首页 | 本学科首页   官方微博 | 高级检索  
相似文献
 共查询到20条相似文献,搜索用时 67 毫秒
1.
党的十七大报告提出:“建设全民学习、终身学习的学习型社会。”在建设学习型社会的过程中,新闻媒体更需要将自身建设成学习型组织。而要建设学习型组织,必须增强组织及其成员的学习力。  相似文献   

2.
本文涉及的是用数字化学习技术创建学习型组织这样一个较具挑战性的命题。文章从学习型组织理论的实践意义、数字化学习技术的应用价值、学习型组织创建的科学模式等几个方面,在操作层面对数字化模式学习与学习型组织创建等问题展开探索研究。  相似文献   

3.
面对信息化和市场化的社会变迁,图书馆必须加强组织学习,成为学习型组织。要成为学习型图书馆就要根据图书馆组织自身的特殊性创造适合组织学习的基本氛围和采取适当的知识学习方式。  相似文献   

4.
在组织学习研究领域,能够系统地指导学习型组织创建和测量组织学习能力的方法很少,因此很难把组织学习理论应用于实践。本文旨在设计一种可操作性的方法来评价学习型组织的现状、测量组织的学习能力。  相似文献   

5.
克服学习智障建立学习型图书馆   总被引:1,自引:0,他引:1  
学习智障是弱化组织学习力,减弱组织竞争力的关键因素,对于图书馆这个组织来说也不例外。建立学习型图书馆是克服智障的良方。要建立学习型图书馆,我们必须先辨认图书馆的学习智障。  相似文献   

6.
随着人类进入知识经济时代,学习越来越成为现代人的一种精神理念,停止了学习,就意味着这个人职业生涯的终止。目前在我国很多地区提出了建设“学习型城市”、创建“学习型企业”、构建“学习型机关”,以及建立“学习型学庭”、做“学习型公民”的口号及目标。在学习风气成为社会主流的形势下,档案馆也应该参考和借鉴建立学习型组织这一科学理念,尝试构建一个具有学习特征的文化组织机构,使档案馆永远充满活力。  相似文献   

7.
创建学习型社会是全面建设小康社会的奋斗目标。图书馆是知识信息资源管理的重要部门,图书馆在学习型社会中首先应该成为学习型组织。图书馆的学习动力来自三个方面:图书馆中个体对学习的需要;图书馆组织对学习的需要;社会对图书馆的要求。  相似文献   

8.
李平 《大观周刊》2013,(9):78-78
畜牧主管部门要成立创建学习型单位领导小组和督导组,定期组织开展各项学习活动,督促、检查、考核学习情况,逗硬执行奖惩,切实把学习型单位创建活动引向深入,培养和塑造一支新型的学习型畜牧兽医队伍。  相似文献   

9.
在学习型社会背景下,图书馆是一个服务于学习型社会的组织。社会化学习氛围和图书馆的自身优势,为图书馆开展学习服务创造了契机和条件。为学习型社会服务,图书馆应采取的相应策略。  相似文献   

10.
学习型社会中高校图书馆的责任   总被引:10,自引:1,他引:10  
高校图书馆在学习型社会中有着重要的使命。要变传统服务型高校图书馆为现代学习型高校图书馆,推动学生学习意识的转变;要为学习型社会提供终身学习的条件和环境;要通过创建高校图书馆的学习型组织推进学习型社会发展。  相似文献   

11.
学习型组织中的知识共享模型   总被引:9,自引:2,他引:9  
讨论知识及知识共享的概念;分析组织中知识共享的障碍;构建学习型组织中知识共享的理论模型。  相似文献   

12.
[目的/意义]基于三元交互理论,研究大学生在翻转课堂中参与《信息检索》课程学习与个体特质、组织环境、课堂设计的关系。[方法/过程]通过梳理和总结相关研究成果,预调查和专家调查,形成学生课堂参与行为测量量表。利用因子分析方法提炼关键变量,通过结构方程模型方法探究个体特质、组织保障、组织认同、课堂设计等变量对大学生学习能力的影响。[结果/结论]研究发现作为前置因素的个体特质、组织认同、组织保障变量相互影响;组织认同和个体特质不仅直接作用于课堂设计,还通过课堂设计对大学生学习行为发挥积极而显著的作用。本文认为采取完善支撑环境、引导大学生自主学习、优化课堂设计以及加强课外实践等措施可促进大学生学习,提升大学生信息素养。  相似文献   

13.
图书馆的"馆员沉默"现象及其破解对策   总被引:3,自引:0,他引:3  
馆员沉默是指馆员对图书馆存在的问题选择沉默并保留观点,或者提炼和过滤自己的观点的一种行为。这种现象的存在是由社会文化、图书馆、馆长和部门主任、同事以及馆员自身的原因造成的,并对图书馆和馆员产生消极的影响。根据其形成机制,可以采取发挥图书馆组织文化的导向功能、建设学习型图书馆、革新图书馆管理模式、建立有效的沟通体系、创建馆员激励机制等应对措施,扭转"馆员沉默"现象。  相似文献   

14.
知识网络中隐性知识的共享困境及其克服路径   总被引:2,自引:0,他引:2  
知识网络的困境在于隐性知识的转移与共享难以实现,而隐性知识的共享困境,从个体层面上看主要表现为:心理困境、能力困境和动力困境,从组织层面上看主要体现为; 组织结构困境、组织文化困境、组织间的信任困境、组织间文化距离困境、组织能力差异困境和组织间合作动力困境。社会网络为解决上述困境提供了一个视角,科技专业网络、客户网络、娱乐网络以及企业家个人友谊网络等非正式网络可以弥补正式组织和正式网络的先天性不足,是克服知识网络中隐性知识转移与共享困境的有效途径。  相似文献   

15.
This study focuses and extends the academic literature on spirituality in organizations. Although spirituality has gained attention in organizational scholarship during the past decade, there has been little systematic development. Current literature on spirituality in organizations is characterized by divergent approaches to spirituality and a number of organizational foci. The present study, based on qualitative field research in a nursing home, advances understanding of spirituality in organizations by identifying three central characteristics of organizational spirituality: value alignment, personal spirituality, and relationship‐based organizing. These central characteristics, supported by the field research and current literature on spirituality in organizations, lead to issues for further research. The study concludes with an invitation for dialogue on the emergent topic of organizational spirituality.  相似文献   

16.
阐述了信息时代专业图书馆与组织面临的危机,这些危机体现在信息专业人员的角色处于边缘化;资金短缺、人才流失,而组织也面临多种风险。研究并构建了专业图书馆信息服务战略测评模型,提出了测评调查中可能存在的问题及其解决办法。通过测评,明确图书馆资源配置的优先权;减少组织的决策风险与信息风险,加强图书馆对组织成功的战略服务;提升图书馆的业务水平。  相似文献   

17.
《图书馆管理杂志》2013,53(3-4):199-212
Summary

Recent research findings have documented the relationship between fostering diversity in organizations and overall organizational success. From the perspective of the library administrator, it is incumbent upon those in library and information science education to provide instruction and an academic environment, which facilitates learning about diversity among those who will be expected to contribute to the success of their employing organizations. However, there are difficulties associated with communication and instruction about issues such as diversity, race and gender. The scholarship associated with communication theory provides a worthwhile basis for understanding the nature of these difficulties and for identifying factors to consider in enhancing that instruction in better preparing graduates.  相似文献   

18.
Communication network is a personal or professional set of relationships between individuals or organizations. In other words, it is a pattern of contacts which are created due to the flow of information among the participating actors. The flow of information establishes various types of relationships among the participating entities. These relationships eventually form an overall pattern that could form a gestalt of the total structure within organizational context. In this paper, we analyze the changing communications structure in order to investigate the patterns associated with the final stages of organizational crisis. Organizational crisis has been defined as organizational mortality, organizational death, organizational exit, bankruptcy, decline, retrenchment and failure to characterize various forms of organizational crisis. We draw on theoretical perspectives on organizational crisis proposed by social network analysts and other sociologists to test 5 key propositions on the changes in the network communication structure associated with organizational crisis: (1) a few actors, who are prominent or more active, will become central during the organizational crisis period; (2) reciprocity within the organizational communication network will increase during crisis period; (3) organizational communication network becomes less transitive as organizations experience crisis; (4) number of cliques increases in a communication network as organizations are going through crisis; and (5) communication network becomes increasingly centralized as organizations go through crisis.  相似文献   

19.
介绍了南澳大利亚大学图书馆协作馆员制度和学术服务团队的组织模式与工作方式,论述了由基于校园的协作馆员制度服务模式向基于学区的学术服务团队模式发展的变化过程,同时也列举了几个具体的工作实例.  相似文献   

20.
Developing the capacity to digitally transform through AI is becoming increasingly important for public organizations, as a constantly growing number of their activities is now becoming AI-driven. This prompts an understanding of how public organizations should organize in order to derive value from AI, as well as in which forms can value be realized. Against this background, this paper examines how AI capabilities can lead to organizational performance by inducing change in key organizational activities. Using a survey-based study, we collected data from European public organizations regarding the indirect effect AI capabilities have on organizational performance. Data was collected from 168 municipalities from three European countries (Norway, Germany, and Finland) and analyzed by means of structural equation modeling. Our findings show that AI capabilities have a positive effect on process automation, cognitive insight generation, and cognitive engagement. While process automation and cognitive insights are having a positive effect on organizational performance, we found that cognitive engagement negatively affects organizational performance. Our findings document the key resources that constitute an AI capability and showcase the effects of fostering such capabilities on key organizational activities, and in turn organizational performance.  相似文献   

设为首页 | 免责声明 | 关于勤云 | 加入收藏

Copyright©北京勤云科技发展有限公司  京ICP备09084417号