LEARNING ORGANIZATION: A NEW MANAGEMENT PARADIGM
The article substantiates the need and forms an actual conceptual foundations vision of a learning organization development, which has a number of unique competitive advantages due to the effective intellectual potential use. A number of differences in understanding the essential learning organization characteristics, as well as its fundamental differences with a traditional organization, are distinguished. The key concepts of the formation of a learning organization, as a fundamental component of the intellectual potential management system are specifying. Implementation of the formulated concepts will create a basis for building a learning organization to accelerate the transition to an innovative development model. The problems of individual and organizational training as the necessary condition for the development and effective use of the organizations intellectual potential are analyzed. The fundamental principles of learning organization constructing, which are based on a new management paradigm are highlighted. The author's definition of the "learning organization" and "corporate culture" categories essence is given. The theoretical model of the learning organization, which contains a description of such an organization and interconnection between its basic elements, is developed. For these organization elements, the requirements of which contributes to the development and implementation of the over pointed self-learning organization abilities at the highest possible level consideration and systematized. The main norms and values representing the corporate culture of the learning organization are given. Motivators and tools that make it possible to create an effective system of employees’ motivation to increase the level of labor intellectualization in the organization are revealed. The personnel professional development motivation methods are analyzed. The pyramid of managers’ professional competencies by organizational and serving levels and is accentuated at leadership phenomenon. The strategic vision of the learning organization development is formed. The actual directions of a defined problem further development is the search for ways to effectively use intellectual potential in the learning organizations conditions based on the use of a systematic approach.
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