نحوه ارزیابی و بررسی اثرات تحلیل SWOT در آلبانی
|کد مقاله||سال انتشار||مقاله انگلیسی||ترجمه فارسی||تعداد کلمات|
|5381||2012||8 صفحه PDF||سفارش دهید||3208 کلمه|
Publisher : Elsevier - Science Direct (الزویر - ساینس دایرکت)
Journal : Procedia - Social and Behavioral Sciences, Volume 41, 2012, Pages 108–115
The implementation of the strategy involves all the working groups in planning, designing, conducting product or service, development, evaluation and marketing. The implementation of the strategy is the process where you include all groups working in the management supervisory in the accomplishment of its mission. If during the process of implementing the strategy, the strategy chosen are not able to overcome the difficulties arising from the external or internal shortcomings in the company then the company can change the strategy, choosing one of the alternative scenarios defined in a strategic SWOT analysis carried out above to overcome difficulties and facilitate the work of all groups to achieve their goals in full-filling the mission. Often e-learning is used not only to obtain knowledge rather than to provide competency (knowledge and apply that change the behaviour), which can be difficult to win. It's very important to reach those who take lessons, be motivated to apply them. The fact that e-learning is available does not mean that it will be used. There are many reasons why it can‘t happen: poor content, poor implementation plan, the discrepancies between students and business needs, lack of management support, poorly integrated components, lack of time or place for the training, lack of or ineffective marketing, the failure of values organizational training, etc. Whatever the reason or combination of them, the end result is the same: the formation does not reach the target and the objectives of the organization valuable resources are dissipated. To avoid all these six areas should be considered: Planning, coordination, integration, motivation and support, marketing and communications, evaluation and improvement.
The organizations will be more effective to integrate e-learning into their training strategies, if they learn from mistakes. Despite the rapid technological development in many countries there are benefits from the use of e-learning or there are benefits that are not at levels as it’s required .E-learning will be consider as one of the new business that requires the implementation of a modern infrastructure for the needs of customers .In determination of the needs customers there is always a question, which is necessary by enterprises in the e-learning to identify the application, create and determine its size. It must to be considered both OI and OL jointly to promote organizational entrepreneurship and to increase competitive advantages. This empirically reflects the need to strengthen different strategic capabilities to achieve an adequate level on the organizational issues, improve performance and encourage entrepreneurship. Thus, the entrepreneurship builds and nurtures OL, which enables the formulation of OI strategies that lead to greater performance. Although the field of entrepreneurship is recognized as being of fundamental their attention to it, there’s, as yet, no agreement as to the research object in this scientific field.The main issues handled out in this presentation are: the field of entrepreneurship; pro-activity and environment among the factors most frequently analyzed in the relevant OI/OL literature influencing the innovative entrepreneurship; as well as the frame conditions for innovations and institutional system of innovation.Entrepreneurship is concerned first and foremost with a process of change, emergence and creation: creation of new value, but also, and at the same time, change and creation for the individual.
نتیجه گیری انگلیسی
In particular, organizations they find themselves in a competitive environment characterized by rapid change. Any competitive edge depends on its ability to deal with change more effectively and more rapidly than its competitors. It is no longer appr opriate for managers to take all the responsibility for implementing organizational change in response to rapid and complex changes within the environment. Each individual within the organization needs to be accountable and take responsibility for making the necessary changes within their individual work areas. They also need to share their knowledge with others in the organization thus emphasizing the notion of teams and teamwork. These are ideals typical of an organization aspiring to develo p a learning organization. Strategy is an integral part of the learning process for a learning organization because it focuses on the organization’s development of core competencies, both in the present and in the future. It also focuses the learning process on the desired future position that the organization would like to be in. Rather than focusing on only one aspect of organizational change, the company should try to develop a dynamic and iterative process aimed at providing the organization with a built –in capacity to change and redesign (itself) continually as the circumstances demand’.