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组织学习与组织演化是组织理论中近来出现的两大新兴板块,但是多数研究将这两个理论分别对待,很少有相应的综合模型。本文试图整合组织学习和组织演化理论,并利用组织演化的方法讨论组织学习机制,说明组织学习过程中的个人、团队、组织三个层次与演化的互动作用.我们认为组织学习的过程对组织演化具有关键的影响作用;而演化又为组织学习提供新的学习基础。两者相互作用,形成核心专长和能力,推动组织变革和进步。同时本文还讨论了目前研究存在的一些困境。 相似文献
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薪酬管理是企业经营管理的核心内容。薪酬体系设计是有效薪酬管理的前提。合理有效的薪酬体系能够有效激发员工的积极性和对企业的认同度、归属感。烟草生产性企业受烟草专卖制度保护,有一定市场特殊性。如何在烟草生产性企业建立具有激励性、符合企业实际的薪酬体系,对企业吸引和留住人才,引导员工与企业同目标、共奋斗具有十分重要的意义。 相似文献
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本文阐述了信息的概念,建立了产生数据、信息和知识的信息空间、分析了信息空间中的学习周期,并以此为基础建立了企业在信息空间中的学习模型。此模型深入从信息的编码、抽象和扩散角度分析了企业鉴别、获取和利用信息获得知识的过程,从信息的角度探讨了企业的知识学习过程。 相似文献
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基于知识的企业理论将企业视为知识的集合体,认为独特的知识是企业赢得竞争优势的关键性资源;组织的新知识或来自于企业内部的创造,或来自于企业外部的获取;跨国公司是本土企业管理知识重要的外部来源,而与在华跨国公司形成的长期、稳定的网络关系则是本土企业获取这种外部知识的重要途径.在理清相关概念基础上,提出了一个在华跨国公司网络中本土企业向外国合作伙伴学习管理知识的因素框架模型,并指出了进一步的研究建议. 相似文献
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增值税出口退税的筹划与其它的税务筹划有完全不同的效果,其它税务筹划主要目的是如何利用有关税收政策,来达到企业少交税的目的;而增值税出口退税筹划的主要目的是如何利用有关税收政策,来使企业获得更多的出口退税。企业可以通过编制基于《免抵退报表》和《增值税报表》的《增值税预测表》来对增值税出口退税的整体情况进行全面测算、并通过与进行关联交易以调节价格等方法,来使企业获得的增值税出口退税达到最大化。 相似文献
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中国企业领导者个人学习能力对组织创新成效和绩效影响研究 总被引:4,自引:0,他引:4
基于个人学习能力测量问卷获得的我国1 062家企业的调查数据,对企业领导者个人学习能力的现状进行统计分析,发现领导者个人学习能力对企业创新和绩效的显著影响关系,分析得出企业领导者提高个人学习能力的若干建议.最后指出进一步研究的方向. 相似文献
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组织学习影响因素、学习能力与绩效关系的实证研究 总被引:59,自引:2,他引:59
回顾了国内外关于组织学习理论及组织学习与绩效关系方面的研究成果,基于中国201家企业调查数据,对采用定性方法提出的组织学习过程模型(6P-1B模型)进行了定量的实证研究.结果表明:6P-1B模型提出的7个方面的组织学习能力与组织绩效有紧密的正相关关系;各组织学习能力的机理要素与各组织学习能力之间有紧密的正相关关系;企业所感知的外界环境的变化程度不同、员工之间的目标正相关程度不同,使得企业在组织学习的机理要素方面的表现存在显著差异.这些研究结果对6P-1B模型的理论逻辑提供了一定的统计检验的支持,同时也给管理者提供了一些关于如何提高组织学习能力的方法和启示. 相似文献
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The manufacturing industry is currently facing unprecedented challenges from changes and disturbances. The sources of these changes and disturbances are of different scope and magnitude. They can be of a commercial nature, or linked to fast product development and design, or purely operational (e.g. rush order, machine breakdown, material shortage etc.). In order to meet these requirements it is increasingly important that a production operation be flexible and is able to adapt to new and more suitable ways of operating. This paper focuses on a new strategy for enabling manufacturing control systems to adapt to changing conditions both in terms of product variation and production system upgrades. The approach proposed is based on two key concepts: (1) An autonomous and distributed approach to manufacturing control based on multi-agent methods in which so called operational agents represent the key physical and logical elements in the production environment to be controlled – for example, products and machines and the control strategies that drive them and (2) An adaptation mechanism based around the evolutionary concept of replicator dynamics which updates the behaviour of newly formed operational agents based on historical performance records in order to be better suited to the production environment. An application of this approach for route selection of similar products in manufacturing flow shops is developed and is illustrated in this paper using an example based on the control of an automobile paint shop. 相似文献
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This paper examines the influence of psychological empowerment on organizational commitment and the moderating effect of organizational learning culture on the relationship. The results suggest that psychological empowerment, organizational learning culture, and demographic variables had a significant impact on organizational commitment for employees in the public sector of Korea. Employees showed higher organizational commitment when they perceived high psychological empowerment and a high organizational learning culture. In addition, the moderating effect of organizational learning culture on the relationship between psychological empowerment and organizational commitment was found to be significant. Among the demographic variables, only educational level turned out to be significant. Finally, implications, limitations and research recommendations are discussed. 相似文献
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The COVID-19 pandemic has threatened public health and caused substantial economic loss to most countries worldwide. A multigroup susceptible–exposed–asymptomatic–infectious–hospitalized–recovered–dead (SEAIHRD) compartment model is first constructed to model the spread of the disease by dividing the population into three age groups: young (aged 0–19), prime (aged 20–64), and elderly (aged 65 and over). Then, we develop a free terminal time, partially fixed terminal state optimal control problem to minimize deaths and costs associated with hospitalization and the implementation of different control strategies. And the optimal strategies are derived under different assumptions about medical resources and vaccination. Specifically, we explore optimal control strategies for reaching herd immunity in the COVID-19 outbreak in a free terminal time situation to evaluate the effect of nonpharmaceutical interventions (NPIs) and vaccination as control measures. The transmission rate of SARS-CoV-2 is calibrated by using real data in the United States at the early stage of the epidemic. Through numerical simulation, we conclude that the outbreak of COVID-19 can be contained by implementing appropriate control of the prime age population and relatively strict control measures for young and elderly populations. Within a specific period, strict control measures should be implemented before the vaccine is marketed. 相似文献
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系统综述分析了前人关于学习型组织结构的研究成果和观点. 基于作者提出的学习型
组织的6P - 1B 模型,提出了学习型组织的组织结构的5 个职能特征(functional characteris2
tics) ———信息/ 情报职能,创新职能,学习/ 培训职能,知识管理职能,变革/ 危机管理职能,以及
4 个形态特征(form characteristics) ———网络化/ 团队化,扁平化,市场/ 客户导向性,弹性/ 可重构
性. 并对这些特征分别用实际企业案例进行了分析说明. 最后提出了今后的研究方向 相似文献
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如何在知识管理先进思想的基础上,充分利用信息技术来促进组织学习,是当前企业管
理的主要研究问题之一. 在剖析了两个具有代表性的组织学习模型基础上,提出了一种基于知
识管理的敏捷组织学习二维度模型框架. 在该模型框架中,充分考虑了组织学习的核心内容,
并围绕学习主体和学习工具的互动关系,对组织学习过程进行了构建. 文章不仅详细给出了该
模型框架的建立过程以及实施要素、原则和方法,而且通过一个案例具体说明了该模型框架在
企业项目建设中的实际意义和应用价值. 相似文献
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与基本是根据学习内容(横向、纵向) 和学习结果对组织学习类型进行划分的研究不同,从关系的视角,在国内外首次按照学习投入(经验数量)和学习产出(学习效果)的关系,提出了组织学习分类的新方法,即将组织学习划分为量变式学习和质变式学习两种类型。量变式学习是指随着学习投入的增加,学习产出发生接近线性的变化,是渐进性的、逐步的; 质变式学习是指随着学习投入的增加,学习产出发生接近非线性的变化,是突破性的、大幅度的、本质的,可以表现在认识、行为或两者之上。要实现量变式学习向质变式学习的转化,需要同时满足学习投入接近学习临界经验值和存在学习触发条件两个前提,这是转化能够发生的机制; 为加速这种转化,可以通过从内部改善学习者的心智模式、从外部创造开放的环境等方式,这是转化发生的学习催化剂。主体的学习应该是量变式学习和质变式学习的结合,且量变式学习和质变式学习是个不断交替、动态发展的过程。 相似文献
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Formal organizational relationships are important sources for capability building in emerging economy firms eager to move up the value chain. We examine how access to valuable knowledge available to firms via organizational relationships creates learning opportunities necessary for the development of complex technological capabilities. Using a sample of 852 observations of emerging economy firms from the Indian software industry between 1992 and 2000, we find that developing strong domestic intra-organizational relationships, through affiliation with a moderately diversified business group or operating in a related industry, promote more complex technological capabilities. In the case of foreign inter-organizational relationships, we find that greater foreign client contact enhances the complexity of firm technological capabilities. However, accessing knowledge from domestic inter-organizational relationships appears to hinder the development of firm complex technological capabilities. An interesting result from our research was that having greater access to knowledge from foreign intra-organizational relationships, embedded within foreign subsidiaries, did not lead to the development of complex firm technological capabilities. The results of our study highlight that for emerging economy firms wanting to improve their complex technological capabilities, there may be diminishing benefits to learning from and acquiring knowledge available within specific types of formal organizational relationships. 相似文献