學習型組織與價值創造的探討; study of learning organization and value creation

NCU Institutional Repository > 管理學院 > 資訊管理學系碩士在職專班 > 博碩士論文 > Item 987654321/13219

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题名:	學習型組織與價值創造的探討;study of learning organization and value creation
作者:	楊大寬;Da-Kwang Yang
贡献者:	資訊管理學系碩士在職專班
关键词:	創新;價值創造;學習型組織;反思;Learning Organization;Innovation;Reflection;Social Action Research;Value Creation
日期:	2006-07-04
上传时间:	2009-09-22 15:26:30 (UTC+8)
出版者:	國立中央大學圖書館
摘要:	近年來，台灣正由工業時代逐漸轉入知識經濟時代。組織成員間必須具有良好的合作，充足的學習與成長能力，才能禁得起現今這個快速多變時代的考驗，並對股東、個人甚至是全人類做出貢獻。組織成員應促進互相認同，分享、累積與創造知識。除此之外，成員可經由傾聽、了解、信任與協同的循環，增進協同能力。學習型組織的理論與五項修鍊，正是為了幫助個人以及組織改變既有的思維，達到以上的目的。本研究利用 “Social Action Research”的方法，以Ａ公司2005年安全意識委員會第六組為例，目的是為了把不易測量到的反思與組織運作現況，以人際網路關係圖表達出來並進行分析，讓組織的管理者與成員理解到人際網路交互作用的錯綜複雜，以及價值是如何透過些複雜的社會網路而創造出來。同時，也可以從圖中發現組織運作待改進的缺點。研究結果發現，小組成員普遍認為把自己小組的工作做好，就代表把整個安全意識委員會第六組的工作做好，而且，幹部沒有與所有的小組長有良好的互動，小組長與小組長之間的互動也有待加強。基於以上的發現所作的管理建議，也將會提供給管理者做為參考。 Taiwan’s industries are transforming from Industry Age to Knowledge Economy Age in recent years. Organizations have to have good collaborations among members, and enough learning and growing abilities to pass the test in adapting to the fast changing pace, and contribute to shareholders, personals and all human beings. Members of organization should improve in mutual cognition, and to share, accumulate and create knowledge. Furthermore, they should increase the collaborating abilities through the cycle of listening, understanding, trusting and collaborating. Learning organization and fifth disciplines can help people and organization to renew their thoughts to achieve the goals mentioned earlier. This research employed the “Social Action Research” approach to look into a case team, namely, the 2005 Safety Awareness Committee team 6 of Company A. The objective is to uncover the reflection and inner operations of the team. These are very difficult to measure, but this research attempted to analysis it through a social network map. Through the social network map, managers and members may be able to realize the convoluted social interactions, and how values are created though the interactions. In addition, they may also discover the exceptions of the teamwork. Results of this research show that the members of sub group thought that whenever they complete the tasks assigned to their sub group, they also completed the team’s overall job. Results also reveal that the team leader did not interact well with the leaders of all the sub groups, and interactions between sub groups’ leader also should be improved. Based on these findings, managerial suggestions are also suggested to the management.
显示于类别:	[資訊管理學系碩士在職專班 ] 博碩士論文

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