Last edited by Mezishura
Tuesday, April 21, 2020 | History

2 edition of Supervisory officers and principals, network technologies and organizational learning. found in the catalog.

Supervisory officers and principals, network technologies and organizational learning.

Dunn, Joyce Lynn

Supervisory officers and principals, network technologies and organizational learning.

  • 207 Want to read
  • 35 Currently reading

Published .
Written in English

    Subjects:
  • School management and organization -- Technological innovations -- Ontario.,
  • School supervisors -- Ontario.,
  • School principals -- Ontario.,
  • Organizational learning -- Ontario.

  • About the Edition

    The framework for understanding organizational and personal learning as it applies to supervisory officers and principals has been drawn from research on learning schools and from research on systemic reform in education. The foundation for understanding the potential of network technologies to support this learning has been drawn from research on how technology can support organizational learning.School districts and their schools, as well as other members of the educational community, are being forced to re-examine traditional organizational structures, and processes in an attempt to respond to the pressures resulting from restructuring, downsizing, reduced funding, and other reform initiatives. This study has investigated the role of network technologies in supporting the organizational learning of supervisory officers and principals. Three research questions were posed. (1) How are superintendents and principals pursuing personal and organizational learning? (2) How do superintendents and principals use technology? (3) How, if at all, does this technology hinder/assist them in their efforts to enhance personal and organizational learning?The findings that have been drawn from this study show that network technologies have enhanced organizational and personal learning through increased access to electronic information, and have facilitated collaboration interactions within the internal community, and to some extent to the external community. The findings have also shown that information overload, and technical infrastructure have been the two main ways in which the effective use of network technologies was hindered.Primary data sources for this qualitative study were semi-structured interviews with four supervisory officers and twelve principals (evenly split by gender), selected from ten school boards across Ontario, both public and separate. Interview questions sought to determine how supervisory officers and principals were pursuing organizational and personal learning, whether they used technology in these processes, and if they did, whether technology enhanced or hindered the process.

    The Physical Object
    Pagination226 leaves.
    Number of Pages226
    ID Numbers
    Open LibraryOL19474892M
    ISBN 100494026537

    Origins. The term of culture in the organizational context was first introduced by Dr. Elliott Jaques in his book The Changing Culture of a Factory, in This is the published report of "a case study of developments in the social life of one industrial community between April, and November ". The "case" is a publicly held British company engaged principally in the .   MJ leads the ATD Forum content arena and serves as the learning subject matter expert for the ATD communities of practice. As the leader of a consortium known as a “skunk works” for connecting, collaborating, and sharing learning, she worked with members to evolve the consortium into a lab environment for advancing the learning practice within the context of . Organizational change management should begin with a systematic diagnosis of the current situation in order to determine the organization ‘s need for and ability to change. Prior to a cultural change initiative, a needs assessment should examine the current organizational culture and operations. Becoming a learning organization is not an overnight event. Like developing future leaders, it is a continuous process. To become part of the agency culture, this .


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Supervisory officers and principals, network technologies and organizational learning. by Dunn, Joyce Lynn Download PDF EPUB FB2

Supervisory officers and principals, network technologies and organizational learning. Doctoral dissertation. Doctoral dissertation.

University of Toronto (Canada).Cited by: 2. Our Leadership Principles aren't inspirational wall hangings. These Principles work network technologies and organizational learning. book, just like we do. Amazonians use them, every day, whether they're discussing ideas for new projects, deciding on the best solution for a customer's problem, or interviewing candidates.

Lynn Dunn "Supervisory Officers and Principals, Network Technologies and Organizational Learning" Malcolm Richmond "The Value of Impress: Toward a Noramative Account of Educaitonal Administration" Tom Skinner "The Role of the School Principal in Contemporary Society: A Rual Manitoba Perspective" Judy Cormier.

Principals and vice-principals play an essential role as school leaders to achieve this impact. Supervisory officers, in turn, play a critical role by putting in place supportive system practices and procedures for school and system Size: 94KB.

Keywords— Supervisors, School principals, administrators or heads, Supervisory roles, Basic Education Schools. INTRODUCTION In any organization, supervision is the basis where by goals are attained and used to maintain standard and improve the quality of teaching and learning for the teachers and students.

The principal as a leader ofFile Size: KB. Consulted were theoretical literatures on action, program, change, organizational management, organizational learning, and complexity, as well as descriptive and empirical sources contemplating.

Exhibit 1: Three definitions of a learning organization. Learning organizations [are] organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together.

Transforming Your Manufacturing Organization Into a Learning Organization Karl M. Kapp, CFPIM, CIRM Assistant Director Institute for Interactive Technologies, Bloomsburg University, Pennsylvania Network technologies and organizational learning.

book experts believe the only sustainable advantage an organization will have in the future is network technologies and organizational learning. book ability to learn faster than its Size: KB. Principles represent the desirable values, beliefs and priorities held by an organization.

Use the Framework menu in the sidebar to navigate to the frameworks resources. Principles that guide organizational activities, initiatives and investments in developing emerging leaders include commitment to.

Langer is Chair of Faculty and Curricular Development in the Information Technology Programs of Columbia University’s School of Continuing Education and teaches courses in the MBA program of the Graduate School of Business at Columbia.

A specialist in issues of distance education, mentoring, and workplace learning, Cited by: 7. This is by and far the best book on educational leadership and instructional improvement I have read to date.

It shatters long establish paradigms and challenges us to develop a culture of change that really results in success of our students to be active participants in a democractic society/5. The knowledge, skills, and abilities needed to promote the qualities needed to engage and lead individuals and high performing teams and affect organizational results.

Educates and fosters good working knowledge of cooperative business model, values, principles, and systems. maintaining of school records, classroom management, among others. Through supervision the principal can provide meaningful feedback and direction to teachers that can have profound effect in the learning that occurs in the classroom.

Based on these, it has become vital that principals’ supervisory techniques be properly directedFile Size: KB. Conceptually, organization development is different from both management training and management development. The latter two kinds of learning may, however, be part of an OD effort. Burke () stated that “although persons may be involved in events that are properly labeled as OD technology (some of the examples mentioned above), suchFile Size: 2MB.

Brown and Duguid () further investigate organizational learning from a community perspective. They refer to canonical and non canonical practice- which are concepts similar to espoused theory and theory-in-use described in the previous section. Principles: Life and Work. by Ray Dalio, Jeremy Bobb, et al.

out of 5 stars 1, Audible Audiobook. $$ $$ Free with Audible trial. $$ $$ Get it as soon as Thu, Feb FREE Shipping on orders over $25 shipped by Amazon. More Buying Choices. $ ( used & new offers) $$ $$   Amazon organizational structure can be classified as hierarchical.

Senior management team include three CEOs and three senior vice presidents responsible for various vital aspects of the business reporting directly to Amazon CEO Jeff Bezos. Amazon organizational structure has the following three key features: 1. Hierarchical corporate. quarterly, Organizational Dynamics, and from to he originated and served as Editor of the Academy of Management Executive.

Burke is the author of more than articles and book chapters on organization development, training, change and organizational psychology, and conference planning and author. Top 15 Books Recommended for Organization Development Professionals In our last blog article, Critical OD Competencies to Help You Become a World-Class OD Interventionist, we mentioned how important it was for the OD professional to work towards self-mastery.

In this article we would like to share our top 15 suggestions of books that we think. Organizational learning (OL), according to Argrys & Schon is a product of organizational inquiry.

This means that whenever expected outcome differs from actual outcome, an individual (or group) will engage in inquiry to understand and, if necessary, solve this inconsistency.

In business management, a learning organization is a company that facilitates the learning of its members and continuously transforms itself. The concept was coined through the work and research of Peter Senge and his colleagues.

Learning organizations develop as a result of the pressures facing modern organizations; this enables them to remain competitive in the. In a training culture, departmental units in the organization compete for information. Each unit wants to know more and control more than the other units.

This competition can result in short-term gains for those units and even for the organization as a whole. In a learning culture, knowledge and skills are shared freely among units.

Everyone. 51 Today’s Concept of Organizational Management CHAPTER 3 CHAPTER OBJECTIVES Define management and differentiate between the art and science of management. Review the basic functions of management.

Describe the major phases of the development of organizational management. Present the concept of the work setting as a total system. Introduce the concept of clientele network File Size: 1MB. Organizational Learning is an ongoing process which produces everlasting changes in several areas as a result of integrated initiatives.

Organizational Learning involves three main subsystems: The first subsystem is acquisition of new inputs and its analysis. The new inputs may include any change within the organization, changes in the.

The instructional supervisory roles of principals. Van Deventer and Kruger () stated that the five basic elements of instructional supervisory roles of principals are: defining the school mission, managing the curriculum and instruction, supervising teaching, monitoring learner progress and promoting instructionalCited by: 3.

Many learning strategies today are focused on transforming the company into a “learning organization.” A learning organization, as introduced by author and MIT lecturer Peter Senge, is one that continuously facilitates learning for its people and transforms as needed.

Key characteristics of a learning organization are systems thinking, challenging the status quo, continued growth for teams and individuals, and common understanding of a shared vision.

Notes. 1 Peter M. Senge,“Taking Personal Change Seriously: The Impact of Organizational Learning on Management Practice, ” Academy of Management Executive, 17, no.

2, 2 Grantmakers for Effective Organizations “Learning for Results,” GEO Action Guide, December ; Ralph Hamilton, Prue Brown, Robert Chaskin, et al., Learning for Community Change:. Becoming and sustaining a true learning organization requires a lot of work and dedication, and it takes time, energy and resources.

Many are thwarted in their attempts to become a learning organization by the press of daily work, inability to persevere, lack of support from the top or the unwillingness to fully commit to the idea.

You can apply these same principles to organizational learning goals. For individuals, teams, and whole organizations to achieve their learning goals, they need to develop supportive processes and relationships.

And it’s not enough to select a method for learning. MORE. Organization Development & Change, 9th Edition Thomas G. Cummings & Change-Management Structures Learning Processes Sustaining Momentum Application ’s Network Structure Application Stages Results of Downsizing Learning More – Some Key Books/Texts n“Organizational Change and Development” by Cummins and Worley n“Organization Development: A Process of Learning and Changing” by W.

Warner Burke n“Practicing OD: A Consultant’s Guide” by Roland Sullivan n“Fifth Discipline” by Peter Senge n“Flawless Consulting” by Peter BlockFile Size: KB.

Learning program processes As the former chief learning officer for (now LinkedIn Learning), Britt is a seasoned professional with more than 25 years of experience.

Organizational Learning can be defined as the organization’s ability to gain understanding from experience through experimentation, observation, analysis, and a willingness to examine both successes and failures Learn more in: Developing a Corporate Knowledge Management Platform in a Multibusiness Company.

Organizational learning is the. Prior Learning Assessment and Recognition for the Supervisory Officer’s Qualification Program The SOQP PLAR Application Guide is now available.

For more information, call Client Services at or toll-free in Ontario ator e-mail us at [email protected] The Principal as Chief Learning Officer: Developing Teacher Leaders* By Ruth C.

Ash J. Maurice Persall Today’s teachers live in a society and work in a profession where demands are continually changing and expanding. In order to prepare their students to be successful in this society, teachers must be. Organizational leadership is not taught in one place but is instead fostered over many places.

Many colleges offer degrees in organizational leadership and focus on a curriculum of business management, psychology and communications.

Many professionals also develop their corporate leadership abilities by attending seminars and presentations aimed to teach certain principles. A functional organizational structure is a structure that consists of activities such as coordination, supervision and task allocation.

The organizational structure determines how the organization performs or operates. The term organizational structure refers to how the people in an organization are grouped and to whom they report.

Organizational learning and organizational knowledge have seen important growth in both the academic and business worlds. However, both approaches face various problems, the most striking of which is their theoretical confusion and by: book will help them go beyond planning and use their strategic plans to change the way they do business.

The principal research for Strategic Management for Senior Leaders: A Handbook for Implementation was done by a Logicon Syscon Corpora-tion team (under subcontract to K.W. Tunnell Co., Inc., contract number GSFB).File Size: KB. Chapter 2 Information Systems in Organizations TRUEFALSE 1.

While information systems were once primarily used to automate manual processes, they have transformed the nature of work and the shape of organizations themselves.

(A) True (B) False Answer: (A) 2. An organization's structure is independent of its goals and approach to management. (A. Innovation management is a fast-moving field, particularly in recent times as “new” frameworks to manage R&D processes, e.g., set-based concurrent engineering, agile, lean start-up, design thinking, have emerged as ways to improve the consistently low performance levels of innovation projects (Markham and Lee, ).Knowledge management/learning and responsiveness 12 Knowledge management/learning and impact on policy 13 Knowledge management/learning and impact of policy 14 Knowledge management/learning and Southern engagement 15 4 Annotated Bibliography 17 Thematic index 59 Alphabetical index 63 List of TablesFile Size: KB.Christopher S.

Koper, Cynthia Lum, James J. Willis, Optimizing the Use of Technology in Policing: Results and Implications from a Multi-Site Study of the Social, Organizational, and Behavioural Aspects of Implementing Police Technologies, Policing: A Journal of Policy and Practice, Volume 8, Issue 2, JunePages –, Cited by: