留学生report作业写作-学习型组织的重要性。本文是一篇留学生report作业写作格式范文，本篇report分析了学习型组织的概念及其在21世纪组织中的重要性。它还研究了人力资源管理及其在学习型组织中的作用和挑战。本篇报告是在西南航空公司案例研究的基础上进行分析的。它还对英国航空公司和西南航空公司在学习型组织和持续改进方面进行了批判性的比较。通过对哈佛大学和密歇根大学人力资源管理模式的分析，试图了解西南航空公司采用的是哪种模式的人力资源管理。从这个案例中我们可以理解，西南航空公司成功的关键因素是不断改进和充分利用资源。其低成本、低票价、无装饰的使命是致力于提供最高质量的客户服务，这种服务具有温暖、友好、个人自豪感和公司精神。这些都包含在人力资源管理部门制定的公司政策和程序中。因此，尽管学习型组织的人力资源管理面临一些挑战，但它在每个组织中都发挥着至关重要的作用。以下内容就是这篇留学生report作业，供参考。
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Introduction 引言
The report analyzes the concept of learning organization and its importance in the 21st century organizations. It also studies about HRM and its role and challenges in a learning organization. This report is analyzed on the basis of a case study on Southwest Airlines. It also makes a critical comparison between the British Airways and Southwest Airlines in regards to learning organization and continuous improvement. By analyzing the Harvard and Michigan model of HRM, the report tries to understand which model of HRM is practiced by Southwest Airlines. From this case study we can understand that the key factor behind the success of Southwest Airways is continuous improvement and its full utilization of the resources. Its mission of low cost, low fare, no frill is the dedication to its highest quality of customer service which is delivered with a sense of warmth, friendliness, individual pride and company spirit. These all are included in the policies and procedures of the Company that are developed by the HRM department. So although there are some challenges to HRM in a learning organization it has a crucial role to play in every organization.Learning Organization 学习型组织
Learning organization means “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 how to learn together” (Senge, 1990, p. 3). From this definition we can understand that learning organization is a team and organizational process rather than individual and it is a continuous never ending process. It is essential for a learning organization to make creative and better ways of learning and improving its performance. It becomes a part of the continuous process of sharing information with people and the environment, and exchanging and disseminating information. A learning organization is entirely different from a traditional organization as it has the capacity to make changes continuously. The theory of organizational learning stresses the importance of policies and procedures inside the organization in response to the outside consequences even though they are positive or negative the firm learns from its experiences. Learning has only very little to do with getting information, rather it is merely a process for enhancing capacity. Learning is for making new kinds of developments that the organization could not achieve in the past (Lassey, 1998). The principle assumption of learning organization, therefore, is that if learning from the part of individuals is improved, organizational performance also will improve. Senge (1990) identified five disciplines which are essential to the development of learning organizations in his opinion. These disciplines are the distinguishing factors behind the learning organization and a traditional organization. Those disciplines are personal mastery, mental models, shared vision, team learning and system thinking. Personal mastery tries to acquire the academic expertise and efficiency that they got from their activities and experiences. Mental model focuses on an individual’s basic world view, which is reinforced by structures, experiences, cultures and belief systems. This model guides and directs people as they make decisions, and are used to filter ideas and possibilities. Shared vision is the collective perspectives of employees and evolves from their understanding of the organization’s mission. In traditio
