Porovnat metody
Prohlédněte si vybrané metody vedle sebe; řádky, které se liší, jsou zvýrazněny.
| Škála organizačního učení× | Nástroj pro hodnocení organizační kultury× | |
|---|---|---|
| Obor | Organizační chování | Organizační chování |
| Rodina | Process / pipeline | Process / pipeline |
| Rok vzniku≠ | 2003 | 1999 |
| Tvůrce≠ | Seng Chee Goh; Peter Senge (foundational theory) | Kim S. Cameron and Robert E. Quinn |
| Typ≠ | Self-report scale | Behavioral framework assessment |
| Původní zdroj≠ | Senge, P. M. (1990). The fifth discipline: The art & practice of the learning organization. Doubleday. ISBN: 978-0-385-26095-4 | Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework (3rd ed.). Jossey-Bass. ISBN: 978-0-470-65014-1 |
| Další názvy | Learning Organization Scale | Cameron-Quinn OCAI |
| Příbuzné | 4 | 4 |
| Shrnutí≠ | The Organizational Learning Scale (OLS) is a 21-item instrument measuring organizational capacity to learn and adapt, based on Senge's learning organization framework. Formalized by Goh in 2003, the OLS assesses five dimensions: systems thinking, shared vision, team learning, shared mental models, and personal mastery. | The Organizational Culture Assessment Instrument (OCAI) is a 24-item diagnostic tool that identifies dominant organizational culture types based on the Competing Values Framework (CVF). Developed by Kim S. Cameron and Robert E. Quinn, the OCAI measures cultures across four archetypes: Clan, Adhocracy, Market, and Hierarchy. |
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