SODOBNO ORGANIZACIJSKO UČENJE

Balažek, Albina

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Title:	SODOBNO ORGANIZACIJSKO UČENJE
Authors:	ID Balažek, Albina (Author) ID Treven, Sonja (Mentor) More about this mentor...
Files:	This document has no files. This document may have a physical copy in the library of the organization, check the status via COBISS.
Language:	Slovenian
Work type:	Master's thesis/paper
Organization:	EPF - Faculty of Business and Economics
Abstract:	Namen magistrskega dela je raziskati definicijo organizacijskega učenja ter njegov pomen za bodočo konkurenčnost in uspešnost poslovanja podjetja. Znanje in informacije, s katerimi razpolaga podjetje, lahko odločilno vplivajo na njegov obstoj. Optimizacija in racionalizacija poslovnih procesov sta kot glavni usmeritvi podjetja že preživeta. Danes postaja za podjetje najpomembnejši človeški dejavnik, zato je nujno, da v podjetju vzpostavimo takšno organizacijsko klimo in kulturo, ki bo krepila idejo organizacijskega učenja z odprto komunikacijo, s skupinskim učenjem, z vključevanjem vodstva, ki bo krepila kreativnost in inovativnost vsakega posameznika. Cilj dela je v prvi vrsti spoznati osnovne prvine organizacijskega učenja ter prek različnih modelov preučiti obseg vsebine, namen in njegov pomen. Eden od ciljev naloge je tudi testirati ustreznost pripravljenega vprašalnika o dejavnikih in usmeritvah organizacijskega učenja. Magistrsko delo je v osnovi zgrajeno iz petih poglavij. Uvodnemu delu sledi poglavje v katerem smo se opredelili na razlago in opredelitev organizacijskega učenja. Kot izhodišče razumevanja smo najprej predstavili učenje in pomen organizacije kot take, izpostavili pomen organizacijske kulture in vpliv vloge vrhnjega managementa. Ker učenje poteka na večih ravneh smo zajeli tudi ta spoznanja. Zadnji trend v razvoju organizacijskega učenja je nastajanje strateških učečih povezav in korporacijskih univerz, zato smo predstavili tudi različne modele organizacijskega učenja. V tretjem poglavju smo predstavili organizacijsko znanje, saj podjetje, ki si prizadeva biti inovativno, mora imeti aktiven odnos do ustvarjanja in razvijanja znanja. V četrtem poglavju smo se lotili razlage in opredelitve Učeče se organizacije, ki ima odprt pristop do zunanjega okolja, politike, socialnih in finančnih vprašanj ter takšno politiko ravnanja z ljudmi pri delu, ki obsega predvsem zaupanje v lastne zaposlene, odgovornost in iniciativnost. Zadnje poglavje temelji na raziskavi o organizacijskem učenju, ki je bila izvedena v podjetju X. Na podlagi opravljene raziskave smo analizirali in ocenili dobljene rezultate ter jih tudi ustrezno interpretirali.
Keywords:	Ključne besede: izobraževanje, učenje, ravnanje s človeškimi viri, kadrovski management, planiranje človeških virov, metode, učeča se organizacija, kadrovska politika.
Place of publishing:	[Maribor
Publisher:	A. Balažek
Year of publishing:	2010
PID:	20.500.12556/DKUM-16527
UDC:	005.9
COBISS.SI-ID:	10442012
NUK URN:	URN:SI:UM:DK:OKFZXL1C
Publication date in DKUM:	26.11.2010
Views:	5126
Downloads:	0
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Categories:	EPF
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Secondary language

Language:	English
Title:	Modern Organizational Learning
Abstract:	Nowadays, knowledge is one of the fundamental conditions for an organisation's success. It is also a treasure for each individual and each organisation that knows how to accept and support this knowledge. The purpose of the master’s thesis is to explore the definition of organisational learning and its significance for the future competitiveness and success of the company. Knowledge and information that are at the disposal of the company can have a decisive impact on its existence. Optimisation and rationalisation of business processes as main objectives are already obsolete. Nowadays, the most important factor for a company is the human factor, which is why it is necessary to create such an organisational climate and culture that will strengthen the idea of organisational learning by means of open communication, group learning and inclusion of the management, which will strengthen creativity and innovation of each individual. The objective of the thesis is to become acquainted with the basic elements of organisational learning and use different models to study its content, purpose and significance. One of the objectives is also to test the adequacy of the questionnaire on the factors and policies of organisational learning. The present thesis consists of five chapters. The introductory chapter is followed by a chapter in which we have explained and defined organisational learning. First, we presented learning and the significance of the organisation as such, we have pointed out the significance of organisational culture and the impact of the role of higher management. As learning takes place at various levels, we have also included those findings. The latest trend in the development of organisational learning is the emergence of strategic learning links and corporation universities, which is why we have presented different models of organisational learning. The third chapter presents organisational knowledge, because if a company wants to be innovative, it has to have an active relationship towards creating and developing knowledge. The fourth chapter includes an explanation and definition of a learning organisation that has an open approach to the external environment, politics, social and financial issues and such a policy of treating the employees that primarily includes trusting the employees, responsibility and initiative. The final chapter is founded on the research of organisational learning, which was carried out in company X. Based on the research we have analysed and evaluated the acquired results, and interpreted them appropriately.
Keywords:	Keywords: education, learning, human resources management, staff management, human resource planning, methods, learning organisation, staff policy.

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