Knowledge sharing:
Knowledge sharing occurs when an individual is genuinely interested to have or to give knowledge to someone then this process is successful and effective, if a person provided with wrong or vague knowledge that’s mean the knowledge sharing process is stuck over there.
Goh (2002) proposes that knowledge sharers should always share the full circumstances of a case, not selected circumstances.
Bornemann and Sammer (2003) say:
Knowledge as a resource of value creation, allows for exceptional marginal rates of productivity. This is due to the major attribute of knowledge: appreciating value with continuing use and sharing of knowledge instead of depreciating value of tangible products or natural resources (p. 21).
Hansen (2002) suggests that incomplete (partial) knowledge transfer might occur when intermediary channels are redundant since the quality of knowledge might be distorted, or less precise. No matter what individuals are apt to misunderstand, forget, filter, ignore or/and fail to pass on of the original content; nor whether this kind of withholding behavior is unintentional or deliberate, this consequently affects the overall organizational performance. This incomplete transferring of knowledge would incur a so-called knowledge depreciation or organizational forgetting (Argote, 1999).
This is also seen that people are ready to give their opinions or ideas on some issue but when they said to explain it with their own experience and observation then they become miser to tell the true thing because they don’t want to share their success tips to others.
Ellis (2001) reveals that:
Salespeople tend not to want to share hot selling tips, but they do want documentation of product solutions.
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...rs, and recorded for future reference as required. The increasing of recognition of the commercial value of employee expertise has stimulated organizations of all sizes and complexity to adopt many of the principles and concepts of knowledge management. (Debowski, 2006)
Organizational knowledge
Organizational knowledge draws on different organizational knowledge sources, including data housed in organizational records and systems. Tsoukas & Valdimirou, (2001), explicit knowledge which is documented and accessible, and tacit knowledge held by employees, customers’ shareholders and other organizational stakeholders.
Some major corporate knowledge system includes information databases, the company website, the library and archives. Debowski, (2006) figure 1.2 indicates the variety of sources which may contribute to organizational knowledge.
Knowledge work according to Raman, (1999), contains activities, which are "information-based, knowledge intensive and knowledge generating" (p. 2). The paper's theme is, "organizations staying ahead of the competition have come to realize knowledge and knowledge workers are their key to success in today's environment where knowledge and information have become commodities" (Raman, 1999, p. 1). This paper's theme traces the historical development of knowledge management and knowledge workers; differentiates between knowledge workers and non-knowledge workers, and illustrate the knowledge workers experience in the author's organization. Knowledge systems contain the potential to increase business value (Bang, Cleemann, & Bramming, 2010).
T.D. Wilson (2002) makes a point of identifying several sources of articles, references and course syllabi with varying takes on knowledge management within organizations. Wilson is convinced that organizations misuse the terminology “knowledge management” and that their activities are more concerned with managing information than with the management of knowledge (Wilson, 2002). Wilson defines knowledge as involving “the mental processes of comprehension” or, as “what we know” and information as the expression of what we know and can convey through messages (Wilson, 2002). By researching the use of the “knowledge management” Wilson conveys that the terms knowledge and information are used interchangeably, which results in an inaccurate application
The literature review has emphasised on the importance of four major and common factors in regards to managing knowledge work, that is, communities of practice, information technology support, KM activities, and performance outcomes (Davenport & Prusak 2000; Demarest 1997; McDermott 1999). Much of the existing research on knowledge creation focuses on the source and state of knowledge. In fact, the term management control of activities that may be uncontrollable or stifled by ...
In times of economic change it is important for companies to remain flexible and adapt in order to be sustainable. New theories of management have developed to tap into a company’s core competencies and give it the ability to shift its product offerings and stay competitive. One theory that has gained popularity is Knowledge Management. A 1997 survey of 200 large US firms found that 80% of corporations had initiated knowledge programs of management. Both corporations and non-profit entities have adopted knowledge management practices - Monsanto, Hewlett-Packard and BP as well as the Army, Navy and the World Bank. As Peter Drucker, who coined the term “Knowledge Worker”, wrote in his Managing in a Time of Great Change, “Knowledge has become the key economic resource and the dominant – and perhaps the only – source of competitive advantage.”
We know that we all have some kind of knowledge. Knowledge can be information or skills that we possess, and no one can take it away from us. Knowledge is an intangible asset, and it cannot be destroyed and it does not depreciate. However it can build back destroyed tangible assets. To a business, knowledge is a valuable asset, and while there may be many employees who possess the same knowledge, due to required education or shared knowledge within the company, every single employee will hold some knowledge that’s different from the others.
Knowledge sharing can be defined as a ‘dispersing’ the knowledge with the colleagues in the company. Hendriks (1999) pointed out that knowledge sharing is composed of two parts: “the knowledge owner externalizes the knowledge; (2) the knowledge demander internalizes the knowledge” (Yesil et al., 2013). It can be also defined as collection the knowledge of your own organization and knowledge of other organizations.
Some knowledge can be transferred using information technology system. However there is some knowledge that cannot be written down, only can be transferred using give-and-take process by which participants develop over time, an understanding of complexities involved in a situation. Tacit knowledge used enables firm to apply important knowledge in operational activities, which results in improve efficiency, value creation and better financial performance. A key factor to successful tacit knowledge transfer is the development and use of social network.
Three basic functions of knowledge creation, knowledge storage/ retrieval, knowledge transfer and knowledge application are mostly discussed in present literature (Holzner & Marx 1979; Pentland, 1995). However, very few studies are found providing all three functions in a single ground to facilitate knowledge management outcomes and optimal performance within given context. Thus, knowledge management framework is built on two critical dimensions: knowledge management outcomes (knowledge creation, retention and transfer) and properties of knowledge management context (properties of units- an individual, a group and an organization, properties of the relationships between units and properties of knowledge) (Linda Argote et al., 2003). According to their view, all knowledge management outcomes are related to each other and occur within any knowledge management contexts. The contribution of this framework is to take count on all basic knowledge management functions in all possible contextual aspects to integrate the literature, where most of the theory in knowledge management is designed to discuss only one outcome and/or one context at a point of investigation. It entails that the property of units, property of relationship between units and property of knowledge in knowledge management context determine the effectiveness of knowledge management outcomes. Ability, motivation and opportunity are three
A new vocation has developed within corporations that drastically impacts the way companies manage their information and internal knowledge. This position has many titles, but most commonly is referred to as the CKO, the chief knowledge officer. The responsibilities of this position primarily focus on managing unstructured information and internal knowledge. Xerox refers to this raw data as assets, or more formally, “intellectual capital,” “knowledge assets,” or “intangible assets.” Because knowledge management is considered a tactical occupation, Xerox considers the CKO a part of the upper management team. An effective CKO should be able to create an alignment with unambiguous knowledge and culture within a company (Leibowitz, 2002).
...bjectives and realize growth. Knowledge Management Knowledge management plays a key role in ensuring that the different functions and activities of a company are synchronized. In Google’s case, the purchase of Motorola (which has turned out not to have been the best business decision) probably could have been avoided if the knowledge within the company was managed and used better. Knowledge enables a company to create, recognize and distribute opportunities. When every employee of a company contributes his or her part of knowledge into the knowledge pool, it is very beneficial as it contributes to the overall success of the company. Proper application of the available knowledge in a company can offer several competitive benefits to both the company and the employees. Application of accurate knowledge at the correct situation helps a company to make good decisions.
Hansen M., Nohria N., and Tierney T. (1999), “What’s your Strategy for Managing Knowledge?,” Harvard Business Review (March 1999), 106–16.
This discussion document examines the knowledge transfer challenge and presents an effective method for transferring critical knowledge and identifies knowledge management strategy. More specifically it discusses conditions required for effective knowledge transfer, the current approaches for knowledge transfer, and presents efficient forms of knowledge transfer.
Over the recent years, we have been exposed to the importance of knowledge management. Generally, knowledge management can be defined as the process that involved identifying, capturing, evaluating, distributing, and effectively sharing and using knowledge (Koenig, 2012). It played a significant role in many organizations. Sandhawalia and Dalcher (2011) support by stating that many organizations realize that the effective use of knowledge assets and resources giving them the ability to innovate and respond to fast changing customer expectations as well as help support a range of critical operational and innovative activities.
(106) 'Knowledge management means using the ideas and experience of employees, customers and suppliers to improve the organisation’s performance. ' (5) Knowledge management (KM) is best when 'it is in alignment with organizational culture, structure and strategy ' (5). For this reason, the aim of this briefing document is to advise Santander on solutions to potential KM barriers employees may face by discussing three key barriers- culture, technology and leadership.
Some companies may disagree that guide that developed knowledge management is to replace because it may decline revenues. Many others may feel that knowledge management is just a another system the comes from earlier information and data management methods. To the companies knowledge management is like any other system it has great value, is both old and new, and it’s a mixture of new ideas with ideas that everyone has known of before. The idea of advisor looks for cost-effective new focus to replace an expiring one has some credibility; the fact is that knowledge management is not just a mentor development but a response to real social and economic trends. The three practices that have bring the most satisfied and energy to knowledge management are information management, the excellence movement, and the human issue and human capital movement. Information management developed during the earlier age and is usually understood as a separation of the larger information technology and information in the business world. Information management is a body of consideration and cases that focus on how information manages it. Information management is independent of the technologies that influence it. It