Benutzer:Simon.dueckert/MOTI: Unterschied zwischen den Versionen
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* MOTI - Mensch, Organisation, Technik, Infrastruktur (MOTIvation) | |||
* Wissensdatenbank (Tom) vs. Prozessorientierte Wissensmanagement (tOm) vs. Expertenorientiertes Wissensmanagement (toM) | * Wissensdatenbank (Tom) vs. Prozessorientierte Wissensmanagement (tOm) vs. Expertenorientiertes Wissensmanagement (toM) | ||
* | * Strohm, Uhlich [[Unternehmen arbeitspsychologisch bewerten. Ein Mehr-Ebenen-Ansatz unter besonderer Berücksichtigung von Mensch, Technik, Organisation]] | ||
* TOM, Bullinger | * TOM, Bullinger, H.-J., Wörner, K., Prieto, J.: [[Wissensmanagement heute: Daten, Fakten, Trends]]. 1997. | ||
* Hansen | * Hansen, M., Nohria, N., Tierney, T.: [http://consulting-ideas.com/wp-content/uploads/Whats-your-strat-art.pdf What's your strategy for managing knowledge?]. 1999. | ||
* Bullinger Lernende Organisation | * Bullinger, H.-J.: [[Lernende Organisation. Konzepte, Methoden und Erfahrungsberichte]]. 1996. | ||
* Sattelberger Lernende Organisation | * Sattelberger, T.: [[Die Lernende Organisation: Konzepte für eine neue Qualität der Unternehmensentwicklung]]. 1991. | ||
* Argyris | * Argyris, C., Schön, D.: [[Die Lernende Organisation: Grundlagen, Methode, Praxis]]. 2008. | ||
* Garvin [http://provost.tufts.edu/celt/files/Is-Yours-a-Learning-Organization-by-Garvin-Edmondson-and-Gino.pdf Is your's a Learning Organization] | * Garvin, D., Edmondson, A., Gino, F.: [http://provost.tufts.edu/celt/files/Is-Yours-a-Learning-Organization-by-Garvin-Edmondson-and-Gino.pdf Is your's a Learning Organization]. 2008. | ||
* Senge | * Senge, P.: [[The Fifth Discipline: The Art and Practice of the Learning Organization]]. | ||
* Toyota Management | * Liker, J.: [[The Toyota Way: Fourteen Management Principles from the World's Greatest Manufacturer: 14 Management Principles from the World's Greatest Manufacturer]]. 2004. | ||
* | * Trist, E., Bamforth, K.: [[Some social and psychological consequences of the long wall method of coal getting]]. 1951. (Soziotechnisches System) | ||
* ISO 9001, ISO 16949, IRIS | * ISO 9001, ISO 16949, IRIS | ||
** Kontext der Organisation | |||
** Prozessorientierter Ansatz | |||
** Risiko-basiertes Denken | |||
** PDCA | |||
** Organizational Knowledge | |||
* ISO/TC 260 Human Resource Management ([http://www.universaltalentsolutions.com/userfiles/files/ISO-TC260_N0084_TC260_Strategic_Business_Plan%20%281%29.pdf Strategie]) | |||
* Katzenbach, J., Khan, Z.: [[Leading Outside the Lines: How to Mobilize the Informal Organization, Energize Your Team, and Get Better Results]]. 2010. | |||
* Prusak [https://hbr.org/2002/06/the-people-who-make-organizations-go-or-stop The People Who Make Organizations Go - or Stop] (Informelle Organisation) | |||
* Wenger, E., McDermott, R., Snyder, W.: [[Cultivating Communities of Practice: A Guide to Managing Knowledge]]. 2002. | |||
* Prahalad, Hamel [http://www.enterrasolutions.com/media/docs/2013/08/Prahalad_Hamel_1990.pdf The Core Competence of the Corporation] | |||
* Blanchard, K., Hersey, P.: [[Management of Organizational Behavior Leading Human Resources]]. 2013. | |||
* Boisot, M.: [[Knowledge Assets: Securing Competitive Advantage in the Information Economy]]. 1999. | |||
* Mintzberg Emergent Strategies | |||
* Mintzberg, H., Lampel, J., Quinn, J.: [[The Strategy Process]]. 1997. | |||
* Jochum, E.: [http://www.tqu-group.com/downloads/HoshinKanri.pdf Hoshin Kanri: Management by Policy]. 1999. | |||
* Deming PDCA, PDSA | |||
* Siemens Sozio-technisches KM Framework | |||
* Kotter Dual Operating System | |||
* Nonaka Hypertext Organization | |||
* Edgar Schein [http://www.machon-adler.co.il/readers/reader56.pdf Organizational Culture], [http://www.untag-smd.ac.id/files/Perpustakaan_Digital_2/ORGANIZATIONAL%20CULTURE%20Organizational%20Culture%20and%20Leadership,%203rd%20Edition.pdf Organizational Culture and Leadership], [http://www.ncl.ac.uk/staffdev/assets/documents/edgarshein.pdf On Dialogue, Culture, and Organizational Learning] | |||
* Center for Creative Leadership (CCL) The Career Architect Development Planner. 70:20:10 model ("Development generally begins with a realization of current or future need and the motivation to do something about it. This might come from feedback, a mistake, watching other people’s reactions, failing or not being up to a task – in other words, from experience. The odds are that development will be about 70% from on-the-job experiences, working on tasks and problems; about 20% from feedback and working around good and bad examples of the need, and 10% from courses and reading") | |||
* Humphrey [http://en.wikipedia.org/wiki/SWOT_analysis SWOT] | |||
* Walsh, J., Ungson, G.: [http://skat.ihmc.us/rid=1255442505000_1811726224_21686/Organizationa1%20Memory%20-%20Walsh.pdf Organizational Memory]. 1991. | |||
* Deklaratives, prozedurales Gedächtnis | |||
* Weick | |||
* Wiig | |||
* Kaplan, R., Norton, D.: [http://www.hbs.edu/faculty/Publication%20Files/05-071.pdf Creating the Office of Strategy Management]. 2005. | |||
* KMEF | |||
* Hamel, G., Breen, B.: [[The Future of Management]]. 2007. | |||
* Hamel Management 2.0 | |||
* Ohno, T., Bodek, B.: [[Toyota Production System: Beyond Large-Scale Production]]. 1988. | |||
* Womack, J., Jones, D., Bühler, M., Meyer, H.-P.: [[Lean Thinking: Ballast abwerfen, Unternehmensgewinn steigern]]. 2013. | |||
* Remus, U.: [http://epub.uni-regensburg.de/9925/1/remusdiss.pdf Prozessorientiertes Wissensmanagement. Konzepte und Modellierung]. 2002. | |||
* Wheeler, K., Clegg, E.: [[The Corporate University Workbook: Launching the 21st Century Learning Organization]]. 2012. |
Aktuelle Version vom 12. April 2015, 20:00 Uhr
- MOTI - Mensch, Organisation, Technik, Infrastruktur (MOTIvation)
- Wissensdatenbank (Tom) vs. Prozessorientierte Wissensmanagement (tOm) vs. Expertenorientiertes Wissensmanagement (toM)
- Strohm, Uhlich Unternehmen arbeitspsychologisch bewerten. Ein Mehr-Ebenen-Ansatz unter besonderer Berücksichtigung von Mensch, Technik, Organisation
- TOM, Bullinger, H.-J., Wörner, K., Prieto, J.: Wissensmanagement heute: Daten, Fakten, Trends. 1997.
- Hansen, M., Nohria, N., Tierney, T.: What's your strategy for managing knowledge?. 1999.
- Bullinger, H.-J.: Lernende Organisation. Konzepte, Methoden und Erfahrungsberichte. 1996.
- Sattelberger, T.: Die Lernende Organisation: Konzepte für eine neue Qualität der Unternehmensentwicklung. 1991.
- Argyris, C., Schön, D.: Die Lernende Organisation: Grundlagen, Methode, Praxis. 2008.
- Garvin, D., Edmondson, A., Gino, F.: Is your's a Learning Organization. 2008.
- Senge, P.: The Fifth Discipline: The Art and Practice of the Learning Organization.
- Liker, J.: The Toyota Way: Fourteen Management Principles from the World's Greatest Manufacturer: 14 Management Principles from the World's Greatest Manufacturer. 2004.
- Trist, E., Bamforth, K.: Some social and psychological consequences of the long wall method of coal getting. 1951. (Soziotechnisches System)
- ISO 9001, ISO 16949, IRIS
- Kontext der Organisation
- Prozessorientierter Ansatz
- Risiko-basiertes Denken
- PDCA
- Organizational Knowledge
- ISO/TC 260 Human Resource Management (Strategie)
- Katzenbach, J., Khan, Z.: Leading Outside the Lines: How to Mobilize the Informal Organization, Energize Your Team, and Get Better Results. 2010.
- Prusak The People Who Make Organizations Go - or Stop (Informelle Organisation)
- Wenger, E., McDermott, R., Snyder, W.: Cultivating Communities of Practice: A Guide to Managing Knowledge. 2002.
- Prahalad, Hamel The Core Competence of the Corporation
- Blanchard, K., Hersey, P.: Management of Organizational Behavior Leading Human Resources. 2013.
- Boisot, M.: Knowledge Assets: Securing Competitive Advantage in the Information Economy. 1999.
- Mintzberg Emergent Strategies
- Mintzberg, H., Lampel, J., Quinn, J.: The Strategy Process. 1997.
- Jochum, E.: Hoshin Kanri: Management by Policy. 1999.
- Deming PDCA, PDSA
- Siemens Sozio-technisches KM Framework
- Kotter Dual Operating System
- Nonaka Hypertext Organization
- Edgar Schein Organizational Culture, Organizational Culture and Leadership, On Dialogue, Culture, and Organizational Learning
- Center for Creative Leadership (CCL) The Career Architect Development Planner. 70:20:10 model ("Development generally begins with a realization of current or future need and the motivation to do something about it. This might come from feedback, a mistake, watching other people’s reactions, failing or not being up to a task – in other words, from experience. The odds are that development will be about 70% from on-the-job experiences, working on tasks and problems; about 20% from feedback and working around good and bad examples of the need, and 10% from courses and reading")
- Humphrey SWOT
- Walsh, J., Ungson, G.: Organizational Memory. 1991.
- Deklaratives, prozedurales Gedächtnis
- Weick
- Wiig
- Kaplan, R., Norton, D.: Creating the Office of Strategy Management. 2005.
- KMEF
- Hamel, G., Breen, B.: The Future of Management. 2007.
- Hamel Management 2.0
- Ohno, T., Bodek, B.: Toyota Production System: Beyond Large-Scale Production. 1988.
- Womack, J., Jones, D., Bühler, M., Meyer, H.-P.: Lean Thinking: Ballast abwerfen, Unternehmensgewinn steigern. 2013.
- Remus, U.: Prozessorientiertes Wissensmanagement. Konzepte und Modellierung. 2002.
- Wheeler, K., Clegg, E.: The Corporate University Workbook: Launching the 21st Century Learning Organization. 2012.