ایجاد سازمان یادگیرنده جهانی (GLO)
|کد مقاله||سال انتشار||تعداد صفحات مقاله انگلیسی||ترجمه فارسی|
|5156||2002||10 صفحه PDF||12 صفحه WORD|
Publisher : Elsevier - Science Direct (الزویر - ساینس دایرکت)
Journal : International Journal of Intercultural Relations, Volume 26, Issue 4, August 2002, Pages 463–472
2- بیان مساله
3- سازمان یادگیرندهی جهانی
شکل 1: دیدگاه شرکتی
شکل 2: سطوح فعالیت تجاری بینالمللی
4- توصیف مدل
شکل 3: سازمان یادگیرنده جهانی (GLO)
شکل 4: توسعه سازمان به سمت ایجاد GLO
5- توسعه منابع سازمانی
6- وظیفه پژوهشی
Creating the Global Learning Organization is an action research model to assist US-based corporations in creating an organizational culture that is globally inclusive in theory and practice at all levels. It is based on the principles of organization development (including learning organizations), human resource management, and change theory to move the corporation from an ethnocentric to a geocentric corporate worldview in all its business and people practices, policies, procedures, and technologies. The model is envisioned as a viable and ethical approach to the challenges of globalization. There are a number of challenges to the implementation of the model, including the difficulties in dealing with the ambiguities of a process that is not concrete and fully specified. Further, a truly global model will be applicable across cultures. There is no existing evidence of the application of the model in cultural contexts other than the US. As a result, in addition to exploring some human resource development implications of the model, the article also suggests several areas for future research.
With the fast-paced global changes facing the corporate sector and increased competition in the marketplace, globalization and diversity issues are ever more crucial to the survival and success of business organizations. Many US businesses are just beginning to understand the importance of these global challenges. However, few have truly embraced globalization to the extent of creating a corporate-wide culture that is globally inclusive in practice and theory at all levels.
نتیجه گیری انگلیسی
The ultimate goal of any global OD change process is to infuse all members of an organization with such respect for globalization that an organizational culture is created in which all appropriate elements of diversity exist and are expressed in a natural and sustaining process. In effect, the process becomes second nature to the organization, and overt OD global interventions are constantly being requested and implemented at all levels of the organization. The organization, at that point, will have become a global learning organization (GLO).