Developing Universities into Learning Organizations

A number of companies and organizations consider that it is necessary todevelop into learning organizations in order to meet the challenges of rapidly changing world. Aftera review on the literature on the learning organization, there is no question that the concept isboth attractive and complex. There appears to be more consensus about that becoming a learningorganization is more of a journey than a destination. Senge identifies five key disciplines thatKelp organization to become a learning organization, and the disciplines mean commitment, focus,and practice. In recent years the concept of the learning organization is translated into theeducation sector. Today, more than ever, more and more people see education as the highest form ofleverage to improve society. As the highest form of the education sector, universities must try todevelop into learning organizations. But the process will be neither easy nor swift, and we shouldview the process not as a task to be completed, but as the ongoing work. Effective change andimprovement can only happen by conducting long-term practice involving teachers, administrators,parents, and students who have a common vision and work and live with a learning culture.

Training and Development Strategies for Senior and Middle Level Managers with the Purpose of Learning Organizations

In the presence of dynamic organizational environment and a growing supply of‘knowledgeable employees’which require more professional managers to address their fast changing and increasing needs,senior and middle level managers are now required to keep up with the dynamic and learning environment more than ever.In order to train senior and middle level managers,the article has recommended four perspectives to encourage the development of learning manager.The first aspect for senior and middle level mangers is to integrate learning talents into their practices.The second point is to encourage managers to provide strong support for individuals and teams to develop a learning organization.The third point encourages learning managers and organizations to be composed into the culture of the organization.The last point advocates for more open and free dissemination of information and knowledge to be allowed within an organization.

Automatic detection of breast lesions in automated 3D breast ultrasound with cross-organ transfer learning

Background Deep convolutional neural networks have garnered considerable attention in numerous machine learning applications,particularly in visual recognition tasks such as image and video analyses.There is a growing interest in applying this technology to diverse applications in medical image analysis.Automated three dimensional Breast Ultrasound is a vital tool for detecting breast cancer,and computer-assisted diagnosis software,developed based on deep learning,can effectively assist radiologists in diagnosis.However,the network model is prone to overfitting during training,owing to challenges such as insufficient training data.This study attempts to solve the problem caused by small datasets and improve model detection performance.Methods We propose a breast cancer detection framework based on deep learning(a transfer learning method based on cross-organ cancer detection)and a contrastive learning method based on breast imaging reporting and data systems(BI-RADS).Results When using cross organ transfer learning and BIRADS based contrastive learning,the average sensitivity of the model increased by a maximum of 16.05%.Conclusion Our experiments have demonstrated that the parameters and experiences of cross-organ cancer detection can be mutually referenced,and contrastive learning method based on BI-RADS can improve the detection performance of the model.

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.

Theory and Practice of Learning Organization ——Investigation and Thinking for the Management Committee of the Baotou Rare Earth High-tech Area

Nowadays, many countries and regions use the human resources development as the major approach in holding the initiative in competition. The Baotou Rare Earth High-tech Area implements the strategies for revitalizing the area through establishing science and education learning organization and developing the entire learning in Management Committee. In accordance with the fundamental of mathematics ＂The arithmetical mean is equal to or larger than its geometric mean to any positive real number＂, it submits ＂the theoretical model of proportional development advantage of the same element in the same level＂ in order to solve ＂the problem that a few people behind in the department block the development of the High-tech Area＂, realize every member＇s common progress and each department＇s proportional development, and finally make the effect of Rare Earth High-tech maximum by strengthening team cooperation and producing a multiplier effect.

Towards Building Monolithic Computational Platform for SECI Model

SECI Model has been predominantly used by researchers as a framework for analyzing knowledge creation and knowledge sharing. It generalizes the application of the framework such that it is useable for various industries and disciplines such as in education, manufacturing, software development, finance, business and others. Its popularity has gained interest among re-searchers who explored the possibility to implement SECI model in computational environment. This paper presents the monolithic system that was designed and built to allow the SECI model activities to be performed in a full manner in a single platform. SECI model activities are studied and summarized to grasp the perceptions of the researchers of what are the activities that are classified under each SECI model phases. Based on these activities, we identified some selected activities to demonstrate the possibility of implementing the SECI Model in our KFTGA system. KFTGA (Knowledge Flow Tracer and Growth Analyzer) is a knowledge sharing platform that was built to support SECI Model activities.

Beijing Academy:Innovation,Design,and Learning

Purpose-Taking Beijing Academy as an illustrative example,this article aims to discuss a model of“design-as-learning,learning-as-design”.Design/Approach/Methods-As a member of an international panel of the school,I have involved significant periods of observation of classroom work,focus group discussions with students,meetings with teachers and administrators,and sessions with governmental officials and external partners for the school.This has provided rich first-hand data for the analysis.Findings-This article argues that learning environments should be constructed around powerful theories of learning,that those theories should be subjected to constant and repetitive critique and revision in light of evidence,and most importantly that there is no fundamental difference in roles between adults and young people in the organization.Originality/Value-This article has the potential to address the transitional issues resulted from the policy-driven reform and institutionally-determined definitions of learning and urges adults to transfer agency for learning of individual students.

Influence of organization learning on innovation output in manufacturing firms in Kenya

Knowledge entrepreneurship is increasingly becoming important in driving innovation for high levels of competitiveness.The purpose of this study was to investigate the relationship between Organization Learning(OL)and Innovation Output(IO)for improved performance in manufacturing firms in Kenya.The theoretical underpinnings on this study are the Schumpeter’s(1934)innovation theory of and the Gleick(1987)complexity theory.The methodology used was mixed method research because it provides a more holistic understanding of a thematic area.The research design that was used is cross-sectional design because it allows for making observations on different characteristics that exist within a group at a particular time.The target population was manufacturing firms across the country.Multi-stage sampling strategy was used to sample 303 respondents from 101 firms.Primary and secondary data were used to collect both qualitative and quantitative data.The questionnaire,interview schedule and a checklist of key informants were used to collect data.Content validity was used to ascertain the credibility of the research procedure and internal consistency technique was used to test for reliability.Correlation and linear regression were used to determine the relationship between OL and IO.Work disruptions were avoided by making prior arrangements and appointments.The findings indicate that OL has a significant influence on IO.It is recommended that lifelong learning,management support and risk tolerance should be encouraged to improve creativity.High creativity is important in raising the capacity to integrate internal and external knowledge for greater levels of IO.Further research should be carried out to find how customers and suppliers information can be utilized to enriched OL.

On Knowledge Workers in the Knowledge Society

The paper makes a study on our present knowledge society and knowledge workers. After analyzing the reason that knowledge workers are the newly emerging dominant group in this knowledge society, it gets to the point that the real leadership in the age of knowledge are knowledge workers. Yet, they have to actively organize and learn together, otherwise, they would be same as the workers of industrial model. Only through organizational learning can knowledge workers turn into a very innovative learning organization dancing with the unexpected.