovers that relational capital accumulated by the partner firms along with cooperation could facilitate the cross-border knowledge transfer processes, as with a more harmonious relationship between the partners, the transferor’s protectiveness behaviour towards knowledge transfer would be unnecessary and thus be lessened, and the recipient’s ambiguous perception towards the transferred knowledge would be diminished as well. This could subsequently enhance the recipient’s potential absorptive capacity and the amount of knowledge acquired, leading to a greater notion of a successful international strategic alliance.

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Seggie, Brian William. "Initial police training for the 21st century : is the learning strategy meeting the needs of the organisation?" Thesis, University of Southampton, 2011. https://eprints.soton.ac.uk/193323/.

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As policing evolves radically to meet the demand of a twenty-first century society, the training methods and educational tactics employed in the development of the next generation of officers must also evolve. This investigation incorporates both literature and empirical analysis of standards, expectations, and opportunities within the United Kingdom Initial Police Learning and Development Programme (IPLDP). Emphasising particular findings from participants at all stages of this programme, the techniques and concepts emphasised by the current training initiative are called into question, challenging decision makers to consider the impact of such system design. Ultimately, this research suggests that although present in the IPLDP, practical application of knowledge and skills is a fundamental necessity for developing effective, successful student officers. Many of the issues and challenges cited by the survey participants are directly linked to programme limitations that are innately incorporated in a process that favours classroom learning and theoretical assessment. It is the practical application of skills within the UK society that will ultimately test the knowledge gained by student officers; and in many cases, supervisors and students alike are finding that the programme is lacking. This analysis suggests adjustments in the programme dynamics, emphasising experience, evidence, and application as primary means of transcending the many limitations of theoretical assessment of work based assessment

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Björkman, Hans. "Learning from members : tools for strategic positioning and service innovation in trade unions /." Stockholm : Economic Research Institute, Stockholm School of Economics (EFI), 2005. http://web.hhs.se/efi/summary/659.htm.

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Jarrett, Michael. "The Psychodynamics of Top Teams and the Impact on Strategic Organisational Learning: Three Case Studies in the Public Sector." Thesis, Cranfield University, 1998. http://dspace.lib.cranfield.ac.uk/handle/1826/4589.

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The growing literature on organisational change, organisational learning and the role of the top team prompted the question: what is the relationship between top teams and organisational leaming? It seemed that role of the top team was important to attain successful change and ultimately learning. Yet how this was achieved seemed to be poorly understood in the literature. Thus, the thesis focused attention on the dynamics of the top team, its organisational context and the state of the external environment to gain a clearer understanding of these relationships. In order to deepen that understanding, the thesis took a systemic and psychoanalytical approach and a clinical research methodology, which provided a different perspective and seemed to be more suited to this type of inquiry on organisational dynamics. The 'findings' from the three, in-depth, public sector case studies suggested that while the dynamics of the top team could impact negatively on the group task, its impact on strategic organisational learning was less significant. The main conclusion drawn from the study was that strategic organisational learning was impaired not so much by the top team's dynamics, but by organisational and systemic defensive routines. The source of these recursive pattems was threefold: psychodynamic ego and social defenses among top team members, within the top team's group and within the dynamics of the Board A poor 'holding environment' so that these organisational dynamics were not sufficiently contained and thus each strategic subsystem was less 'task' focused an underbounded strategic apex that reinforced the dysfunctional dynamics already in play The implication from these public sector, case studies was that while the external environment and the dynamics of the top team were not insignificant, it was the poor quality and instability of the internal organisational context that inhibited learning. The role of the Board or elected officials was particularly significant in contributing to this outcome.

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Skårvik, Charlotte. "Strategi för kunskapsöverföring : Om att utnyttja lärprocesser som sker vid kunskapsöverföring." Thesis, Karlstads universitet, Avdelningen för företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-14454.

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Den här uppsatsen handlar om hur ett teknikkonsultföretag, där majoriteten av tjänsterna sker i form av projekt, kan utnyttja kunskapsöverföring för att skapa konkurrenskraft. Här studeras hur kunskapsöverföring, genom att ta hänsyn till tre olika lärprocesser, kan bidra till ekonomisk fördel för företaget. Efter identifiering av vilka verktyg/aktiviteter som används för kunskapsöverföring på fallföretaget analyserades vilka lärprocesser som är möjliga med respektive verktyg/aktivitet enligt dagens teori och medarbetares upplevelser. Empirisk data samlades in från olika delar av organisationen i form av intervjuer och enkätundersökning. Utifrån analysen sammanfattades vilka lärprocesser som utnyttjas och med vilka verktyg/aktiviteter samt vilka som kan utnyttjas bättre för att skapa ekonomiska fördelar för företaget, och därmed också konkurrenskraft. Skillnader i vilka kunskaper medarbetare med mycket lång arbetsliverfarenhet upplever att de lär sig med verktygen/aktiviteterna jämfört med medarbetare med kortare arbetslivserfarenhet har observerats, vilket skapar nya frågor för framtida forskning. Det ges också förslag på vidare forskning om hur hänsyn till lärprocesser vid strategi för kunskapsöverföring skulle kunna generera konkurrenskraft i form av hur förbättringar uppfattas av kunderna.
This master’s thesis is about how a technology consulting firm, where the majority of services is executed as projects, can use knowledge transfer to create competitive advantage. By taking into account three different learning processes this degree project focus on how the transfer of knowledge can contribute to economic benefits to the company. Identification of tools and activities used for knowledge transfer in this specific case company supported the analysis of what learning processes those are possible for each tool/activity with respect to today’s research and employees experiences. Empirical data were collected from different parts of the organization through interviews and questionnaire survey. Based on the analysis a conclusion of what learning processes are mainly used and with what tools and activities. The conclusion also define the economic benefits that could be gained by the company and hence create competitive advantage. Differences in type of knowledge learned by the employees carrying a long work experience compared to employees with shorter work experience has been observed, which creates new questions for further research. This degree project also provides suggestions for further research on how, with respect to learning processes, the strategy of knowledge transfer would generate competitiveness through quality improvements perceived by customers.

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Carter, James E. "How and why collaborative and learning behaviours influence strategic organisational innovation : a mixed methods study in the UK tertiary education sector." Thesis, University of Surrey, 2018. http://epubs.surrey.ac.uk/846363/.

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The primary research question explores the influence of collaboration on strategic organisational innovation. At the organisational level, innovation is seen as crucial for successful performance and to being able to adapt to changing circumstances: and with the rise of globalisation and the information society, collaboration is seen as one of the major catalysts for achieving innovation. Existing evidence shows a positive relationship between collaboration and innovation, but is almost entirely quantitative, with weak measures, and rarely focuses on the public sector. The secondary research question explores alternative theories for why innovation decisions are made – organisational learning versus institutional conforming. The context for this thesis is the UK tertiary education sector. This thesis adopts a mixed methods approach. The quantitative research aims to be uniquely robust, with multi-item operationalisation of collaboration and innovation. The qualitative research adopts a specially developed innovation journey framework, which enables underlying processes and decisions to be investigated. The survey questionnaire was sent to 133 universities and 300 FE colleges with a demographically representative 36.5% response rate. Three universities and two FE colleges participated in the case study, with four senior managers being interviewed in each institution. 31 strategic innovations were studied in depth. Both the quantitative survey and qualitative case study confirm a strong relationship between collaboration and innovation. In addition, this thesis includes in-depth analyses of the nature of collaboration and innovation, including the organisational impact and contribution to corporate objectives of emergent innovation types and the functional mechanisms and output contributions of emergent collaborator types. There is practical advice to government policy makers and to senior managers in the sector - differentiating between eclectic collaboration aimed at identifying opportunities and purposive collaboration aimed at working with key players to enact new strategies and optimise operational performance. Complementing the above research, this thesis uniquely compares two prominent schools of thought – organisational learning and institutional theory – and provides a detailed explanation as to why the former was found to be far more pre-dominant as a basis for individual innovation decisions, although most innovations belong in some sense to generic sector norms.

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Bergmann, Rainer. "Interkulturelles Lernen als organisationale Fähigkeit international tätiger Unternehmen." Doctoral thesis, Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2000. http://nbn-resolving.de/urn:nbn:de:swb:14-994407959125-96874.

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International tätige Unternehmen werden durch ihre grenzüberschreitenden Tätigkeiten mit zunächst fremden Kulturen konfrontiert. Die Diskussion über die Konzentration der Unternehmen auf ihre Kernkompetenzen führt zu der grundsätzlichen strategischen Überlegung, ob nicht auch die Kulturelle Diversität eine Quelle für die Generierung von Wettbewerbsvorteilen sein kann, und zu der Frage, in welchen Organisationsstrukturen sie proaktiv genutzt werden kann. Es wird ein Organisationsansatz für die wettbewerbsrelevante organisationale Fähigkeit Interkulturelles Lernen entwickelt. Der ressourcenorientierte Ansatz des strategischen Managements dient hierbei als Bezugsrahmen. Die Prozesse organisationalen Lernens bilden die dynamische Komponente, um von der Ebene der Ressourcen zu organisationalen Fähigkeiten zu gelangen. Die Kollektivierung organisationaler Lernprozesse bedarf dabei der Mechanismen von Reflexion und Sozialisation grundlegender Normen und Werte sowie Basisannahmen. Damit überhaupt Interkulturelles Lernen (i.S. von Lernfähigkeit) entstehen kann, werden Gestaltungselemente entwickelt, welche Kulturelle Diversität nicht unterdrücken, sondern explizit in der Organisationsstruktur berücksichtigen. Die organisationstheoretischen Basis hierfür bildet der systemorientierte Ansatz des entwicklungsorientierten Managements. Vor dem Hintergrund einer transnationalen Strategie werden die folgenden Gestaltungselemente entwickelt und kritisch diskutiert: - der Abbau von Lernbarrieren, - interkulturelle Personalentwicklungsmaßnahmen, um die individuelle Lernfähigkeit - als Voraussetzung organisationaler Lernfähigkeit - zu erhöhen, - kulturell gemischte überlappende Arbeitsgruppen, - die heterarchische Konfiguration als integriertes Netzwerk, um Interaktionsräume zwischen Organisationseinheiten aus unterschiedlichen Kulturen zu schaffen, - synergetische Unternehmenskultur, da mit einer hohen Differenzierung der erforderliche Grad an Integration steigt, und um die vielfältigen landeskulturellen Orientierungen zu einer Ganzheit zu integieren, - Organizational Slack, um dysfunktionale Effekte interkultureller Interaktion im langfristigen Gestaltungsprozeß zu überbrücken. Abschließend erfolgt die Diskussion der Kulturabhängigkeit und der Probleme im Anwendungszusammenhang von Interkulturellem Lernen.

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Kapmeier, Florian. "Dynamics of interorganizational learning in learning alliances /." Frankfurt am Main [u.a.] : Lang, 2007. http://www.gbv.de/dms/zbw/525116672.pdf.

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Campbell, Andrew, Jovin Hurry, and Maja Zidov. "Designing an Organisation to Activate Cross-sectoral Mass Collaboration Towards Sustainability." Thesis, Blekinge Tekniska Högskola, Sektionen för ingenjörsvetenskap, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-2088.

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The purpose of this thesis is to design an organisation attempting to facilitate cross-sectoral, action-oriented collaboration to influence systemic change towards sustainability, and to create a Design Guide for achieving this objective. To answer this, we conducted a participatory action research with Smart Urbanism: London (SU:LDN) as a case study. This is a start-up organisation whose goal is to introduce the paradigm of complexity thinking to the planning, design and delivery of cities in order to create a new, responsive and sustainable urban fabric. They intend to faciitate a mass collaboration across the relevant sectors. The Framework for Strategic Sustainable Development (FSSD) was used as a lens for the overall research, the analysis of SU:LDN and the construction of the Design Guide.

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30

Bergmann, Rainer. "Interkulturelles Lernen als organisationale Fähigkeit international tätiger Unternehmen: ein ressourcenorientierter Ansatz." Doctoral thesis, Technische Universität Dresden, 1999. https://tud.qucosa.de/id/qucosa%3A24746.

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International tätige Unternehmen werden durch ihre grenzüberschreitenden Tätigkeiten mit zunächst fremden Kulturen konfrontiert. Die Diskussion über die Konzentration der Unternehmen auf ihre Kernkompetenzen führt zu der grundsätzlichen strategischen Überlegung, ob nicht auch die Kulturelle Diversität eine Quelle für die Generierung von Wettbewerbsvorteilen sein kann, und zu der Frage, in welchen Organisationsstrukturen sie proaktiv genutzt werden kann. Es wird ein Organisationsansatz für die wettbewerbsrelevante organisationale Fähigkeit Interkulturelles Lernen entwickelt. Der ressourcenorientierte Ansatz des strategischen Managements dient hierbei als Bezugsrahmen. Die Prozesse organisationalen Lernens bilden die dynamische Komponente, um von der Ebene der Ressourcen zu organisationalen Fähigkeiten zu gelangen. Die Kollektivierung organisationaler Lernprozesse bedarf dabei der Mechanismen von Reflexion und Sozialisation grundlegender Normen und Werte sowie Basisannahmen. Damit überhaupt Interkulturelles Lernen (i.S. von Lernfähigkeit) entstehen kann, werden Gestaltungselemente entwickelt, welche Kulturelle Diversität nicht unterdrücken, sondern explizit in der Organisationsstruktur berücksichtigen. Die organisationstheoretischen Basis hierfür bildet der systemorientierte Ansatz des entwicklungsorientierten Managements. Vor dem Hintergrund einer transnationalen Strategie werden die folgenden Gestaltungselemente entwickelt und kritisch diskutiert: - der Abbau von Lernbarrieren, - interkulturelle Personalentwicklungsmaßnahmen, um die individuelle Lernfähigkeit - als Voraussetzung organisationaler Lernfähigkeit - zu erhöhen, - kulturell gemischte überlappende Arbeitsgruppen, - die heterarchische Konfiguration als integriertes Netzwerk, um Interaktionsräume zwischen Organisationseinheiten aus unterschiedlichen Kulturen zu schaffen, - synergetische Unternehmenskultur, da mit einer hohen Differenzierung der erforderliche Grad an Integration steigt, und um die vielfältigen landeskulturellen Orientierungen zu einer Ganzheit zu integieren, - Organizational Slack, um dysfunktionale Effekte interkultureller Interaktion im langfristigen Gestaltungsprozeß zu überbrücken. Abschließend erfolgt die Diskussion der Kulturabhängigkeit und der Probleme im Anwendungszusammenhang von Interkulturellem Lernen.

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Lazaric, Nathalie. "Apprentissage organisationnel et développement technologique : la création robotique dans l'industrie automobile allemande." Compiègne, 1993. http://www.theses.fr/1992COMP563E.

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L'objet de cette thèse a été de montrer comment l'innovation est façonnée par de nombreuses variables. Plus précisément, il existe des conditions organisationnelles minimales pour que le développement technologique soit adopté et approprié par les acteurs. Tout au long de notre investigation, nous avons démontré cette proposition. En effet, l'observation empirique au sein des firmes automobiles allemandes nous a permis de mieux appréhender la création robotique et l'environnement interagissant sur cette dynamique. Cette analyse inductive n'a pas été neutre sur nos présupposés théoriques et a permis de construire une grille d'analyse de l'apprentissage organisationnel pour mieux cerner les propriétés, les caractéristiques et les éventuelles ambiguïtés de cet apprentissage. L'apprentissage organisationnel tel que nous le définissons repose sur une dualité: intériorité et extériorité. Il prend place au sein des firmes tout d'abord, à travers une redéfinition de leurs objectifs et de leurs routines lors de la robotisation et entre les firmes par la suite à travers l'échange et le transfert de savoir-faire. Ceci aboutit à la construction d'un équilibre organisationnel qui modifie le comportement innovateur. Ce dernier est mis en place dans un contexte spécifique celui du système national d'innovation allemand

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Bryant, Jayne. "Learning as a Key Leverage Point for Sustainability Transformations." Licentiate thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-20864.

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The global challenges of our time are unprecedented and urgent action is needed. Transformational learning and leadership development are key leverage points for supporting society’s transition towards sustainability. Many even claim that learning on an individual, organisational and societal scale is required for society’s successful transitioning towards sustainability. However, in this relatively new field, practitioners, scholars and educators grapple with what best promotes transformational learning and with how to best design and operate learning experiences that truly build capacity for leadership for sustainability. The aim of this work was to establish an improved understanding of this and to find recommendations for practitioners and educators with ambitions to create systems change for sustainability by building the capacity of people to be sustainability leaders. As an educator and facilitator of sustainability work for over a decade, working at the crossroads of local government and community change, lecturing on leadership for sustainability in Australia and currently being embedded within the faculty of the Master’s in Strategic Leadership towards Sustainability (MSLS) program in Sweden, I have rested this thesis firmly within an action-oriented transformations research paradigm in which the only way to understand a system is through a comprehensive collaborative attempt to change it. One case of action research explored an organisational change for sustainability program that spanned over five years in a local government in Perth, Western Australia and the learning and policy interventions that supported this change. Participant observation with field notes, interviews, surveys and document analysis were particular methods used in this case. Two further cases focused on the MSLS program and its practices and specific components that support such leadership development and transformational learning. Feedback surveys from students and an open question survey to alumni were key methods used in these cases. The findings suggest that community and relationships are essential for supporting and growing sustainability leadership capacity; that hope and agency are irreplaceable components for leading sustainability change; that self-reflection and dialogue are skills that will help sustainability leaders navigate complex and uncertain futures and that these can be learned. Findings also indicate that creating a shared language for sustainability work helps bridge disciplinary divides and practitioner silos, and that skills of dialogue are required to capitalise on participation. Also, the integration of the components of community, place, content, pedagogy and disorientation with hope and agency can help support transformation in sustainability leadership education and provide synergistic reinforcement of the sustainability transformation required. This thesis provides added evidence that learning can be a key leverage point for sustainability transformations in an organisation and suggests how such learning can be most effectively achieved through a conscious design of learning environments, including the use and integration of the mentioned components to improve sustainability leadership for impact in society.

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Borchani, Salma. "Gestion des actions-réactions stratégiques et dynamique de l'apprentissage stratégique dans les entreprises tunisiennes performantes." Thesis, Paris Est, 2011. http://www.theses.fr/2011PEST0047.

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S’appuyant sur les apports de la théorie de la dynamique concurrentielle et de la théorie évolutionniste, notre thèse aborde la question du processus d’évolution des comportements stratégiques des entreprises en relation avec le processus d’apprentissage. Une revue de la littérature nous a permis de développer des propositions de recherche traitent cette question et débouchant sur un modèle conceptuel qui a été ajusté par la suite à l’aide d’une étude empirique qualitative. L’examen de ce processus d’évolution a été effectué à travers une étude empirique (qualitative et quantitative) auprès des entreprises tunisiennes performantes appartenant aux secteurs de production de lait et de Textile-Habillement (T-H)
Basing on study of the theory of competitive dynamics and the evolutionary theory, our thesis tackles the question of the process of evolution of the strategic behaviors of the firms in relation to the process of learning. A review of the literature made it possible to develop proposals for a research treating this question and leading to conceptual model adjusted thereafter by the use of qualitative empirical study. The examination of this process of evolution was carried out through an empirical study (qualitative and quantitative) on high performance Tunisian firms belonging to two sectors: milk of production and textile

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Haugsten, Hansen Håkon, and Niklas Loason. "Learning Mechanisms from Digital Innovation Projects : A Case Study of the Swedish Construction Industry." Thesis, KTH, Industriell Management, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-235734.

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Today, organisations in multiple industries are faced with challenges connected to digitalisation. The construction industry is one of the sectors in Sweden that are struggling most to digitalise, despite their efforts. The construction industry consists of project-basedorganisations, which literature have proven to have difficulties with managing complexity. Furthermore, there is a lack of experience with innovation projects and digitalisation knowledge. The purpose of this study is to investigate how large-size construction companies utilise learning mechanisms to capture the knowledge obtained from digital innovation projects and retain it as an organisational memory. By increasing the focus on managing learning mechanisms with a suitable knowledge management strategy, it is possible to improve the organisational performance in relation to digital innovation. The theoretical approach of interproject learning is used to analyse the Swedish construction industry by doing a case-study of four large-size construction companies which are operating in Sweden. The data is gathered through semi-structured interviews of two different hierarchic members in each case company and through investigations of their webpages, annual reports and existing written materials. Additionally, interviews with experts and interest organisations are included in the data gathering. The investigation presents that digitalisation and digital innovation in the construction industry are connected to digital tools, such as BIM. We also see a shift in attention, where digital tools originally were supposed to solve concrete tasks, whereas they now have a more process oriented focus with changes in the organisations to smoother digital implementations. Creating standard digital tools, which is utilised in all the projects in the industry and are ready for use will smooth the implementation. The learning mechanisms that exist in digital innovation projects are presented in relation to the decentralised environment. The variety of individual knowledge codification is high, with an absence of knowledge articulation and a high presence of experience accumulation. From a project perspective, there is an evolvement from local to a more central focus for digital innovation initiatives. In an organisational perspective, there is no clear knowledge management strategy, but we argue to see a shift towards a more navigator learning landscape, where emphasises on knowledge articulation is increasing. A discussion of the shift in perception of digital innovation and the evolvement to a more central focus of innovation initiative will increase digitalisation is provided, with a conclusion where the importance of not losing the advantage of having a project-based approach is highlighted. The main limitation of this work is that the research only consists of large-sized companies; therefore, this investigation may not highlight the whole industrial organisational behaviour. Instead, it can provide an understanding of the different learning mechanisms in relation to digital innovation. Further work should investigate small- and medium-sized organisations in the construction industry.
Organisationer i flera branscher står idag inför utmaningar, där hanteringen av digitalisering ären av dem. Den svenska byggbranschen anses ha en stor utmaning med digitalisering. Byggbranschen utgörs till stor del av projektbaserade organisationer och litteratur visar att branschen har svårigheter att hantera komplexitet. Det finns också brist på erfarenheter av projekt relaterat till innovation och även en brist på kunskap om digitalisering. Syftet med denna studie är att undersöka hur stora byggföretag samlar kunskaper från digitala innovationsprojekt genom att utnyttja inlärningsmekanismer och på så sätt behålla kunskapen som en lärdom inom organisationen. Genom att fokusera på hantering av inlärningsmekanismer med en lämplig kunskapsstrategi är det möjligt att förbättra organisationen i förhållande till den digitala innovationen. Den teoretiska aspekten för intern projektinlärning används för att analysera den svenska byggbranschen och detta görs genom en fallstudie av fyra stora byggföretag som är verksamma i Sverige. De data som används har erhållits genom semistrukturerade intervjuer av personer från två olika nivåer inom varje företag och via granskning av företagens hemsidor, årsredovisningar och befintligt skriftligt material. Dessutom ingår intervjuer med experter och intresseorganisationer i datainsamlingen. Studien visar att digitalisering och digital innovation inom byggbranschen är kopplad till digitala verktyg, såsom BIM. Studien visar också på ett skifte i fokus bland de undersökta företagen från ett tidigare fokus på digitala verktyg som löser konkreta problem ändras till ett mer processorienterat fokus. Detta innebär att inkludera förändringar i företagsorganisationen vilket förenklar implementeringen av digitala lösningar. Detta kan göras genom att ha ett utvecklingsfokus av de digitala verktyg som redan används. Dessa kan då delas mellan projekten och vara färdiga för att användas från projektstart. De inlärningsmekanismer som finns i digitala innovationsprojekt förklaras i förhållande till den decentraliserade miljön de ärverksamma inom. Mångfalden av individuell kunskapskodifiering är hög, liksom insamlandetav upplevelser. Däremot finns det en brist på kunskapsstrategier inom de studerade byggföretagen. Från ett projektperspektiv sker det en utveckling som går från ett lokalt till ett mer centraliserat fokus gällande digital innovation. Från ett organisatoriskt perspektiv finns detingen tydlig strategi för kunskapshantering, men vi argumenterar för att det ska ske ett skifte mot ett mer styrt lärandelandskap med en betoning på kunskapsledning. Vidare görs en diskussion huruvida denna utveckling är relevant och om den kommer att öka digitaliseringen. Slutsatsen poängterar vikten av att inte förlora fördelarna med ett projektbaserat arbetssätt. Begränsningen av denna studie är att enbart stora företag studerats. Därför kan studien inte fungera som en överblick för hela byggbranschens beteende, utan ger en förståelse för en utveckling av inlärningsmekanismer i samband med digital innovation. Framtida studier börbehandla även små och medelstora företag inom byggbranschen.

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Acquatella, François. "Analyse stratégique du marché de la formation en ligne : les Moocs comme nouvelle variable des écosystèmes de plateformes digitales." Electronic Thesis or Diss., Paris, ENST, 2018. http://www.theses.fr/2018ENST0057.

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Cette thèse est une contribution originale ayant pour objectif de rendre compte des nouveaux enjeux portés par les « Massives Open Online Courses » (MOOCs) sur le marché de la formation en ligne. Ce travail de recherche examine par ailleurs les dynamiques stratégiques adoptées par les plateformes de formation à distance. Les MOOCs peuvent être considérés comme un type d’innovation stratégique (Lehmann-Ortega, 2006). La promesse portée par ces objets protéiformes présente une forme de radicalité susceptible de bouleverser « les règles du jeu » (Pierre Roy, 2005) du marché de la formation en ligne. Le format pédagogique et les contenus proposés, le canal de distribution et l’accessibilité de ces formations d’un nouveau genre, fondent des stratégies et des modèles d’affaires singuliers. Cette thèse sur travaux analyse les affordances stratégiques que recouvrent les MOOCs dans leur écosystème de plateforme. En fondant nos travaux de recherche sur des approches quantitatives et qualitatives, nous exposons consécutivement le potentiel marketing et techno-structurant des MOOCs. L’un des apports de la thèse réside dans l’étude de cas de la plateforme Coursera. Nous rendons notamment compte d’une forme de « tâtonnement stratégique », adopté par ce leader de la formation en ligne
This thesis is an original contribution aimed at reporting new strategies based on Massive Open Online Courses (MOOCs) on the online training market. This research work also analyzes the strategic dynamics adopted by e-learning platforms. MOOCs can be considered as a type of strategic innovation (Lehmann-Ortega, 2006). The promise made by this singular object presents a form of radicality likely to reverse "the game rules" (Pierre Roy, 2005) of online training market. For some companies, MOOCs are an opportunity to enhance their business by increasing their positive visibility. These devices are then used as a marketing device, especially to develop the reputation of the company. In some organizations, MOOCs encourage new training practices. The MOOC is then written as a socio-technological artefact, which can participate in the development of a "capacitive" and potentially structuring environment (Giddens, 1987). Within their platform ecosystems, MOOCs generate network effects capable of creating and coordinate new markets (Kim, Mauborgne, 1999).They present a disruptive potential. Basing our research on quantitative and qualitative approaches, we expose consecutively the marketing and techno-structuring potential of MOOCs. One of the contributions of the thesis lies in the case study of the Coursera platform. In particular, we report on a form of "strategic groping" adopted by this leader in online training

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Eidebakken, Malin, and Kenny Eidebakken. "Arbetskraft som konkurrenskraft - Ett lärandeorganisatoriskt och medarbetarcentrerat perspektiv." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-21864.

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I takt med att konkurrensen ökar inom olika branscher, med fler aktörer både lokalt och globalt, behöver företag ta fram strategier för att anpassa sig till marknaden. Inom transportindustrin är vinstmarginalerna låga och konkurrensen ökar i hög takt, både nationellt och internationellt. I dag räcker det inte för inhemska åkerier att enbart erbjuda kunder plats på ett lastbilsflak, då ersättningen i många fall inte kan matchas med konkurrenter vars pris ofta är lägre. Istället måste åkeriföretag arbeta fram andra sätt för att behålla konkurrenskraften på marknaden. Ett sätt kan vara att kartlägga de interna funktionerna inom organisationen och försöka stärka stabiliteten i företaget, för att möta marknaden på ett stadigare sätt.Avsikten med denna studie var att undersöka på vilket sätt en strategi, för en ökad intern kommunikation samt tillåtande miljöer, kan påverka konkurrenskraften för en organisation. Mer precist jämförs strategin med teoretisk grund för lärandeorganisationer och ett medarbetarcentrerat perspektiv, som med rätt stöd och implementering visar sig kunna medföra konkurrensfördelar. Studien är förlagd på Schenker Åkeri AB, i Önnestad, som genom införandet av en ny strategi försöker att bedriva sin åkeriverksamhet på ett effektivare sätt.Analysen visar att effekterna av den införda strategin resulterar i bättre sociala förhållanden inom organisationen, samtidigt som företaget gör kostnadsbesparingar. Som slutsats konstateras att satsning på organisationens arbetskraft kan leda till ökade konkurrenskraft för verksamheten.
As the global market continues to grow companies are affected with an increase in the competitive environment. Within the transport industry the profit margin is low and the competition increases rapidly, both on a national and international level. Today it is not enough for native haulage companies to simply offer customers free room on their vehicles, since earnings cannot be compared to the competitors whose total price often is lower. Instead haulage companies must find other ways to stay competitive on the market. One of these ways could be to focus on the internal functions of the company, to strengthen the stability within the organization and face the market more steadily.This study intends to examine in which way a strategy focused on increased internal communication and a permissive environment can affect the organisations competitiveness. More precisely, the strategy is compared to a theoretical basis for learning organizations and an employee empowered perspective, which with the right support and implementation appears being able to create competitive advantages. This study is located on Schenker Åkeri AB, in Önnestad, that by implementing a new strategy tries to conduct their haulage activity more efficiently.In the analysis the implemented strategy shows to result in increased social effects within the organisation, as well as reducing costs for the company. As a conclusion it is confirmed that investment in the organizations workforce can result in increased competitive advantages for the company.

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Hansell, Ebba, and Wurood Harbi. "Att överleva i av- och ombokningarnas tid : En kvalitativ studie av hur två hotell och två resebyråer anpassat sig till och hanterat effekterna av Covid-19 pandemin." Thesis, Södertörns högskola, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-43899.

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Syfte: Syftet med denna studie är att belysa hur den kris som Covid-19 pandemin skapat harpåverkat hotell och resebyråers digitala taktiska respektive planerade strategiska marknadsföring,samt den krishantering som tillämpats av företagen under denna pandemin och de lärdomar dedragit av denna kris.Teori: Den teoretiska referensramen för denna studie innefattar marknadsförings-, krishanteringsoch organisationsteori. Inom marknadsföring har SCRM samt RACE marketing planningframework modellerna tillämpats och inom krishantering har krisprocessen och kriskurvanmodellerna. Vad gäller organisationsteori har fokus varit på organisatoriskt lärande och teoriernasingle-, double- och triple-loop learning samt learning in crisis.Metod: Studien omfattar en kvalitativ undersökning av två hotell och två resebyråer grundad på ensemistrukturerad intervjumetod.Slutsatser: Covid-19 pandemin har tvingat respondenterna att vara flexibla och att göra kortsiktigaanpassningar av sina marknadsföringsmetoder. Den taktiska marknadsföringen har skett genom enökad användning av digitala kanaler som lyhört anpassats till kundernas behov av hälsa ochsäkerhet. Det var ännu för tidigt för att bedöma eventuella förändringar i den strategiskamarknadsföringen men några respondenter förväntade sig ett större fokus på värde begrepp somhälsa och trygghet. Samtliga respondenter har i praktiken ägnat sig åt krishantering och de flestarespondenterna hade någon form av förberedda krisplaner, som dock inte varit anpassade till en såomfattande och djup kris som den förevarande. Samtliga respondenter verkar ha fått en större insikti vikten av att ha en effektiv och tät intern och extern kriskommunikation. Den yttre situationen harskapat ett stort tryck på respondenterna och har givit dem lärdomar som de möjligen inte hade fåttunder normala omständigheter, inklusive att på ett flexibelt och lättrörligt sätt anpassa sig till nyaoch föränderliga situationer. Även om Covid-19 pandemin framkallat mycket stress och ångest såhar den även haft positiva effekter som kan ge upphov till mer varaktiga förändringar.
Purpose: The purpose of this study is to shed some light on how some hotels and travel agenciesin the Swedish tourism and hospitality industry have adapted to and managed the effects of theCovid-19 pandemic, particularly in terms of strategic and tactical digital marketing as well as crisismanagement, and the lessons learned from this crisis.Theory: The theoretical foundations for this paper include digital marketing theories, crisismanagement and organizational theory. In marketing theory, the SCRM and the RACE marketingplanning framework models have been applied and in terms of crisis management, the crisismanagement process as well as the crisis curve models have been applied. In terms oforganizational theory, focus has been on organizational learning and the theories single-, doubleand triple-loop learning as well as learning in crisis.Method: This study is a qualitative study of two hotels and two travel agencies based on semistructured interviews.Conclusions: This study demonstrates that the Covid-19 pandemic has forced the respondents tobe flexible and to make short-term adjustments to their marketing tactics. The tactical marketinghas included an increased use of digital channels and an adaptation of their marketing to theircustomers' needs for health and safety. It was too early to assess any changes in strategicmarketing, but some respondents planned to place a greater focus on value concepts such ashealth and safety. In practice, all respondents were engaged in crisis management and most of therespondents had some form of prepared crisis plans, which, however, were not adapted to such anextensive and protracted crisis as the Covid-19 pandemic. All respondents seemed to have gainedgreater insight into the importance of having effective and frequent internal and external crisiscommunication. The external situation has put a great deal of pressure on the respondents and hasgiven them lessons that they might not have acquired under normal circumstances, including acapacity to adapt flexibly and easily to new and changing situations. Although the Covid-19pandemic has caused a lot of stress and anxiety, it has also had positive effects that could triggerchanges in their longer term strategic marketing.

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Al, Hachem Catherine. "Les nouveaux challenges RH dans le développement organisationnel de la e-santé : Analyse de l’alignement stratégique du parcours patient par la pratique de l’apprenance dans deux établissements de santé." Thesis, Lyon, 2020. http://www.theses.fr/2020LYSE3053.

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La restructuration des organisations complexes, comme celles des établissements de santé, est fortement influencée par les récents changements économiques, technologiques et réglementaires. Pour comprendre l'impact de ces mouvements de restructuration, il convient d’analyser les changements influençant fortement les différents niveaux hiérarchiques de l'organisation. Dans le contexte socio-économique français, les établissements de santé subissent actuellement de multiples transformations stratégiques et opérationnelles, qui obligent les professionnels à adapter leurs compétences et leurs capacités en conséquence. En effet, l'impact des innovations médicales, techniques et numériques conduit les structures à s’adapter au changement. Pour une mise en œuvre réussie, il est nécessaire que les différents acteurs interviennent simultanément. Ces derniers sont ensuite encouragés à se concentrer sur la mise à jour de la stratégie de l'organisation, l'amélioration du développement des ressources humaines et l'ajustement des modèles et processus nécessaires. Par conséquent, cette recherche s'appuie sur l'analyse de la performance organisationnelle dans une perspective d’alignement stratégique. Notre objectif est d'examiner les attentes managériales au sein d'un établissement de santé en pleine reconstruction. Les résultats de cette étude qualitative montrent la difficulté des managers dans la mise en place d’un parcours patient performant. Elle montre également que les transformations technologiques peuvent être utilisées pour assurer une très haute performance organisationnelle permettant aux acteurs de profiter de divers services intelligents
The restructuring of complex organizations, such as those of health facilities, is strongly influenced by recent economic, technological and regulatory changes. To understand the impact of these restructuring movements, one must analyze the changes affecting the various hierarchical levels of the healthcare organization. Under the French socio-economic context, healthcare institutions are currently undergoing multiple strategic and operational transformations, which requires professionals to adapt their skills and capabilities accordingly. In fact, the impact of medical, technical and digital innovations is driving the concerned structures to emphasize value in their adaptations. For a successful implementation, it is necessary that concerned parties intervene. These latters are then encouraged to focus on updating the organization's strategy, improving human resources development and adjusting necessary patterns and processes. Therefore, this research relies on analyzing organizational performance from a strategic alignment perspective. We aim to examine the managerial expectations of a study sample of managers, professionals, and staff in a French hospital which are undergoing full reconstruction. The results of this qualitative study show the difficulty of managers to implement a successful patient pathway process. It also shows that technological transformations can be used to ensure a very high organizational performance allowing people to take advantage of various intelligent services

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Lundberg, Kristina. "Monitoring as an instrument for improving environmental performance in public authorities : Experience from Swedish Infrastructure Management." Doctoral thesis, Stockholm : Department of Land and Water Resources Engineering, Royal Institute of Technology, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-10117.

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Lindbergh, Jessica. "Overcoming Cultural Ignorance : Institutional Knowledge Development in the Internationalizing Firm." Doctoral thesis, Uppsala : Företagsekonomiska institutionen, Univ, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-4757.

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Vachon, Marc. "Maîtriser les stratégies de décision : positionnement prescriptif, ébauche et test d'un modèle-outil d'aide à la résolution de problèmes pour les dirigeants des organisations." Thesis, Lyon, 2017. http://www.theses.fr/2017LYSE3035/document.

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Il existe une inefficience du processus de décision [...] due à un dysfonctionnement de compétence des dirigeants [...]. Pour augmenter l'efficience du processus de décision, les dirigeants doivent maîtriser les Stratégies de Décision, par l'utilisation d'un Modèle-Outil [...] PPPERFFS [qui] répertorie 36 Stratégies de Décision dans les catégories Domaines managériaux, Postures cognitives et Mécanismes cognitifs
Inefficiency of decision process exists and is characterised by:- simple loop learning,- strictly limited rationality,- and hidden costs of the decision process.The inefficiency of decision process is due to a dysfunction of managers’ competence, who:- lose their decision marks,- lack reflexivity,- use Decision Strategies in beneficial and toxic way, such as:· lack of contradictory mindset (strongly validated hypothesis),· lack of perfectionism (weakly validated hypothesis).To increase the efficiency of decision process, managers should master DecisionStrategies, by using a problem solving support Model-Tool, integrator-facilitator ofDecision Strategies steering, and endowed with PPPERFFS qualities:- "Practical",- "Paradoxical",- "Polyvalent / Exhaustive" (Multi-Skilled / Comprehensive),- "Rapid / Fluent" (Fast / Easy)- "Faithfull" (Reliable),- "Schematic" (Diagrammatic).This Model-Tool has to be drafted and its performance has to be tested.[This has been done:]The drafted PPPERFFS Model-Tool itemises 36 Decision Strategies into the followingcategories: managerial Domains, cognitive Postures and cognitive Mechanisms. Firsttests demonstrate a contingent performance

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Thimon, Bozec Sophie. "La fabrique d'une compétence stratégique, proposition d'un modèle : une application aux impacts des usages des technologies de l'information en PME." Thesis, Brest, 2016. http://www.theses.fr/2016BRES0097/document.

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L’objet de notre recherche est double : comprendre le phénomène de fabrique d’une compétence organisationnelle stratégique induite par les usages des TI, d’une part, et aller au-delà des modèles existants d’analyse des impacts des TI en intégrant une approche multidimensionnelle, d’autre part. Nous avons privilégié une approche empirique qui a débuté par une étude de cas pilote qui nous a permis de délimiter un cadre théorique de manière abductive, par un aller-retour constant entre le terrain et les construits théoriques existants. Le cadre conceptuel se veut une synthèse des différents courants RBV intégrant le concept d’apprentissage organisationnel. Les résultats d’une étude multicas soulignent le caractère diffus et partiellement intentionnel d’un processus requérant l’interaction de ressources complémentaires fortement dépendantes du passé et aboutissant à l’amélioration de l‘efficience des routines et de la capacité dynamique d’apprentissage. Nous proposons une modélisation du processus et nous discutons des concepts significatifs quant à l'étude d'un tel phénomène
Our research object is twofold: understand a strategic organizational competences bulding using IT, on the one hand, and go beyond the existing analysis of impacts of the IT models, integrating a multidimensional approach, on the other hand. We privileged an empirical approach beginning with a pilot case study that allowed us to define a theoretical framework of an abductive way, by a constant back and forth between the field and the theoretical existing constructs. The conceptual framework is a synthesis of the various RBV strands integrating the concept of organizational learning. The results of a multicase study underline the diffused and partially intentional character of a process, requiring interaction of additional resources highly dependent from the past, and leading to improve efficiency of the routines and dynamic adaptability. We propose a design of the process and discuss significant concepts for the study of this phenomenon

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Tijani, Omar. "La capacité d’absorption et le rôle de la gestion des ressources humaines dans l’appropriation des connaissances dans les alliances stratégiques au Maroc." Thesis, Pau, 2011. http://www.theses.fr/2011PAUU2014/document.

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Cette recherche porte sur le concept de la capacité d’absorption, et les mécanismes de gestion des ressources humaines (GRH) susceptibles de favoriser l’acquisition des connaissances en provenance d’un partenaire étranger au sein d’une alliance stratégique au Maroc. Nous avons tenté de repérer quelques pratiques de GRH sur lesquelles les responsables peuvent s’appuyer afin de développer une capacité d’assimilation et d’exploitation des connaissances et savoir-faire de leurs partenaires étrangers. Durant la première partie de cette recherche, nous avons réalisé un état de l’art sur les concepts des alliances stratégiques, de la capacité d’absorption et la gestion stratégique des ressources. Cette revue de littérature nous a permis d’établir trois hypothèses concernant la compétence et la motivation des employés ; ces deux axes sont présentés comme vecteurs majeurs en vue de l’acquisition d’une capacité d’absorption. Pour tester ces hypothèses, nous avons choisi une méthodologie qualitative, et des entretiens de face à face avec des dirigeants des sociétés de l’industrie aéronautique au Maroc. Ce secteur connaît actuellement un essor sans précédent et dans lequel nous pouvons observer les enjeux du transfert des connaissances. L’examen empirique des hypothèses a permis d’appuyer le rôle de la compétence des employés. Cette dernière peut être favorisée en premier lieu par la formation et en second lieu par l’évaluation. Le second axe étant la motivation du personnel à acquérir de nouvelles connaissances, elle peut être favorisée en premier lieu par la communication interne et en second lieu par une rémunération basée sur la performance. Ces résultats peuvent faire l’objet de recommandations pratiques aux dirigeants des sociétés industrielles au Maroc, afin de s’approprier les savoir-faire des sociétés étrangères en vue de confirmer la croissance économique queconnaît actuellement plusieurs secteurs économiques dans ce pays
This research focuses on the concept of absorptive capacity, and the HRM mechanisms that can support knowledge acquisition from a foreign partner in strategic alliances in Morocco. We tried to identify some HRM practices on which managers can rely in order to obtain a capacity of assimilation and exploitation of knowledge and know-how of their foreign partners. During the first part of that research, we realized a state of the art on the concepts of strategic alliances, of the absorptive capacity and strategic HRM. This literature review has identified three assumptions about the competences andmotivation of employees. These two dimensions are presented as major vectors for the acquisition of absorptive capacity. To test these hypotheses, we chose a qualitative methodology and face to face interviews with company executives in the aviation industry in Morocco, this sector is experiencing unprecedented growth and in which we can observe the issues of transfer knowledge. The empirical examination of the assumptions has supported the role of employee competences. The latter can be promoted primarily through training and secondly by the evaluation. The second dimension is the motivation to acquire new knowledge, it can be promoted primarily by internal communication and secondly by a performance-based compensation. These results can be objects of practical recommendations to the leaders of industrial companies in Morocco, to acquire the expertise of foreign companies in order to confirm the economic growth currently being experienced several economic sectors in that country

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Tena-Chollet, Florian. "Elaboration d'un environnement semi-virtuel de formation à la gestion stratégique de crise, basé sur la simulation multi-agents." Phd thesis, Ecole Nationale Supérieure des Mines de Saint-Etienne, 2012. http://tel.archives-ouvertes.fr/tel-00741941.

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Les crises projettent la plupart du temps le décideur sur une durée plus ou moins longue dans l'urgence de la décision, avec l'obligation de minimiser les conséquences possibles sur les enjeux. Une équipe de gestion de crise est organisée en cellule et a pour objectif de construire des stratégies de réponse concertées et appropriées. Or, il s'avère que certaines des compétences nécessaires ne peuvent être acquises que par expérience. Ce travail s'attache ainsi à améliorer les processus de formation des décisionnaires en définissant, suivant quatre étapes, un environnement semi-virtuel de formation à la gestion stratégique de crise. Une phase de conception sert tout d'abord de point de départ au cahier des charges d'une implantation physique, d'une ingénierie système et d'une ingénierie pédagogique dédiées. Puis, une étape de modélisation d'un exercice de gestion de crise structure une méthodologie visant à définir les objectifs pédagogiques retenus, et propose une méthode appliquée de génération semi-automatique d'un scénario didactique. Une attention particulière est notamment portée sur l'élaboration d'une typologie d'évènements et d'éléments logiciels permettant la simulation multi-agents de crises virtualisées. Enfin, une méthodologie d'évaluation des participants est proposée dans le but d'enrichir la phase classique de débriefing. Seize indicateurs sont définis et permettent en particulier de construire des arbres de compétences. Une phase de validation porte sur trois de ces quatre axes méthodologiques, et il est montré que les premiers résultats obtenus tendent à valider les spécifications retenues pour l'environnement semi-virtuel de formation développé.

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Ammar, Oussama. "L’expérimentation stratégique du business model : proposition d’un cadre conceptuel et méthodologique." Thesis, Lyon 2, 2010. http://www.theses.fr/2010LYO22025.

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Face un environnement complexe et hyper-compétitif, les firmes sont amenées à reconsidérer leur modèle de création de valeur. Leur réaction s’insère dans le cadre d’une réinvention voire innovation de leur Business Model (BM). Ceci passe indéniablement par une démarche d’expérimentation stratégique. Définie comme un processus par lequel les firmes explorent de nouvelles sources de revenus et testent de nouveaux concepts d’affaires, l’expérimentation stratégique s’associe à un outil de réinvention du BM qui intervient non seulement dans la création de nouveaux BM mais également dans la transformation de BM existants. Nous posons ainsi la question de savoir : Comment concevoir l’expérimentation stratégique des BM des entreprises ? Dans cette perspective, notre recherche vise à dresser un cadre conceptuel et méthodologique de l’expérimentation stratégique. Il s’agit de proposer aux entreprises une aide à la conception d’une méthodologie d’expérimentation de BM. Pour répondre à cette problématique, nous proposons de définir l’expérimentation stratégique comme une théorie combinée du changement en partant du modèle de Van de Ven et Poole (1995) sur les théories de changement et de développement organisationnel. Ceci permet de traduire les processus centraux de l’expérimentation stratégique et d’en saisir les dimensions clés. Dans le cadre d’une approche qualitative avec étude de cas, nous interrogeons trois profils d’acteurs sur leurs registres de conception et de pratique de l’expérimentation. Ensuite, nous élaborons via une analyse inter-profils un modèle générique d’expérimentation stratégique de BM qui s’articule autour de trois temps de l’expérimentation stratégique ; un temps de virtualisation, un temps d’actualisation et un temps d’itérations de processus de rationalisation et d’apprentissage
In a hypercompetitive environment, firms are obliged to reconsider their revenue formula and to innovate consequently the way they create value and make profit. This lies at the heart of every company’s ability to experiment new Business Models (BM) and becomes a key step in the strategic thinking. Defined as a process by which firms explore new ways of doing business, strategic experimentation takes shape of series of trial and error changes pursued along various dimensions of strategy in an effort to identify and establish a viable basis for competing. Our research examines strategic experimentation as an effective tool for BM reinvention. It answers therefore to the main question of: How to conceive BM experimentation? In this way, we define strategic experimentation as a combined theory of change according to the model developed by Van de Ven and Poole (1995) to explain processes of organizational development and change. We aim at dressing a conceptual and methodological framework for strategic experimentation that would helps managers and academics to conceive and master the process of BM experimentation. Using a qualitative research methodology rooted in a case study approach, we achieved semi-structured interviews with three categories of actors implied in the process of BM experimentation. Our results demonstrate that BM experimentation is organized through four major processes which are exploration, formulation, resources allocation and identification which are articulated by a time of virtualization, a time of actualization, and a time of iterations based on learning and rationalization

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Amaral, António Manuel Pereira da Silva. "Avaliação e gestão do portefólio de projetos." Doctoral thesis, 2012. http://hdl.handle.net/1822/22255.

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Tese de doutoramento - Programa Doutoral em Engenharia Industrial e Sistemas
Despite all the differences on markets, cultural environment, and organisational objectives, some changes are modifying the way business occurs, turning competitive advantages difficult to accomplish. In a global marketplace scenario, changes are constant and with variable amplitude. Organisations need to be alert to all movements to anticipate, counter-answer and re-align themselves with the new market conditions. The organisational urge for using and applying new tools, methods and techniques to help them in these matters is tremendous. The market competitive pressing, the reduction of error margins and the need to do things perfectly at the first shot are creating an increase demand of solutions that can resolve those problems, achieving the best performance possible with the minimum risk and cost. However, there is no consensus about the type of methods or techniques that automatically improves any organisation, despite their own problems or status, restrictions and competitive advantages, strengths and weaknesses. Nevertheless, project management tries to see the organisation as a whole, and systematically challenge the difficulties encountered with new re-thinking processes in order to increase the organisational performance. A Multistage Decision Model was developed based of the Project Portfolio Management (PPM) phases. New techniques such as the Market Attractiveness Indexes and the Project Alignment Index, combined with some well-known approaches adapted towards the integration of the Project Portfolio Management namely: the Project Portfolio Selection using DEA, the Portfolio Scheduling using Priority Rules and the Earned Value Management for Monitoring and Control. A Project learning process was, also, introduced to enhance the PPM performance and to promote the Organizational knowledge, as well as some insights into Maturity and Sustainability by the development of a conceptual Hybrid Maturity Model. Thus, a project portfolio management and evaluation framework was proposed which gathers relevant concepts and tools from different areas, such as Organizational Strategy, Organizational Learning, Project Portfolio Management and Organizational Maturity, reputed fundamental for acquiring and developing competitive advantages, and, therefore, for increasing the organization’s overall performance.
Apesar de todas as diferenças verificadas nos mercados, no ambiente cultural e nos objetivos organizacionais, algumas mudanças estão a modificar a forma como os negócios se processam, dificultando consideravelmente a capacidade de desenvolver novas vantagens competitivas. No mercado global, as mudanças são constantes e com amplitude variável. As organizações têm de estar em alerta constante de forma a antecipar as movimentações, desenvolver uma contra resposta e realinhar-se, convenientemente, com as novas condições de mercado. O desejo da organização para a utilizar e aplicar de novas ferramentas, métodos e técnicas é enorme. O pressing competitivo do mercado, a redução das margens de erro e a necessidade de fazer as coisas bem à primeira, está a criar uma procura crescente por soluções que potenciem o desempenho organizacional com o menor risco e custo possíveis. No entanto, não há consenso sobre qual o tipo de métodos ou técnicas que melhoram, de forma automática, as organizações, apesar dos seus problemas ou condições, restrições e vantagens competitivas, pontos fortes e fracos. A gestão de projetos vislumbra a organização como um todo e desafia, sistematicamente, as dificuldades encontradas a fim de aumentar o desempenho organizacional. Um modelo de decisão Multifases foi modelado e novas técnicas foram desenvolvidas como os Índices de Atratividade do Mercado, o Índice de Alinhamento do Projeto, combinadas com algumas abordagens bem conhecidas adaptadas para a integração da Gestão do Portefólio de Projetos (GPP), nomeadamente: a seleção do Portefólio de Projetos usando DEA, a Afetação de recursos ao Portefólio usando uma heurística de regras de prioridade e o Earned Value Management para a monitorização e controlo. A aprendizagem de projeto foi, igualmente, considerada para melhorar o desempenho da GPP e promover o conhecimento organizacional, bem como algumas abordagens sobre maturidade e sustentabilidade através do desenvolvimento do modelo híbrido de maturidade. Assim, o modelo de avaliação e gestão do portefólio de projetos proposto reúne conceitos e ferramentas para a estratégia organizacional, a aprendizagem organizacional, a GPP e maturidade organizacional, fundamentais para a aquisição e desenvolvimento de vantagens competitivas e, por conseguinte, para o aumento do desempenho geral da organização.
Fundação para Ciência e Tecnologia (F.C.T.) bolsa de Doutoramento (SFRH/BD/31014/2006)

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Viljoen, Karen. "Strategic organisational transformation: the role of learning, leadership and culture." Thesis, 2012. http://hdl.handle.net/10210/6734.

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M. Comm.
South Africa finds itself in the midst of a turbulent environment. Organisations are seeking ways and methods to achieve better results for its stakeholders by being more competitive through for example addressing customer needs. Furthermore, organisations are focusing on adapting to the changing economic and social environment. Suddenly, after many years where the political dispensation only provided protection and benefits to certain groups, organisations now have to comply with the requirements of new legislation such as the Labour Relations Act, the Basic Condition of Employment Act, the Skills Development Act and the Employment Equity Act. Although the influence of these Acts are not under the discussion their existence do have an impact on the way South African organisations do business. Words and phrases such as empowerment, transparency and equal opportunity have quickly and almost unnoticeably become part of the South African vocabulary. Furthermore, South Africa has now also become part of the global arena. Its global competitiveness therefore might be the single most important factor in ensuring South Africa's survival. Information technology has opened up a world of e-commerce and a large number of foreign companies have now moved their focus to the so-called emerging markets of which South Africa is one, bringing along more companies to compete with in the limited local market. Organisations in South Africa therefore have to empower themselves in adapting to the new challenges and the changing environment. Possibly the best way will be to gear itself for continuous change. However, South Africa's top management teams will have to take cognisance of factors that will ensure successful strategic organisational transformation. Here, the role of leadership, learning and culture will proof significant to enable strategic organisational transformation in the South African organisation. With this study it is hoped that some findings will assist organisations faced with the reality of change, to understand the important determinants in organisational change.

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Mngxaso, Monwabisi H. "Understanding strategic conversation as a tool for learning and change in organisations : a public sector perspective." Thesis, 2010. http://hdl.handle.net/10413/7317.

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This dissertation has posed and answered the question whether strategic conversation can be used as a tool for facilitating learning and change in organisations, within the context of the public sector. The study provided answers to the following sub-questions through the literature review:- * What is ‘strategy’ and what does it entail? * What are ‘strategic conversations’ and what do they entail? * What is ‘organisation learning’? * What is ‘organisational change’? * What factors create an environment conducive to the facilitation of learning in organisations by means of strategic conversation? * What factors create an environment conducive to the facilitation of change in organisations by means of strategic conversation? After the above questions had been answered, an interactive data collection and analysis was conducted. This process culminated in the findings of the study which made it possible to draw specific conclusions. The main conclusion of the study was that strategic conversation is a tool that can be used to facilitate learning and change in the Legislature as an example of a public sector organisation. The study concluded by highlighting key recommendations.
Thesis (M.Com.)-University of KwaZulu-Natal, Westville, 2010.

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Mahlalela, Amos Makhandane. "A strategic management model for transforming selected Swaziland's teacher training colleges into learning organisations." Thesis, 2017. http://hdl.handle.net/10500/23119.

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Teacher training is a significant and integral component of a sound education system. The need for quality programmes and relevantly qualified personnel cannot be overemphasised. Effective learning organisations result from good governance and strategic management. The purpose of this study was to determine how teacher training colleges (TTCs) in Swaziland could be transformed into effective Learning Organisations (LOs)? The following research questions guided the study. These were formulated as follows: What were the characteristics of effective learning organisations?; which factors had the potential for developing TTCs as learning organisations?; which factors restricted the TTCs in Swaziland from functioning as effective learning organizations? And how were TTCs in Swaziland governed and strategically managed? The study emanated from concerns raised for a number of years on the quality and relevancy of TTCs in Swaziland. Such concerns were noted by both the print and electronic media as well as members of the general public. The training programmes in TTCs have been widely criticized, particularly with regard to standards, quality and relevance of the training process in relation to meeting the nation and the global requirements. The study was qualitative and was underpinned by the interpretism research paradigm employing an ethnographic approach. The study was conducted in three selected teacher training colleges in Swaziland namely; the Nazarene College of Education and the William Pitcher Teacher Training College both based in the Manzini Region, and Ngwane Teachers’ College based in the Shiselweni Region. This study employed the purposive sampling procedure. Thematic Content Analysis (TCA) was used for the data analysis process. The findings of the study revealed that participants felt that characteristics of effective LOs included the availability of both well qualified academic and specialized non academic staff, adequate and relevant infrastructure, dynamic, innovative and responsive curriculum, quality assurance checks and balances mechanisms, good libraries and IT facilities , sufficient funding and innovative leadership. Regarding the factors that have the potential for developing TTCs to LOs, participants felt that institutional support from TTC leaders, adherence to professional and institutional values, using of mistakes as learning curve rather than criticism, and serious engagement in learning by all members was of paramount significance. On the factors that restricted TTCs in Swaziland from functioning as effective LOs, the study revealed that these included cumbersome bureaucracy, lack of rewards and incentives for staff members, poor mobility structures, poor promotion formula as well as lack of recognition for professional development or academic achievements. Regarding the manner in which TTCs are governed and strategically managed, the study revealed that this was characterized by a centralized, top down, weak unresponsive governance system seriously lacking autonomy, long and confusing bureaucracy, unresponsive and cumbersome procurement procedures. The conclusion was that the Government needs to restructure the governance and management systems of TTCs. The country should consider granting autonomy especially in the procurement processes. The promotion of staff in TTCs must be based on academic achievements and the Government needs to recognize the significance of giving rewards and incentive to here employees. For transformation to occur in TTCs there is need for college lecturers to adapt to change and for leaders to disseminate vital information to staff members all the time. The study concluded by developing a strategic management model to guide the development governance, management and operations of TTCs in Swaziland and their subsequent transformation to effective LOs.
Educational Leadership and Management
D. Ed. (Educational Management)

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Burger, Dirk. "Developing an instrument to measure the strategically innovative environment of life insurance organisations in Southern Africa." Thesis, 2010. http://hdl.handle.net/2263/28194.

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This thesis reports on an exploratory study to see to what extent an instrument could be developed to measure the strategically innovative environment of life assurance organisations in Southern Africa. This instrument was applied to a number of life assurance organisations in Southern Africa and the results plotted on a four quadrant matrix, developed for this study, to illustrate to what extent certain variables could contribute in establishing a strategically innovative environment. The main contribution of this study is to explain the interaction between the knowledge economy, intellectual capital, the corporate curriculum, learning theory and strategic innovation. This study argues that the interaction between these components is key in developing human capital which in turn is an important component of strategic innovation. Furthermore, the instrument developed for this study can be used to evaluate other organisations, thus ultimately assisting them in becoming strategically innovative as well. It was found that life assurance organisations in Southern Africa could be regarded as moderately strategically innovative. The degree of strategic innovation varies according to the presence and integration of certain variables set out for the organisation.
Thesis (PhD)--University of Pretoria, 2010.
Information Science
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Dissertations / Theses on the topic 'Organisational learning strategy'

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