and Reward have an impact on KE within the context of STC. Additionally‚ the study revealed a statistically significant correlation between organizational culture and KE as whole (0.75)‚ which emphasizes the effective role of organizational culture factors on exchanging of knowledge within the context of the study. Research limitations/implications This study presents only preliminary results from limited data. Additional quantitative data is needed to employ more superior statistical analysis. Moreover
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to thrive? What do they need to stay engaged and to do their best work? These were some of the questions that the Gallup Organization set out to answer with a comprehensive research study that has spanned the last twenty-five years. The study has produced many important findings‚ the most powerful of which is that talented employees need great managers. While factors such as daycare facilities‚ vacation plans‚ profit sharing‚ and commitment to employee training may play some role in the
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depend on each other to accomplish their purpose‚ develop relationships with each other and outsiders and eventually develop roles in the team. These teams can be intact work groups working for the same person‚ or can be from different functions or organizations. In these times of constant change‚ it is essential for teams and team members to understand their strengths and weaknesses. Effective teamwork can help a company deal with this ongoing change and can create an environment to find better ways to
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Introduction: This paper is written about "learning in an organization"‚ in other words‚ how to transfer knowledge between people who work in the organization. The authors of this study propose that knowledge has two perspectives; one is tacit knowledge and the other is explicit knowledge (Nonaka and Takeuchi 1995)‚ and these two kinds of knowledge can be managed in an organization‚ which Nonaka and Takeuchi (1995) called SECI model. The theory is put on a situation which I joined. I managed business
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0 Learning Organization 0 1 Learning Organizations Introduction In a way those who work in a learning organization are “fully awakened” people. They are engaged in their work‚ striving to reach their potential‚ by sharing the vision of a worthy goal with team colleagues. They have mental models to guide them in the pursuit of personal mastery‚ and their personal goals are in alignment with the mission of the organization. Working in a learning organization is far from being a slave to a job
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well explained - the risk for organizations - final considerations 1.1 Executive summary/ L.O! In times of uncertainty and change‚ organizations need new and effective managerial tools in order to cope with the rising competitiveness of markets. In this context‚ the concept of organizational learning is receiving growing attention among both managerial and academic surroundings in the last two decades. Among many possible definitions of a Learning Organization‚ David A. Garvin‚ a leading
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What is an Organization? by Sumitava Mukherjee “An Organization is a system of consciously coordinated activities or efforts of two or more persons”.- Chester Barnard‚ Management Consultant. This definition of Barnard implies formal planning‚ division of labor and leadership. Organizations can also be thought as “social entities that are goal directed‚ deliberately structured activity systems with a permeable boundary” according to Bedeian and Zamnuto. There are a couple of things to be noted. If
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represents an organisation’s efforts to align internal workings with outside concerns. It represents a resolution of contending claims from various groups within the organisation. Structures are a blueprint for officially sanctioned expectations and exchanges among internal players and external constituencies. * * The structural frame upholds the notion that organizations are judged primarily on and by the proper functioning of those elements which constitute good organization: 1. Giving appropriate
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A Research proposal on “E-Recruitment in India” In the partial fulfillment for award of the degree of MASTER OF BUSINESS ADMINISTRATION IN HUMAN RESOURCE Submitted By: POOJA NIMAVAT (Enroll. No. 11730592009) Of NOBLE GROUP OF INSTITUTIONS – JUNAGADH Guided By: PROF. HARSH MODHA Submitted to: GUJATRAT TECHNOLOGICAL UNIVERSITY AHMEDABAD CONTENTS * Introduction * Statement of the Problem * Research Objectives * Purpose and Rationale of the
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Analysis of Wal-Mart’s Strategy and Business Model for Expansion into China. Introduction Business organizations in the modern world face an ever-increasing challenge to compete for a share of the global market. Advances in transportation‚ communications‚ and technology make it possible for a company to build a device in one country out of components made in a dozen other countries and sell it anywhere in the world. To survive in this business environment‚ businesses must devise
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