자연주의적 탐구조사(Naturalistic Inquiry)

Experience and Educationis the best concise statement on education ever published by John Dewey, the man acknowledged to be the pre-eminent educational theorist of the twentieth century. Written more than two decades after Democracy and Education(Dewey's most comprehensive statement of his position in educational philosophy), this book demonstrates how Dewey reformulated his ideas as a result of his intervening experience with the progressive schools and in the light of the criticisms his theories had received. Analysing both "traditional" and "progressive" education, Dr. Dewey here insists that neither the old nor the new education is adequate and that each is miseducative because neither of them applies the principles of a carefully developed philosophy of experience. Many pages of this volume illustrate Dr. Dewey's ideas for a philosophy of experience and its relation to education. He particularly urges that all teachers and educators looking for a new movement in education should think in terms of the deeped and larger issues of education rather than in terms of some divisive "ism" about education, even such an "ism" as "progressivism." His philosophy, here expressed in its most essential, most readable form, predicates an American educational system that respects all sources of experience, on that offers a true learning situation that is both historical and social, both orderly and dynamic.

经验与教育 = Experience and education

According to W. Edwards Deming, American companies require nothing less than a transformation of management style and of governmental relations with industry. In Out of the Crisis, originally published in 1982, Deming offers a theory of management based on his famous 14 Points for Management. Management's failure to plan for the future, he claims, brings about loss of market, which brings about loss of jobs. Management must be judged not only by the quarterly dividend, but by innovative plans to stay in business, protect investment, ensure future dividends, and provide more jobs through improved product and service. In simple, direct language, he explains the principles of management transformation and how to apply them.

Out of the Crisis

How has Japan become a major economic power, a world leader in the automotive and electronics industries? What is the secret of their success? The consensus has been that, though the Japanese are not particularly innovative, they are exceptionally skilful at imitation, at improving products that already exist. But now two leading Japanese business experts, Ikujiro Nonaka and Hiro Takeuchi, turn this conventional wisdom on its head: Japanese firms are successful, they contend, precisely because they are innovative, because they create new knowledge and use it to produce successful products and technologies. Examining case studies drawn from such firms as Honda, Canon, Matsushita, NEC, 3M, GE, and the U.S. Marines, this book reveals how Japanese companies translate tacit to explicit knowledge and use it to produce new processes, products, and services.

The knowledge-creating company : how Japanese companies create the dynamics of innovation

Preparing the books to read every day is enjoyable for many people. However, there are still many people who also don't like reading. This is a problem. But, when you can support others to start reading, it will be better. One of the books that can be recommended for new readers is experience and education. This book is not kind of difficult book to read. It can be read and understand by the new readers.

Experience and Education.

http://masachoset.persiangig.com/esfand-91/english.pdf

Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management

This article reviews theories and conceptual frameworks necessary to describe three factors affecting transfer of training. This information helps HRD [human resource development] professionals understand why people wish to change their performance after attending a training program, what training design contributes to people’s ability to transfer skills successfully, and what kind of organisational environment supports the transfer. This article also provides HRD implementation strategies to help organisations achieve a high level of transfer.

Theories Supporting Transfer of Training.

Is it possible to define HRD in a way that is appropriate in a world-wide context? That was the question for this research. Several factors were found that influence a country's and an individual's definition. The most common US definitions have influenced definitions around the world, yet definitions are also influenced by the context in which the definitions have emerged. Through e-mails and literature research, definitions from several countries have been identified and compared, and an initial definition that meets the conditions of many countries is proposed.

If we can't define HRD in one country, how can we define it in an international context?

The ProblemDespite increasing attention in business, talent management in global contexts has not been explored adequately in HRD. Most studies related to global talent management explain only part of it and do not provide an integrative understanding of what is going on globally in talent management in an HRD perspective.The SolutionThis article proposed an integrative conceptual framework for global talent management that involves the necessity, challenges, and roles of HRD. Considering cross-cultural viewpoints and multinational enterprise issues in HRD, the study analyzed why talent management is necessary and the challenges of developing talent. Finally, proposals were made for developing global talent and roles for HRD researchers and practitioners.The StakeholdersThe results of this study will provide insights or guides for researchers interested in talent management/development and HR practitioners involved in a multinational enterprise.

Gary N. McLean

Papers

Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management

Theories Supporting Transfer of Training.

If we can't define HRD in one country, how can we define it in an international context?

Global Talent Management: Necessity, Challenges, and the Roles of HRD

Dynamic capability: Impact of process alignment and organizational learning culture on performance