Učeča se organizacija, primer študije, Flane

diplomsko delo univerzitetnega študija Organizacija in management kadrovsko-izobraževalnih sistemov

Urška Ferbežar (Author), Marko Ferjan (Mentor)

Abstract

Vsakodnevni boj za obstanek na trgu je razlog za razmislek o implementaciji elementov učeče se organizacije v podjetja. Spremembe, ki so v današnjem tempu stalnica, nas silijo k stalnemu prilagajanju, čemur lahko sproti sledijo le najbolj vzdržljive in najbolj odzivne organizacije. V diplomskem delu sem opredelila pojem učeče se organizacije, njene značilnosti, primerjavo s tradicionalno organizacijsko strukturo ter bolj podrobno opisala Sengejev model organizacijskega učenja. Empirični del diplomske naloge zajema anketni vprašalnik, ki je bil sestavljen iz 30 trditev, s pomočjo katerih sem lahko odgovorila na 5 vprašanj, ki sem jih postavila v raziskavi. Namen raziskave je bil ugotoviti, ali je v podjetju, ki je pri izdelavi diplomske naloge sodelovalo, prisoten koncept učeče se organizacije in kateri elementi so prisotni. Cilj raziskave je bil pridobiti odgovore na anketni vprašalnik in jih analizirati ter na podlagi analize podjetju svetovati, kako v dnevno delovanje še bolj vključiti elemente učeče se organizacije. Iz rezultatov raziskave, ki je bila narejena v podjetju Fast Lane GmbH (sodelovalo je 106 zaposlenih v Sloveniji in Nemčiji), je razvidno, da je koncept učeče se organizacije prisoten. Raziskava je pokazala, da so izrazito prisotni elementi sistemskega mišljenja, osebnega mojstrstva in timskega učenja. Vsi zaposleni so mnenja, da je v podjetju vzpodbujano kreativno razmišljanje. Kar 69 % zaposlenih se zaveda, da se v podjetju išče napredek, in ne popolnost in 92 % sodelujočih se sprememb ne boji, ampak jih le-te vzpodbudijo, da iščejo nove rešitve. Zaposleni stremijo k rednemu učenju in delitev znanja med sodelavci jim ne predstavlja težav. Vse to so pokazatelji prisotnosti koncepta učeče se organizacije v podjetju. Vendar pa na področju skupne vizije in mentalnega modela koncept učeče se organizacije ni dovolj prisoten. Zaposleni se namreč ne čutijo dovolj povezane s podjetjem, saj jih kar 55 % odgovarja, da niso seznanjeni s skupno vizijo podjetja. Prav tako je prisotna tudi premajhna samoiniciativna želja po odkrivanju, preučevanju in izboljševanju notranje predstave o določenem problemu, kar je razvidno iz odgovorov pri več kot dveh tretjinah zaposlenih.

Keywords

učeča se organizacija;značilnosti učeče se organizacije;Sengejev model;

Data

Language:	Slovenian
Year of publishing:	2016
Typology:	2.11 - Undergraduate Thesis
Organization:	UM FOV - Faculty of Organizational Sciences
Publisher:	[U. Ferbežar]
UDC:	37
COBISS:	7735571
Views:	1491
Downloads:	255
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	LEARNING ORGANIZATION, CASE STUDY: FLANE
Secondary abstract:	The daily struggle to survive on the market is reason enough to consider about the implementation of elements that compose learning organisation into our companies. The changes that nowadays seem to be constant, urge us to adapt. Only the strongest, toughest and most responsive organisations can keep up with this tempo. In my thesis I defined the concept of the learning organisation and its features, I compared it to traditional organisational structure and included a detailed description of the Senge model (organisational learning). The empirical part of my thesis consists of the survey, which contains 30 claims. The answers that I received were my key figure in shaping the responses for 5 research questions. The purpose of study was to find out if the concept of learning organisation is present and which of its elements are present in the company that answered the survey. The aim of research was to obtain answers, to analyse them and based on analysis of the responses also to provide advise how to further integrate the elements of learning organization in to its daily work. From results of the research, which was made in the company Fast Lane GmbH (attended by 106 employees from Slovenia and Germany) we can see that the concept of learning organization is present. The survey showed that elements of system thinking, personal mastery and team learning are clearly present. All employees think that the company promotes creative thinking. 69% of employees are aware that the company is looking for progress, not perfection and 92% of respondents are not afraid of changes but are encouraged by them to look for new solutions. Employees strive to learn continually and to share knowledge between colleagues, which does not pose a problem. All of this are indicators, showing there is presence of learning organization concept in the company. However, the concept of learning organization is not present enough at mental model and common vision. Employees do not feel sufficiently connected with the company, 55% replied that they are not familiar with the common vision of the company. There is lack of employees own initiative desire to discover, research and improve their internal image about defined problem, that is evident from more than two thirds of employees responses.
Secondary keywords:	Learning organisation Elements of learning organisation The Senge model Learning Intellectual capital;
URN:	URN:SI:UM:
Type (COBISS):	Undergraduate thesis
Thesis comment:	Univ. v Mariboru, Fak. za organizacijske vede
Pages:	59 f.
ID:	9171743