深圳市第二劳教所创建学习型组织的方案研究
发布时间：2019-01-24 21:05
【摘要】： 当今时代,科技高度发达,知识飞速更新,竞争日益激烈。随着全球经济一体化迅猛发展,各种新情况、新问题、新矛盾不断出现,如何建立能够快速适应环境变化并实现可持续发展的学习型组织已经成为学术界乃至社会各界的重要课题。 “学习型组织”的概念,最初是由美国麻省理工大学佛睿斯特(Forrester)教授在1965年《企业的新设计》一文中提出的,他运用系统动力学的原理,非常具体地构想出未来企业的组织形态——层次扁平化、组织咨询化、系统开放化,亦即学习型组织。在该组织中各成员逐渐由从属关系转向工作伙伴关系,且不断学习、不断重新调整结构关系。目前,世界五百强企业都运用学习型组织相关理论对自身结构进行调整改造,国内为数不少的政府和企业也都进行了自身特色的学习型组织改造工作。在这样的情况下,深圳市第二劳动教养管理所(以下称深圳市第二劳教所)运用世界上先进的管理思想和管理方法,结合自身特色,合理有效地运用现有资源,进行“学习型组织”的改造工作便成为了一个极为有意义的课题。 本文以深圳市第二劳教所为研究对象,运用学习型组织理论和模型,通过对该所内外部环境的分析,发现存在队伍活力不够、技能学习业务培训制度不够完善、激励机制不健全、信息不对称导致反馈沟通不及时等一系列问题。进而通过对这些问题进行深入分析,把学习型组织的基本理论及管理思想同深圳市第二劳教所实际情况相结合,有针对性地研究该所如何构建学习型组织,提出了该所创建学习型组织的方法与思路、以及创建学习型劳教所和学习型警队的实施方案。同时还论证了创建学习型劳教所,是提升警察综合素质的必要途径,是提高机构工作成效与部门间有效沟通的重要手段,是改善党的作风的重要推力,是更好地推进公正廉洁执法的基本要求。希望本文对于推进劳教所向学习型组织转化,增强劳教场所的行政职能具有一定的指导作用和参考价值。
[Abstract]:Nowadays, science and technology are highly developed, knowledge is updated at full speed, and competition is increasingly fierce. With the rapid development of global economic integration, various new situations, new problems and new contradictions have been emerging. How to establish a learning organization that can adapt to environmental changes quickly and realize sustainable development has become an important topic in academic circles and all walks of life. The concept of "learning organization" was first proposed by Professor (Forrester) of MIT in New Design of Enterprises in 1965. He applied the principles of system dynamics. It is very concrete to conceive the organizational form of the future enterprise--level flattening, organization consulting, system opening, that is, learning organization. In the organization, members gradually change from subordinate to working partnership, and continue to learn, and constantly readjust the structural relationship. At present, the top 500 enterprises in the world use the relevant theory of learning organization to adjust and transform their own structure, and many governments and enterprises in China have also carried out their own characteristics of the transformation of learning organization. Under such circumstances, the Shenzhen second Reeducation through Labor Center (hereinafter referred to as Shenzhen second Reeducation through Labor Center) uses advanced management ideas and management methods in the world, combines its own characteristics, and makes rational and effective use of existing resources. The reform of "learning organization" has become a very meaningful topic. Based on the theory and model of learning organization and the analysis of the internal and external environment of Shenzhen second Reeducation-through-labor Institute, this paper finds that there is not enough vigor of the team, and the system of skill learning and training is not perfect enough. Incentive mechanism is not perfect, information asymmetry leads to a series of problems, such as feedback communication is not timely. Then through the deep analysis of these problems, combining the basic theory and management thought of the learning organization with the actual situation of the second re-education through labor center in Shenzhen, the author studies how to construct the learning organization. This paper puts forward the method and train of thought for the establishment of the learning organization, and the implementation scheme of the establishment of the learning-type re-education center and the learning-type police force. At the same time, it is also demonstrated that the establishment of a learning-type re-education through labor station is a necessary way to improve the comprehensive quality of the police, an important means to improve the effectiveness of the work of institutions and effective communication between departments, and an important thrust to improve the Party's style of work. It is the basic requirement of promoting fair and clean law enforcement. It is hoped that this paper will have a certain guiding role and reference value for promoting the transformation of the re-education through labor centers to learning organizations and enhancing the administrative functions of the places of re-education through labour.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：D267;D631.7
本文编号：2414857
[Abstract]:Nowadays, science and technology are highly developed, knowledge is updated at full speed, and competition is increasingly fierce. With the rapid development of global economic integration, various new situations, new problems and new contradictions have been emerging. How to establish a learning organization that can adapt to environmental changes quickly and realize sustainable development has become an important topic in academic circles and all walks of life. The concept of "learning organization" was first proposed by Professor (Forrester) of MIT in New Design of Enterprises in 1965. He applied the principles of system dynamics. It is very concrete to conceive the organizational form of the future enterprise--level flattening, organization consulting, system opening, that is, learning organization. In the organization, members gradually change from subordinate to working partnership, and continue to learn, and constantly readjust the structural relationship. At present, the top 500 enterprises in the world use the relevant theory of learning organization to adjust and transform their own structure, and many governments and enterprises in China have also carried out their own characteristics of the transformation of learning organization. Under such circumstances, the Shenzhen second Reeducation through Labor Center (hereinafter referred to as Shenzhen second Reeducation through Labor Center) uses advanced management ideas and management methods in the world, combines its own characteristics, and makes rational and effective use of existing resources. The reform of "learning organization" has become a very meaningful topic. Based on the theory and model of learning organization and the analysis of the internal and external environment of Shenzhen second Reeducation-through-labor Institute, this paper finds that there is not enough vigor of the team, and the system of skill learning and training is not perfect enough. Incentive mechanism is not perfect, information asymmetry leads to a series of problems, such as feedback communication is not timely. Then through the deep analysis of these problems, combining the basic theory and management thought of the learning organization with the actual situation of the second re-education through labor center in Shenzhen, the author studies how to construct the learning organization. This paper puts forward the method and train of thought for the establishment of the learning organization, and the implementation scheme of the establishment of the learning-type re-education center and the learning-type police force. At the same time, it is also demonstrated that the establishment of a learning-type re-education through labor station is a necessary way to improve the comprehensive quality of the police, an important means to improve the effectiveness of the work of institutions and effective communication between departments, and an important thrust to improve the Party's style of work. It is the basic requirement of promoting fair and clean law enforcement. It is hoped that this paper will have a certain guiding role and reference value for promoting the transformation of the re-education through labor centers to learning organizations and enhancing the administrative functions of the places of re-education through labour.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：D267;D631.7
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