Titlebook: Managing Learning Enterprises; Challenges, Controve Nata?a Rup?i? Book 2024 The Editor(s) (if applicable) and The Author(s), under exclusiv

Perennial長(zhǎng)期的

Challenges of Individual Learningterprise” begins with the identification of individual learning as the basis of organizational learning. It, therefore, requires the acquisition of knowledge and skills, but also a new understanding, insight, conviction, and attitude. The challenges of individual learning lie in the flood of informa

Metamorphosis

同來(lái)核對(duì)

Challenges of Organizational Learningrprise” begins by identifying the common misconceptions about learning organizations and organizational learning. A learning organization is an environment in which organizational learning takes place. Even though every organization engages in organizational learning, but it could be imposed by top

aristocracy

Challenges of Change: From Adaptation to Organizational Transformationges of Implementing a Learning Enterprise” deals with the levels of organizational learning, starting with zero learning, through single-loop or adaptive learning, to double-loop or generative learning, which leads to organizational change in the form of new goals, strategies, and mental models. How

Implicit

Interorganizational Learning and Knowledge Transfernting a Learning Enterprise” proposes interorganizational learning and the economics of integration as a means of coping with the uncertainty and ambiguity of modern enterprises. The modalities of interorganizational learning were analyzed in terms of the potential knowledge that could be shared and

demote

Learning—Forgetting—Unlearning—Relearning: The Learning Dynamics of a Learning Organization book . entitled “Challenges in Implementing a Learning Enterprise” begins with the identification of learning dynamics in the process of organizational change management. Within the learning dynamic, particular attention was paid to the process of unlearning by identifying the reasons for it and th

expire

Intergenerational Learning and Knowledge Transferarning enterprise” begins by identifying the problem of knowledge attrition or loss due to problems in knowledge transfer between different generational cohorts. After identifying the key generic characteristics of Generations X and Y, various practices are proposed to connect the generations and en

愛(ài)社交

The Learning Organization as a Technology for Introducing the Socioeconomic Paradigm and Solving theems,” from the third part of the book ., entitled “Possibilities of implementing the concept of a learning organization and enterprise,” begins by identifying the modern “wicked” problems at the collective and individual levels as problems that are getting worse and more complex over time, with no e

glamor

Possibilities of Implementing the Learning Organization Ideas with Regard to Cultural Specificitiese book ., entitled “Possibilities of implementing the concept of a learning organization and enterprise,” analyzes the possibilities of implementing the learning organization philosophy through the prism of Hofstede’s model of cultural differences. The Nordic model was identified as the most appropr

ticlopidine

Complementarity of Religious Indoctrinations and Spiritual Practices and Learning Organizationstled “Possibilities of implementing the concept of a learning organization and a learning enterprise” analyzes various philosophical and religious indoctrinations and spiritual practices, especially those developed in the East and compares them with the ideas of the learning organization. The develo