| Attributes | Values |
|---|
| rdf:type
| |
| Description
| - Podstatou učící se organizace není vzdělávání, ale rozvoj a sebevzdělávání jak jedince, tak organizace. Z dlouhodobého hlediska spočívá výjimečná výkonnost podniku ve schopnosti neustále rozvíjet znalosti a zkušenosti všech zaměstnanců podniku. Jde o transformaci postojů a myšlení pracovníků, která je založena na společném úsilí všech zaměstnanců neustále zvyšovat přidanou hodnotu výrobů a služeb, pronikat přímo k příčinám problémů, řešit je a rozvíjet konkurenční schopnosti podniku. K tomu je zapotřebí dvou podstatných prvků. Prvním je vytvoření takové kultury organizace, která nahlíží na lidi jako na nepostradatelné činitele změny, ať jsou na jakékoliv úrovni; druhým je pružnost struktury, která dovoluje efektivní vytváření týmů pro speciální úkoly nebo projekty napříč funkcemi a odděleními. (cs)
- The principle of the learning organisation is not education but development and self-learning of both the individual and the organisation. From the long-term point of view, the outstanding performance of a company lies in ability to continuously develop knowledge of all company#s employees. It represents transformation of attitudes and reasoning of employees that is based on common efforts of all employees to continuously increase the added value of products and services, to penetrate directly to causes of problems, to resolve them and to develop competitiveness of the company. Two substantial elements are necessary: the first is to create such culture of organisation that regards its employees as essential factors of change, no matter what position in organisation they hold; and the second is flexibility of structure that enables effective building of teams for special tasks or projects across functions and departments.
- The principle of the learning organisation is not education but development and self-learning of both the individual and the organisation. From the long-term point of view, the outstanding performance of a company lies in ability to continuously develop knowledge of all company#s employees. It represents transformation of attitudes and reasoning of employees that is based on common efforts of all employees to continuously increase the added value of products and services, to penetrate directly to causes of problems, to resolve them and to develop competitiveness of the company. Two substantial elements are necessary: the first is to create such culture of organisation that regards its employees as essential factors of change, no matter what position in organisation they hold; and the second is flexibility of structure that enables effective building of teams for special tasks or projects across functions and departments. (en)
|
| Title
| - Is learning organisation only a theory?
- Is learning organisation only a theory? (en)
- Is learning organisation only a theory? (cs)
|
| skos:prefLabel
| - Is learning organisation only a theory?
- Is learning organisation only a theory? (en)
- Is learning organisation only a theory? (cs)
|
| skos:notation
| - RIV/70883521:28120/05:63502995!RIV06-MSM-28120___
|
| http://linked.open.../vavai/riv/strany
| |
| http://linked.open...avai/riv/aktivita
| |
| http://linked.open...avai/riv/aktivity
| |
| http://linked.open...vai/riv/dodaniDat
| |
| http://linked.open...aciTvurceVysledku
| |
| http://linked.open.../riv/druhVysledku
| |
| http://linked.open...iv/duvernostUdaju
| |
| http://linked.open...titaPredkladatele
| |
| http://linked.open...dnocenehoVysledku
| |
| http://linked.open...ai/riv/idVysledku
| - RIV/70883521:28120/05:63502995
|
| http://linked.open...riv/jazykVysledku
| |
| http://linked.open.../riv/klicovaSlova
| - The principle of the learning organisation is not education but development and self-learning of both the individual and the organisation. From the long-term point of view, the outstanding performance of a company lies in ability to continuously develop knowledge of all company#s employees. It represents transformation of attitudes and reasoning of employees that is based on common efforts of all employees to continuously increase the added value of products and services, to penetrate directly to causes of problems, to resolve them and to develop competitiveness of the company. Two substantial elements are necessary: the first is to create such culture of organisation that regards its employees as essential factors of change, no matter what position in organisation they hold; and the second is flexibility of structure that enables effective building of teams for special tasks or projects across functions and departments. (en)
|
| http://linked.open.../riv/klicoveSlovo
| |
| http://linked.open...ontrolniKodProRIV
| |
| http://linked.open...v/mistoKonaniAkce
| |
| http://linked.open...i/riv/mistoVydani
| |
| http://linked.open...i/riv/nazevZdroje
| - 5th international conference of PhD students, sekce Economics I
|
| http://linked.open...in/vavai/riv/obor
| |
| http://linked.open...ichTvurcuVysledku
| |
| http://linked.open...cetTvurcuVysledku
| |
| http://linked.open...UplatneniVysledku
| |
| http://linked.open...iv/tvurceVysledku
| |
| http://linked.open...vavai/riv/typAkce
| |
| http://linked.open.../riv/zahajeniAkce
| |
| http://linked.open...n/vavai/riv/zamer
| |
| number of pages
| |
| http://purl.org/ne...btex#hasPublisher
| - University of Miskolc, Innovation and Technology Transfer Centre
|
| https://schema.org/isbn
| |
| http://localhost/t...ganizacniJednotka
| |
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