Communities of innovation: Individual,group, and organizational characteristics leading to greater potential for innovation

In this paper I will explain what I see as some of the core attributes of Communities of Innovation, or communities fostering collaborative creativity, and what we have learned from the research literature about each attribute. There is a critical need to design learning environments that foster creative thinking in students, particularly in the area of collaborative creativity. Many of the current problems and challenges graduates will face in society and industry are too large to be faced alone. However, the research and pedagogical understanding of how to develop skills in collaborative creativity is still underdeveloped. In seeking to understand what collaborative creativity would look like in education, I reviewed the literature on organizational and social creativity, along with social learning theory, to develop a framework of characteristics common to most environments that foster collaborative creativity in students (West, 2009). This framework describing Communities of Innovation explains some of the similar characteristics at the individual, group, and organizational levels of innovative communities.     

美国产学研协同创新联盟建设与经验——以I/UCRC模式为例

源于20世纪70年代的"产业/大学合作研究中心"现已发展成为美国最典型的产学研协同创新模式,并拓展为"州/产业/大学合作研究中心"模式。"产业/大学合作研究中心"协同创新模式在组织构成、组织管理和协同创新项目设计上都具有其明显优势,并在其长期发展中积累了丰富经验,这对我国产学研协同创新联盟建设具有重要借鉴价值。     

新工科背景下大学产教融合组织创新的影响因素及挑战

大学产教融合组织创新是“产”与“教”两大主体互动中探索共性诉求和差异性,从而激发并理顺人才协同培养机制的过程.新工科建设深化是大学产教融合的组织优化过程.南方科技大学案例访谈和文档分析显示,产教融合相关机构通过组织创新适应大学外部制度环境和内部文化环境,制度企业家应对环境不兼容和收益过低的挑战推进组织创新制度化.产教融...     

基于交互分析的协同知识建构的研究

该指出，计算机支持的协作学习(CSCL)主要研究协同知识建构的过程以及设计工具支持这一过程的实现，而共享、论证、协商、创作、反思和情感交流是实现协同知识建构的基础。目前，交互分析是明确CSCL中协同知识建构的本质、把握其规律的主要研究方法，其应用主要有四个方面，即通过分析成员个体和小组整体的知识结构变化、关系网络形成、互动结构、协同知识建构水平等来探讨协同知识建构的基本规律。该最后还分析了一个以这一方法来评估协同知识建构水平的研究案例。     

协同商务环境下虚拟企业组织结构研究

从虚拟企业的特性出发,分析了协同商务环境下虚拟企业组织结构设计中应注意的问题,探讨了协同商务环境下虚拟企业组织结构的组成要素,提出了协同商务环境下虚拟企业组织结构设计框架。     

A framework to support group essay writing in English for Academic Purposes: a case study from an English-medium instruction context

In English for academic purposes courses, group oral presentations are quite common but essay writing tends to be seen as an individual endeavour, albeit with scope for peer review. This article discusses action research reflecting on student perceptions of a framework to support students through a semester-long collaborative essay assignment in an English-medium instruction university in Macau. The framework presented incorporates collaborative and individual assignment tasks, assisted by information and communications technology, to support the collaborative process and facilitate the assessment of the individual within the group. Even though writing in a group may take more time and effort, it is viewed favourably by the majority of students due to the additional learning gains to be made by writing collaboratively, including the increased quality of ideas and the social interactions (face-to-face and online) required to come to agreement.     

Modelling a learning environment: Towards a learning organization

Abstract

The role of the academic developer mirrors that of the current day academic. It is increasingly diverse and complex. Staff employed in academic development units are expected to respond to the needs of individual academics and are also expected to provide leadership in teaching and learning, conduct research into higher education, contribute to policy on a broad range of issues, and undertake community service. In addition they are expected to take responsibility for their own professional development. They are constantlyjuggling priorities of personal, professional and organizational commitments. To maintain competence in the face of multiple demands there must be significant overlap between work and learning. The learning opportunities inherent in working within a large multi‐dimensional organization must be acknowledged and embraced through the concept of a ‘learning organization’. It is important that the organizational culture of the Academic Development Unit (ADU) values learning, encourages reflection and fosters collaborative practice. This paper outlines an organizational model of academic development highlighting the opportunities for intervention at the level of organizational culture, staff development and student learning. It also suggests strategies for organizing and managing an ADU that provides a positive model of an effective working and learning environment.     

Beyond the learning process and toward the knowledge creation process: Linking learning and knowledge in the supportive learning culture

This integrative literature review synthesizes the concepts and process of organizational knowledge creation with theories of individual learning. The knowledge conversion concept (Nonaka & Takeuchi, 1995; Nonaka, Toyama, & Byosière, 2001) is used as the basis of the organizational knowledge creation process, while major learning theories relevant to working adult learners are newly synthesized into four types of individual learning processes: adaptive, generative, transformative, and reflective. The results suggest an integrative conceptual flow map of individual and organizational learning facilitated by culture and management system enablers. Implications for using this conceptual framework for practicing performance technology solutions are also discussed.     

Concentric collaboration: a model of leadership development for healthcare organizations

Drawing on their experience in a Midwest healthcare system, the authors propose a model of leadership development through action learning that embraces ‘concentric collaboration’ at its core. The present study suggests that the process of concentric collaboration can serve to strengthen the skills of the individual leader as well as foster collective leadership. Central to the model is the growth and development of the individual leader which extends outward to create connections with others, ultimately increasing the social capital necessary to effect organizational change. This work contributes to the leadership development literature by offering a comprehensive model that includes the process of individual growth as well as collective capacity, organizational factors that support or inhibit this process as well as implications for practice.     

Students' perceptions of Wiki-based collaborative writing for learners of English as a foreign language

This study proposes a Wiki-based collaborative writing approach to the writing process for EFL (English as a foreign language) learners. A five-stage computer-mediated collaborative writing project including collaborative planning, partitioned drafting, peer-revising, peer-editing, and individual publishing was blended with on-campus English composition course. Fifty-one L2 learners at a university in central Taiwan participated in this project. Procedural scaffolding and collective scaffolding were provided to promote students' self-regulation and thus to foster the development of students' writing skills. A cross-referencing questionnaire survey was adopted to investigate students' perceptions of Wiki-based collaborative writing and students' perceptions of their work in each stage of collaborative writing. As the results indicated, a high percentage of students' satisfaction showed positive perceptions of this Wiki-based collaborative writing environment, and the instructional design of implementing a Wiki-based collaborative writing project with a five-stage writing process does assist EFL learners to accomplish a collaborative writing task on the internet with less limitation of time. This article also points to new possibilities for future research.     

Insider action research doctorates: Generating actionable knowledge

The aim of this article is to contribute to understanding of the issue raised when executives do action research in their own organizations for doctorates. There are a number of significant challenges for those executives considering action research in their own organization, which are explored under the headings of, preunderstanding, role duality and organizational politics. The article reflects on the executive action research doctorate in terms of the engagement of the individual manager–researcher in first person inquiry, the collaborative activities with others in second person inquiry and the third person contribution of actionable knowledge to the practitioner and academic communities.     

在线协作学习中的集体责任与个体生成角色

文章结合社会网络分析法、内容分析法和统计分析法,通过实证研究分析了在线协作学习中集体责任和个体生成角色的发展动态,及其对知识建构过程的协同促进作用。研究结果表明,在线协作学习过程中,集体责任的三个特征(参与意识、协同交互、均衡发展)与个体生成角色(探究引申、知识促进、知识整合、探究管理)的分布形态之间存在相互促进、动态演进的复杂关系,且两者共同影响协作对话本质。探讨在线协作学习中集体责任与个体生成角色之间的关系,有助于创设在线协作学习环境,并为知识建构提供策略性参考。     

基于BBS的异步协作学习互动研究

网络环境下的异步协作学习方式越来越受到教育工作者的关注,因为它能够为学习者提供延时性交流与协作环境,便于学习者能够以小组或个人的形式参与到学习讨论之中。为了探讨基于BBS的异步协作学习互动过程,通过以案例形式进行实证性研究,其中,运用了会话内容分析法、调查法等方法,对异步协作学习活动中的帖子总体数量情况、各组发帖时间情况、帖子间关系情况以及基于知识建构模型的异步协作学习过程进行了详细的分析。研究结果表明,异步协作学习活动促进了学生的自主学习能力的发展,但是在活动中存在的问题值得教育工作者的思考。因此,研究对于指导异步协作学习互动活动的开展具有积极的参考价值。     

Career Development: The Linkage Between Training And Organizational Development

Improved organizational efficiency can only be accomplished if the employees within an organization have developed the skills, competencies, knowledge, and attitudes to perform at the highest possible levels. To a limited degree this can be accomplished via training, but employees develop the fundamental skills, competencies, knowledge, and attitudes related only to their current job. As a result, the organization is only indirectly impacted. This refers to the micro perspective of improved organizational efficiency. Organizational efficiency can also be accomplished through organizational development, but the individual employee is often overlooked during this process. Without employee commitment to improve efficiency, it will be short-lived. This approach refers to the macro perspective of improved organizational efficiency. Both the micro and macro perspectives of improved organizational efficiency have their weaknesses. Thus, a combination of the two processes is necessary. Career development is that combination. Career development is a process which enables employees to develop beyond the fundamental skills, competencies, knowledge, and attitudes required for their present job assignments. It is a process which is focused on improving organizational efficiency while relying on the development of the individual employee. Performance improvement practitioners can provide learning activities which improve employees' skills, competencies, knowledge, and attitudes by viewing improved organizational efficiency from an individual (micro) perspective while remaining dedicated to the overall enhancement of the organization (macro). However, many performance improvement practitioners fail to see the connection between training and overall organizational development. These terms are often used interchangeably which leads to the increased confusion and misapplication of each process. It is necessary, therefore, to arrive at an acceptable definition in order to communicate effectively the intent as well as the similarities and differences of the processes. This will enable performance improvement practitioners to better understand the commonalities of each process. It is this understanding that serves as the basis of this article and the forthcoming recommendations.     

中国大陆教师专业学习社群的内涵与发展——基于对上海市中小学的调查研究

国际上越来越多的研究表明,专业学习社群能够促进教师专业发展及推动学校变革。本研究对专业学习社群进行概念化,并基于中国的学校背景,探索出一套教师专业学习社群的表现指标,对上海市7所中小学进行抽样调查。运用主成分分析法对数据进行分析,得到适用于中国大陆的指标体系,并进一步分析教师专业学习社群的内涵与发展状况。研究发现,所调查的学校在教师合作学习、专业能力、校长领导、结构支持方面均具有良好的表现,且组织变革障碍不大。可通过改善校长领导和结构支持,控制学校内部的组织变革障碍等途径促进教师合作学习和专业能力的发展,以进一步促进教师专业学习社群的发展。     

大学英语合作写作过程中同伴间对话研究

合作型写作已在大学英语写作课堂中越来越受到重视和认可。通过对合写者间的互动对话进行定量和定性分析,探寻合写时合作者关注的主要问题有哪些以及解决这些问题的主要策略。研究结果表明,写作内容层面和语言层面的问题是合作者讨论关注的重点,这一点与写作者个体写作时的情况类似。面对合写时的认知冲突,合写者往往通过讨论协商,重建思维,解决分歧。同时,同伴间的互动往往促成"集体性语言建架"的形成,有利于同伴间的互相学习。     

Career Development; The Linkage Between Training and Organizational Development Originally published in 1989, PIQ 2.1

Improved organizational efficiency can only be accomplished if the employees within an organization have developed the skills, competencies, knowledge, and attitudes to perform at the highest possible levels. To a limited degree this can be accomplished via training, but employees develop the fundamental skills, competencies, knowledge, and attitudes related only to their current job. As a result, the organization is only indirectly impacted. This refers to the micro perspective of improved organizational efficiency. Organizational efficiency can also be accomplished through organizational development, but the individual employee is often overlooked during this process. Without employee commitment to improve efficiency, it will be short-lived. This approach refers to the macro perspective of improved organizational efficiency. Both the micro and macro perspectives of improved organizational efficiency have their weaknesses. Thus, a combination of the two processes is necessary. Career development is that combination. Career development is a process which enables employees to develop beyond the fundamental skills, competencies, knowledge, and attitudes required for their present job assignments. It is a process which is focused on improving organizational efficiency while relying on the development of the individual employee. Performance improvement practitioners can provide learning activities which improve employees' skills, competencies, knowledge, and attitudes by viewing improved organizational efficiency from, an individual (micro) perspective while remaining dedicated to the overall enhancement of the organization (macro). However, many performance improvement practitioners fail to see the connection between training and overall organizational development. These terms are often used interchangeably which leads to the increased confusion and misapplication of each process. It is necessary, therefore, to arrive at an acceptable definition in order to communicate effectively the intent as well as the similarities and differences of the processes. This will enable performance improvement practitioners to better understand the commonalities of each process. It is this understanding that serves as the basis of this article and the forthcoming recommendations.     

Observing collaborative problem‐solving processes and outcomes

This study examined the problem of assessing group process in a collaborative problem‐solving situation. Students in seven collaborative groups worked on a two‐part math and logic problem—first individually, then in groups, and finally, individually again. Groups engaging in behaviors that facilitated collaboration obtained higher group and individual accuracy scores on a challenging problem set. High‐achieving students were influential in group problem‐solving outcomes. Group scores did not reflect the individual achievement of low‐achieving students. Examining collaborative group process and outcomes offers a new direction in functional and contextualized assessment for school psychologists. © 2001 John Wiley & Sons, Inc.     

欧洲博士教育的博洛尼亚进程：一体化与国际化

一体化和国际化是推动欧洲博士教育博洛尼亚进程的两大动力。欧洲博士教育以欧洲高教区和欧洲研究区为连接纽带,通过组织结构、职业规划、协作机制、国际化策略、基金资助以及法律法规等方面的一系列改革推动欧洲博洛尼亚进程向知识社会转型,是迈向高等教育国际化、培养国际化研究人才以及发展创新经济的关键。