| Summary: | 碩士 === 世新大學 === 傳播管理學研究所(含碩專班) === 98 === Here, I am serving the post of administration more than 30 years. Through handling the same work in different period, subjects, staffs. The cap of experience transferring is always caused by staff’s job transfer, promotion and resignation. The importance of this subject should be paid close attention. However, this issue is always happened again and again. That’s the reason I am researching how to transfer working experience systematically and establish the learning organization by tacit knowing.
Targets of the research are all senior administrators in Shih Hsin University. We hope we could understand how “administrators” facing their jobs by the working condition in Shih Hsin University. “Administrators” are having the keen sense of working also can complete all jobs from high level on time in their executing process of self working experience.
I attempt to make a thorough inquiry and interpretation of the purpose of this research: Administrators try to find out their abilities by executing their daily job, joining occupation study in school or learning in workshop. Days and months multiplying, when they are not rookies anymore how does the possibility of administrators improve their capability?
The research has following questions:
1.Which does the tacit knowing of administrators of University have?
2.How does the tacit knowing of administrators of University transfer?
3.What difficulty when the tacit knowing of administrators of University wants to transfer?
4.How to overcome the difficulty when tacit knowing of administrators of University wants to transfer?
To analyze all administrators’ replies from postgraduate’s questions, I found all administrators of the Shih Hsin University are all showing the possibility of self-learning, the possibility of integration of “the practice” and “the theory”, to advise in earnest words and with good intention to rookies the “experience” when they’re facing all events. Therefore, administrators seem like changed the “difficult” to “chance” when they were transferring the “tacit knowing”
The reason of all innovations must be learning helpful. In the research process, I try to find the direction of discussion, descriptions as below,
1.To integrate the overall policy consideration the knowledge management, to establish the frame of organization elastically. To establish policies of organization, to estimate the possibility of executing, to share all information through knowledge plan manager and knowledge controller.
2.To change the culture of organization, overcome the non-sharing of people and antagonistic department, to establish Cross-Department Coordination team, to encourage frequently contact from different level, to communicate tacit knowing informally and to gather to create the cross-sense.
3.Encourage policy for joining and sharing staffs, to encourage grass roots search knowledge capital aspiration, using information fully to enhance the achievement. To reward contributors prizes with honor.
4.To bring the spirit into full play learning organization, integrating into daily business and creating different thinking process and doing way.
5.Try to suggest staffs review their individual experience and learning from these experiences. Even to use “the best business” way to showing all information by sharing opinions of different experiences. Presently, the information sharing and training are likes guidance of rookies, sharing from outstanding teacher, superior camp are all executing in Shih Hsin University. These kinds of movement are all supported by supervisors and all stuffs in school and it must accelerate the speed of the spray of knowledge and forming Shih Hsin University as a learning academy.
6.Besides daily training for rookies, one outstanding mentor could give them lower fears and frustrations timely and will transfer the correct culture, enhance the achievement of the organization.
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