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Abstract: In the conditions of rapid technological and market development workers meet qualitatively new challenges of learning that cannot be met with the traditional forms of learning and process development. We argue, that, instead of a "one best method" for work place learning and development, qualitatively different forms are needed in different phases of the development of a business concept. This article describes a new method, the Competence Laboratory, for helping the grass-roots teams to create new forms of competence maintenance and development.