论企业学习型组织的构建

在当今充满竞争的社会中,学习不仅仅是个人的事,企业作为市场竞争的主体也要学习。企业组织的学习通过企业内部创造"学习型组织"的行为实现。企业全体员工特别是领导者必须修炼自己的意识和行为以打造优秀的团队。

基于网络分析的项目型组织设计与知识转移关系研究

采用实证方法对组织文化与知识转移的关系进行了研究;采用虚拟的网络表示项目型组织的组织结构,并设计了实证与网络分析集成的模拟模型,对组织文化、结构、知识转移三者之间的相互作用进行模拟。研究结果表明分权、均匀的组织结构有利于知识转移和组织学习;组织结构与组织文化之间相互依存,成员对组织文化形成高度共识是组织内部非正式团队建设的基础。

高职院校移动应用课程建设探索与实践

培养企业和各类研究机构急需的移动应用开发技术人才,为大学本科生提供掌握移动应用开发技术的机会是当前高校相关专业教学改革的重要内容。文章通过对移动应用开发前景以及社会对移动应用开发技术人才迫切需求的分析,从课程教学目标、课程教学内容、教学方法、课程创新、师资建设等方面研究了《Android移动应用开发》这门新兴课程的建设,以便为我国移动应用开发人才队伍的发展奠定基础。

Second-order problem solving:Nurses'perspectives on learning from.near misses

Objectives:Near misses happen more frequently than actual errors,and highlight system vulnerabilities without causing any harm,thus provide a safe space for organizational learning.Second-order problem solving behavior offers a new perspective to better understand how nurses promote learning from near misses to improve organizational outcomes.This study aimed to explore frontline nurses’perspectives on using second-order problem solving behavior in learning from near misses to improve patient safety.Methods:A qualitative exploratory study design was employed.This study was conducted in three tertiary hospitals in east China from June to November 2015.Purposive sampling was used to recruit 19 frontline nurses.Semi-structured interviews and a qualitative directed content analysis was undertaken using Crossan’s 4I Framework of Organizational Learning as a coding framework.Results:Second-order problem solving behavior,based on the 4I Framework of Organizational Learning,was referred to as being a leader in exposing near misses,pushing forward the cause analysis within limited capacity,balancing the active and passive role during improvement project,and promoting the continuous improvement with passion while feeling low-powered.Conclusions:4I Framework of Organizational Learning can be an underlying guide to enrich frontline nurses’role in promoting organizations to learn from near misses.In this study,nurses displayed their pivotal role in organizational learning from near misses by using second-order problem solving.However,additional knowledge,skills,and support are needed to maximize the application of second-order problem solving behavior when near misses are recognized.

Could One Transformational Leader Convert the Organization From Knowledge Based Into Learning Organization, Then Into Innovation？

This paper examines the role of transformational leadership in transforming an organization into a knowledge based, then into learning organization so that it becomes an innovative company. Important features of the leader such and ability to assist in developing and accommodating the implementation of knowledge management programs, learning organization concepts and innovation protocols are discussed in this paper. This paper demonstrates that shifting the organization to become a knowledge based and then to be learning organization and finally to become innovative company could involve some unique attributes of a transformation leadership. In that regards, the paper also demonstrates that organizations need first to create, capture, transfer, and mobilize knowledge before it can be used for learning and then for innovation. The paper will present a method of a studying how successful innovation leaders of companies could found themselves acting in three roles namely： knowledge leader, learning leader and then innovation leader.

Private College English Teaching Team Management Based on the Theory of Learning Organization

With the continuous development of the times, the connotation of education is constantly advancing with the times. Therefore, English teaching team management can not be ignored with the aim to serving education system better and adapting to the trends of the times. This paper aims to exploring the specific management measures and methods of private college English teaching team based on the theory of Learning Organization.

Organizational Learning （OL） and Organizational Innovation （OI）： The Case of Information and Communication Technology （ICT） Industry in Malaysia

The progression through which a person acquires ,;kills, understanding, and opinions regarding a particular organization or company is called organizational learning （OL）. In this study, the connection between organizational innovation （OI） and OL within the inf3rmation and communication technology （ICT） industry in Malaysia is surveyed. These relationships are examined, because various previous inquiries have shown that an imperative precursor to firm performance is OL. Two hundred and seventy-eight surveys were completed by small and medium organizations across Malaysia. The connections existing between the causes of OL and the causes of OI were ascertained by using structural equation modeling （SEM）. Amongst the Malaysian small- and medium-sized enterprises （SMEs） that participated in fire study, OI and OL are considerably linked.

基于ACMPE、ISSL-Isomap和GWO-SVM的行星齿轮箱故障诊断

针对从行星齿轮箱非线性、非平稳振动信号特征提取困难的问题,提出了一种基于自适应复合多尺度排列熵(ACMPE)、改进监督型自组织增量学习神经网络界标点等度规映射(ISSL-Isomap)和灰狼群优化支持向量机(GWO-SVM)相结合的行星齿轮箱故障诊断方法。利用ACMPE从复杂域提取振动信号的故障特征,构建高维故障特征集;采用ISSL-Isomap方法对高维故障特征集进行维数约简,提取出低维、敏感故障特征;应用GWO-SVM分类器对低维故障特征进行模式识别,判断故障类型。行星齿轮箱故障诊断实验结果分析表明:与多尺度排列熵(MPE)、复合多尺度排列熵(CMPE)等特征提取方法相比,ACMPE方法在分类效果和识别精度上更具优势;与局部切空间排列(LTSA)、等度规映射(Isomap)、加权Isomap(W-Isomap)、监督Isomap(S-Isomap)和监督型自组织增量学习神经网络界标点Isomap(SSL-Isomap)等降维方法进行比较,ISSL-Isomap方法降维效果最佳;所提方法的故障识别率达到100%,具有一定优越性。