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Lessa, Neto Antonio Thomaz Pacheco. "Fluxos de conhecimento em subsidiárias de corporações multinacionais: uma survey de empresas no Brasil." Pontifícia Universidade Católica de São Paulo, 2013. https://tede2.pucsp.br/handle/handle/1089.
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Previous issue date: 2013-11-05Knowledge flows, especially in subsidiaries of multinational corporations, now have an increasing importance in organizations and therefore the discussion of research in the field. The aim of this work is to analyze flows not only through transfers, but also conversions of knowledge between the three families of intangible assets (external structure, internal structure and individual competence), since, for the creation of value, the key lies in the fact that such transfers and conversions be effective (SVEIBY, 2001). Concerning the method, this dissertation presents an empirical study through a survey applied along the Brazilian subsidiaries of multinational corporations, from a theoretical construct Knowledge-based view (KBV) where makes an analysis of the assets of individual competence, internal structure and external structure, and having for its object of study brazilian companies in Brazil listed in data collection known as the best and biggest from business magazine EXAME covering the year 2012. The study indicates, for the sample data (nine respondents) removed of the universe effectively researched (140 companies and not the initial 565), that there is the maximization of value creation from knowledge flows in two directions only by knowledge transfers and conversions of Individual Competencies for External Structure, within the Internal Structure, of Internal Structure for Individual Competencies and within the External Structure
Os fluxos de conhecimento, de modo especial em subsidiárias de corporações multinacionais, passam a ter uma importância crescente nas organizações e por consequência nas discussões de pesquisas no campo. O objetivo deste trabalho é a análise dos fluxos, não somente através das transferências, mas também das conversões, de conhecimento entre as três famílias de ativos intangíveis (estrutura externa, estrutura interna e competência individual), uma vez que, para a criação de valor, a chave reside no fato de tais transferências e conversões serem eficazes (SVEIBY, 2001). Quanto ao método, esta dissertação apresenta um estudo empírico desenvolvido através de uma survey aplicada junto às subsidiárias brasileiras de corporações multinacionais, a partir de um construto teórico da visão baseada no conhecimento (VBC) - ou Knowledge-based View (KBV) - onde se faz uma análise dos ativos de competência individual, de estrutura interna e de estrutura externa, e tendo por objeto de estudo as empresas do Brasil listadas no levantamento de dados conhecido como Melhores e Maiores da Revista EXAME referente ao ano de 2012. O estudo indica, para a amostra dos dados (nove respondentes) retirada do universo efetivamente pesquisado (140 empresas e não as 565 iniciais), que existe a maximização de criação de valor a partir dos fluxos de conhecimento em duas direções somente pelas transferências e conversões de conhecimento de Competências Individuais para a Estrutura Externa, dentro da Estrutura Interna, da Estrutura Interna para as Competências Individuais e dentro da Estrutura Externa
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Hassani, Mehraban Farhad. "Supply chain knowledge creation : applications of organizational knowledge creation theory." Thesis, King's College London (University of London), 2014. https://kclpure.kcl.ac.uk/portal/en/theses/supply-chain-knowledge-creation(02eaeb75-2fad-494b-ac4d-20e82dddfc60).html.
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Scholars argue that knowledge is a fundamental source for retaining competitive advantage, as value creation depends fundamentally on the competence of a firm to create new knowledge (Nonaka and Toyama, 2002). Knowledge creation is based on conversion of two types of knowledge: tacit knowledge, which is constituent to the comprehensiveness of an individual’s consciousness, and explicit knowledge, which can be readily communicated. Based on the framework by Nonaka and Takeuchi (1995), one of the most significant and cited models, the motivation of this research is to expand knowledge creation model from intra- to inter-organizational relationships theoretically and explore supply chain knowledge creation process in practice to examine the sequences of this extension. Studying three firms in the fashion industry, this thesis contributes to research on knowledge creation by taking a socio-technological perspective through a qualitative study of supply chain management. The research findings provide support for the proposed theoretical model in which social relationships and technology interact in the knowledge creation process to diminish supply chain complexities. While many supply chain relationships I observed appear to be influential in creating knowledge, one similarity among the cases here is that the effectiveness of the knowledge creation process has been limited due to the lack of harmony in employing knowledge resources. Knowledge creation process may be superficial due to the fact that they require a large revolution in work routines regarding the use of technology. Even where there is some degree of socialization, the process is partial because of incongruities between individuals understanding and corporate supply chain strategies.
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Richtnér, Anders. "Balancing knowledge creation : examining organizational slack and knowledge creation in product development." Doctoral thesis, Handelshögskolan i Stockholm, Management av Innovation och Produktion (T), 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-533.
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Over the last few years there has been a downturn in business. As a response, many companies have initiated various downsizing activities – often on a short-term financial basis – in order to improve the competitive position of the company. Yet, at the same time, innovation is often cited as the key to long-term success by the very same companies. The central problem examined in this book is whether downsizing and innovation are compatible. The problem was studied during a two year exploratory case research in six cases – selected from a well-defined reference population consisting of 37 companies – facing the exact challenge of simultaneously downsizing and trying to sustain its high level of innovation. The simple answer found in the study is yes. Companies can simultaneously downsize and still maintain a high level of innovation, but it is difficult and challenging and it depends on the company’s ability to handle the knowledge creation process. So what is needed? Create an understanding in the company, at all levels, that balancing knowledge creation – the ability to share and transfer knowledge – is one of the most important tasks in order to remain innovative over time. This is done by building a commitment to knowledge creation. This commitment is achieved through making knowledge creation a visible and central element of the strategic intent, and organizing the company so that ideas can be generated and generalized. Examples of activities include: At an organizational level there is a need to create boundary spanning activities to facilitate knowledge creation between various part of the organization, but also to other organizations. At a top management level shared visions and values need to be created; exemplified in words and action. Important is that the top management not get involved into micro-management. Avoid cutting-down on initial activities – where visualization and brainstorming are in focus – in projects aiming for innovation, as these activities are the foundations the rest of the project. This book is useful for those who are faced with the challenge of finding a balance between short-term activities, often focusing on downsizing, and the more long-term activity of being innovative.Diss. Stockholm : Handelshögskolan, 2004
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Smit, Marietjie. "Belief-driven sensemaking : arguing as knowledge creation." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20164.
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Thesis (MPhil)--Stellenbosch University, 2012.ENGLISH ABSTRACT: Organizational Knowledge Creation is a core activity of Knowledge Intensive Organizations. In the area of Knowledge Management, a number of theories have been developed about organizational knowledge and how this knowledge is developed and leveraged. The majority of these theories share a taxonomic approach to organizational knowledge and usually describe the various kinds of knowledge found in organizations and how these different kinds of knowledge interact. These descriptions represent the mainstream view of Knowledge Management and typically a contingency argument is made for matching types of knowledge with a particular organizational design, management style, or strategy for managing the various kinds of knowledge content. Parallel to the development of Knowledge Management theory is the development of Organization Theory likening organizations to interpretation or sensemaking systems. Knowledge also stands central in these theories of organization, but knowledge is viewed as a collective accomplishment intertwined with organizational practices. It is therefore clear that the Knowledge Creation perspective belongs to a different worldview from the Sensemaking perspective regarding organization. The thesis seeks to bridge the divide between these two different views of organization by describing the Knowledge Creation process in terms of the Sensemaking worldview. It accomplishes this by critically reviewing the mainstream theories of Knowledge Creation. Next organizational Sensemaking is described, focusing on the context of everyday organizational Sensemaking and in particular on Arguing as a Sensemaking process. It is proposed that Arguing is a process that creates new knowledge. Viewing Knowledge Creation through the lens of Sensemaking as Arguing addresses a perennial issue in the mainstream Knowledge Management theory, namely the justification of newly created knowledge to ensure that it is robust, without giving up on a pluralist epistemology in favour of an objective view of knowledge. Arguing is a site where claims are made, challenged, and defended. The Sensemaking process of Arguing therefore provides a description of the Knowledge Creation process which includes knowledge justification. In addition, a Sensemaking view of Knowledge Creation takes as its model social interaction, rather than linear product development and is therefore much closer to the everyday process of innovation as incremental improvement than the radical innovation process that inspired most theories of Knowledge Creation in the Knowledge Management literature.
AFRIKAANSE OPSOMMING: Organisatoriese kennis-skepping is ‘n kern aktiwiteit van Kennis-intensiewe Ondernemings. ‘n Aantal teorieë is ontwikkel in die veld van Kennisbestuur wat handel oor organisatoriese kennis en hoe hierdie kennis ontwikkel en benut word. Die meerderheid van hierdie teorieë deel ‘n taksonomiese benadering tot organisatoriese kennis en beskryf gewoonlik die verskillende soorte kennis wat in organisasies gevind word en hoe hierdie soorte kennis verband hou. Hierdie benadering verteenwoordig die hoofstroom-siening van Kennisbestuur en lei tipies tot ‘n kontingensie argument vir die pas van tipes kennis by spesifieke organisasie ontwerpe, bestuurstyle, of strategieë vir die bestuur van verskillende soorte kennis-inhoude. Parallel tot die ontwikkeling van Kennisbestuursteorie het daar in Organisasie Teorie ontwikkelinge plaasgevind wat organisasies benader as interpretasie— of singewingsisteme. Kennis staan ook sentraal in hierdie teorieë van organisasie, maar kennis word gesien as ‘n kollektiewe totstandbrenging wat verweefd is met die praktyke in organisasies. Dit is dus duidelik dat die Kennis-skeppingsbenadering en die Singewingsperspektief organisasies met verskillende wêreldbeelde benader. Die tesis poog om die kloof tussen hierdie twee wêreldbeelde te oorbrug deur die proses van Kennis-skepping te beskryf vanuit die perspektief van Singewing. Dit word gedoen deur die hoofstroom Kennisbestuursteorie krities te beskou. Daarna word Organisatoriese Singewing beskryf deur spesifiek te fokus op die alledaagse konteks van Organisatoriese Singewing en spesifiek op Argumentering as ‘n Singewingsproses. Daar word aangevoer dat Argumentering die proses is waardeur nuwe kennis geskep word. ‘n Singewingsperspektief op Kennis-skepping het ‘n aantal voordele. Die fokus op Argumentering spreek ‘n leemte in Kennisbestuursteorie aan, naamlik die proses waardeur nuutgeskepte kennis geregverdig word om te verseker dat dit robuust is, sonder om die pluralistiese epistemologie van Kennisbestuursteorie te laat vaar. Argumentering is ‘n proses waardeur aansprake gemaak, uitgedaag en verdedig word. Die perspektief op Singwing as Argumentering bied dus ‘n beskrywing van Kennis-skepping wat die regverdiging van kennis insluit. Verder neem die Singewingsperspektief op Kennis-skepping sosiale interaksie as basismodel eerder as die lineêre produk-ontwikkelingsperspektief. Dit is dus nader aan die alledaagse prosesse van inkrementele verbetering as die radikale innovasie-prosesse wat die inspirasie vir hoofstroom Kennis-skeppingsteorie is.
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Chan, Ngai-man, and 陳艾敏. "An examination of the interplay of knowledge types, knowledge workers and knowledge creation in knowledge management." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B31245158.
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Eloff, Paul. "Knowledge emerging from chaos : organisational sensemaking as knowledge creation." Thesis, Link to the online version, 2008. http://etd.sun.ac.za/jspui/handle/10019/1921.
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Amakali, Tangi Rebekka. "Inclusive design policy implementation : an organizational knowledge creation perspective." Thesis, University of Reading, 2017. http://centaur.reading.ac.uk/75515/.
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The built environment plays an important role in ensuring inclusive access, making a provision for the wider population, especially disabled people, in accessing goods, work, education, facilities, services, health and housing. There are currently 11 million registered disabled people in the UK and the number is expected to rise in the coming years. The majority of this population faces challenges within the built environment due to physical barriers, some of which can be eliminated during the design stages. The DDA 1995, now part of the Equality Act 2010, was brought in by the UK Government to eradicate these barriers and led to Planning Policy Statement 1 in 2005 (also known as PPS1, which replaced by the National Planning Policy Framework in 2012) and Building Regulation Part M 1987, 2000, 2004 and 2010. All of these are designed to minimise disability discrimination by calling for reasonable provision for inclusive access within the built environment. Yet the literature review for this thesis suggests that designs that are not inclusively designed are still being granted permission. Furthermore, the literature review highlights: the limited understanding of inclusive design policy implementation amongst policy actors; the lack of clear policy documents, and; the weak influence of policy in decision-making. This research aims to examine how policy actors gain an understanding of the inclusive design policy implementation process necessary to assess the accessibility of the designs. To understand the research aim an Organizational Knowledge Creation Theory was introduced. In addition, a qualitative methods approach is adopted. The qualitative component involved semi-structured face-to-face interviews with thirteen policy actors from four selected case studies which are Local Authorities, underpinned by an analysis of the inclusive design policy document for each case study. The findings highlighted three main issues: poor knowledge creation on inclusive design; lack of organizational vision of the inclusive environment, and; access officers’ poor involvement in knowledge creation. This thesis makes a number of recommendations for improving the current understanding of inclusive design policy implementation amongst policy actors.
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Schulze, Anja. "Management of organizational knowledge creation in new product development projects /." [S.l. : s.n.], 2004. http://www.gbv.de/dms/zbw/470720069.pdf.
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Akbar, Hammad. "New project conceptualization : towards a theory of organizational knowledge creation." Thesis, University of East Anglia, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.500908.
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Organizational knowledge creation is a multifaceted process, and thus its representation needs to have the potential to be easily linked with, i.e. connected, associated or related with and informed by or inform, the extensive literature on its different facets. These linkages are easier to be made if the representation is able to or has the potential to reflect these facets. This study focuses on two such facets - an innovation process and dynamic interactions. Organizational knowledge creation in its influential models has been approached from an innovation-process, learning-process or tacit/explicit knowledge perspective. The innovation-process models focus predominantly on innovation stages and activities, and inadequately reflect dynamic interactions across these stages, even though the innovation process, i.e. the process through which an innovative idea is translated into innovative outcomes, such as products, services and systems, has the potential to specifically reflect the knowledge creation process, i.e. the dynamic process through which an innovative idea, generated by an individual(s), is amplified, as well as crystallized and connected with an organization's knowledge system. Learning-process models emphasise learning processes per se, and are unable to reflect either dynamic interactions or an innovation process. Tacit/explicit knowledge models, being the most influential on the subject, focus predominantly on dynamic interactions, and inadequately reflect the innovation process. The inadequate reflection of the innovation process makes learning-process and tacit/explicit knowledge models difficult to be linked with extensive literature on innovations in terms of the divergent and convergent processes/activities, how these complement and conflict one another, and how their conflict is synthesised. This study approaches organizational knowledge creation from an innovation-process perspective.
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Koulouvari, Panagiota. "Organizational learning in dynamic environments." Doctoral thesis, KTH, Numerical Analysis and Computer Science, NADA, 2001. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-3109.
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Makino, Emi. "Appreciative Inquiry summits and organizational knowledge creation: A social systems perspective." Scholarship @ Claremont, 2013. http://scholarship.claremont.edu/cgu_etd/80.
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The purpose of this exploratory study is to develop alternative models for analyzing the systems dynamics of a large group conference format called appreciative inquiry (AI) summits. I apply Luhmann’s social systems theory to the strategizing activities of AI summits to examine how this particular format is capable of generating organizational knowledge. An AI summit is a strategic planning conference in which hundreds of internal and external stakeholders collectively design the future of the organization through structured activities. It applies the principles of AI, a consulting method used in organizational development that attends to the positive aspects of an organization as opposed to its problems. Critics challenge this unconditional focus on the positive, questioning the validity of its methods and techniques. Indeed, very few rigorous evaluations of AI methods including AI summits exist.
I propose a new approach for assessing the effectiveness of AI summits. I focus on knowledge creation as the dependent variable. Previous studies have shown that successful AI interventions generate new knowledge, not just transformational change. I conceptualize an AI summit as a strategic episode that allows an organization to temporarily suspend its routines and structures for strategic reflection.
According to social systems theory, organizations are autopoietic (self-reproducing) systems that maintain their identity through an ongoing production of decision communications. An AI summit consists of three different types of systems that co-evolve and are structurally coupled: an organization system, interaction system and the individual participants’ psychological systems. I propose a typology for analyzing episodes during an AI summit as a starting point for determining the structural dynamics inherent in an AI summit system.
Using illustrative examples from a case study, I identify five structural features of an AI summit that facilitate organizational knowledge creation, including reduced communication barriers and the production of decisions during the conference. The study contributes to the existing literature by identifying the important but understudied role of self-organizing project teams in the knowledge creation process at an AI summit. Limitations and implications are discussed.
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Mannor, Michael J. "The influence of experience on organizational search, knowledge creation, and performance." Diss., Connect to online resource - MSU authorized users, 2008.
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Zhong, Bijuan. "Inter-party Cooperation and Knowledge Creation in IJVs:An organizational identification Perspective." The Ohio State University, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=osu1369997513.
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Pearce, Matthew S. "High school principal communication and organizational knwoledge [sic] creation." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4846.
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Thesis (Ed. D.)--University of Missouri-Columbia, 2007.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on September 28, 2007) Vita. Includes bibliographical references.
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Manele, Thembile Moses. "Knowledge creation and transfer : implications for knowledge management in parliamentary service." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50390.
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On title page: Master of Philosophy (Decision Making, Knowledge Dynamics and Values).Thesis (MPhil) Stellenbosch University, 2005
ENGLISH ABSTRACT: Knowledge based organisations must continually create, share, and capture knowledge in order to improve performance. This demand for performance improvement has now also reached the public sector. The Parliamentary Service responded to this demand by contracting consultants to design systems, policies and strategies in areas such as performance management, information technology, human resource management, financial resource management, training and development. Against this background, a case study was conducted within the Parliamentary Service to explore how organizational knowledge is created and transferred in practice. The theoretical lens for this case study is Nonaka's knowledge spiral, which puts emphasis on the creation, codification and diffusion of knowledge. The study explores processes and mechanisms of creating, transferring and capturing knowledge. This is done through the examination of strategies and systems for codifying tacit knowledge and storing that codified knowledge. Thereafter technological, cultural and organizational barriers that inhibit these efforts at sharing and storage of knowledge are identified. In the light of the above, implications for managing organizational knowledge are outlined. Lastly recommendations are made on how tacit and explicit knowledge could be efficiently managed within the sections and divisions of the Parliamentary Service. Data was gathered through interviews, observation and an analysis of organizational documents. These demonstrate that through the contracting of consultants and the involvement of internal stakeholders, parliamentary service has made remarkable progress in creating, sharing, and codifying knowledge of the performance management system at individual, group and organizational levels. This progress was made as the result of the institutionalization of a performance management forum, the use of workshops, the training of trainers and staff, the publications of newsletters, the development of manuals and the writing and submission of reports. However, it was also found that there are certain technological, cultural and organizational barriers to effective knowledge management. These include the lack of electronic databases, a culture of hoarding knowledge and the fact that knowledge management roles are not assigned. Based on the analysis of these technological, cultural and organizational barriers the -- study makes six recommendations for the management of organizational knowledge within the parliamentary service. These recommendations deal with the following issues: The codification of tacit knowledge, the creation of a knowledge repository, the promotion of a knowledge sharing culture, the institutionalization of knowledge sharing incentives, the establishment of a knowledge management unit, and the appointment of a chief knowledge officer.
AFRIKAANSE OPSOMMING: Kennisgebaseerde orgamsas1es moet aaneenlopend kennis skep, deel en kodifiseer om kompeterend te bly. Kennisgebaseerde prestasie-verbetering word toenemend 'n prioriteit in die openbare sektor. Die Parlementere Diensafdeling het, in 'n poging om prestasie te verbeter, konsultante gekontrakteer om sisteme, beleide en strategiee te ontwerp in areas soos prestasie-bestuur, informasie tegnologie, menslike hulpbronbestuur, finansiele bestuur, en opleiding en ontwikkeling. 'n Gevallestudie in die Parlementere Diensafdeling is teen hierdie agtergrond geloods om uit te vind hoe organisatoriese kennis in die praktyk geskep en oorgedra word. Die teoretiese lens vir hierdie gevallestudie is N onaka se kennis-spiraal, wat die skep, kodifiseer en deel van kennis benadruk. Die studie verken die prosesse en meganismes vir die skep en oordrag van kennis. Dit word gedoen deur die strategiee en sisteme vir die kodifisering van verswee kennis (tacit knowledge) en die stoor van die eksplisiete kennis (explicit knowledge) te ondersoek. Daama word die tegnologiese, kulturele en organisatoriese hindemisse wat die pogings tot die skep en deel van kennis frustreer gei"dentifiseer. In die lig van bogenoemde word implikasies vir die bestuur van kennis uitgestippel. Laastens word voorstelle gemaak vir die bestuur van kennis in spesifiek die Parlementere Diensafdeling. Data vir die studie is verkry deur onderhoude, observasie en die analise van organisatoriese dokumente. Hierdie demonstreer dat die Parlementere Diensafdeling, deur die kontraktering van konsultante en die betrek van interne belangehebbers, wel daarin geslaag het om kennis rondom die prestasiebesuurstelsel te skep, te deel en te kodifiseer op individuele, groep en organisasie vlak. Dit is hoofsaaklik toe te skryf aan die institusionalisering van 'n prestasiebestuursforum, die gebruik van werkswinkels, die opleiding van personeel, die publikasie van nuusbriewe, die ontwikkeling van handboeke en die skryf en indiening van verslae. Dit is egter ook gevind dat daar sekere tegnologiese, kulturele en organisatoriese hindemisse tot effektiewe kennisbestuur in die Parlementere Diensafdeling is. Hierdie sluit in die gebrek aan 'n elektroniese databasis, 'n kultuur van kennis-opgaarding, en die feit dat kennisbestuursrolle nie toegeken word nie. Die studie maak dan ses voorstelle vir die bestuur van organisatoriese kennis binne die Parlementere Diensafdeling gebaseer op die analise van hierdie tegnologiese, kulturele en organisatoriese faktore. Hierdie voorstelle gaan oor die volgende kwessies: Die kodifisering van verswee kennis (tacit knowledge), die skep van 'n kennis poel (knowledge repository), die bevordering van 'n kultuur van kennis deel, die institusionalisering van kennis insentiewe, die vestiging van 'n kennisbestuursafdeling, en die aanstelling van 'n Hoof Kennis Beampte (Chief Knowledge Officer).
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Matsuo, Makoto. "Knowledge creation and organizational learning : the role of internal competition in Japanese firms." Thesis, Lancaster University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.420560.
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Jordan, Michael S. "The Effect Of Organizational Knowledge Creation On Firm Performance: An Operational Capabilities-Mediated Model." Digital Archive @ GSU, 2012. http://digitalarchive.gsu.edu/bus_admin_diss/4.
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What operational factors can explain the performance differences between manufacturing firms? Scholars have produced a significant volume of research that examines the linkages between operational factors (resources and practices) and firm performance. There is agreement that organizational capabilities mediate the relationship between operational factors and firm performance. However, due to the numerous and sometimes contradictory definitions of organizational capabilities in the literature and because organizational capabilities includes non-operational factors, it has been suggested that operational capabilities, as a sub construct of organizational capabilities, is more appropriate for establishing an empirical relationship between operational factors and firm performance. Scholars have argued that process improvement practices facilitate the development of operational capabilities, which can consequently lead to improved firm performance. Other scholars have argued that process improvement practices facilitate organizational knowledge creation, which can also influence firm performance. We integrate these two theoretical perspectives into a single conceptual model that better explains the relationship between knowledge-creating practices and firm operational performance. Specifically, we argue that knowledge-creating practices play a significant role in developing a firm’s operational capabilities, which in turn, influence firm operational performance. This research investigates the existence of a relationship between organizational knowledge creation and firm operational performance that is mediated by operational capabilities.
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Lämsä, T. (Tuija). "Knowledge creation and organizational learning in communities of practice: an empirical analysis of a healthcare organization." Doctoral thesis, University of Oulu, 2008. http://urn.fi/urn:isbn:9789514287794.
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The purpose of this research is to study knowledge management in the context of organizational learning as a process in communities of practice. The aim of the study is to examine the ways in which knowledge is created and managed, and how organizational learning works as a process in communities of practice in order to offer some further insight into improving and developing the management of knowledge, know-how and organizational learning.
Knowledge and learning are at the heart of strategic thinking and success in the new economy. Much of knowledge is embedded in practice, and therefore professions have organized their learning processes in ways that facilitate the learning of tacit knowledge. By supporting learning and knowledge through fostering communities of practice, an organization can generate value for its business, in this case for the supply of effective rehabilitation work.
This study is inductive, emphasizing the fit between the grounded theory method and the exploratory case study research strategy. I have deliberately applied both in studying the phenomenon in question, organizational learning. Grounded theory is the inductive analytical approach used, whereas the exploratory case study strategy is utilized as a broader framework for drawing theoretical conclusions from the empirical material describing the organizational case under study.
The contribution of this study is both theoretical and empirical. The result is an abstract, refined and enriched picture of communities of practice. The multilevel framework of this study facilitated deeper understanding of the meaning of communities of practice in organizational learning and in managing knowledge and know-how. There exist two different worlds: the world of informal communities of practice and the world of the formal organization which interact with each other in many ways. Communities of practice are often also occupational communities. They perform various functions, but the ways in which these communities are structured and how they operate reveal that they focus mainly on one or two activities. According to the empirical findings, communities of practice are beneficial to the business in various ways, the community itself and to employees. My research highlighted that invisible, socially constructed knowledge has a greater tendency to flow within the case organization in comparison to explicit knowledge. The empirical results show that knowledge management is also inherently in the management of time – time was a critical factor in the efficient creation and sharing of knowledge and know-how.
The study developed a substantive framework to describe knowledge creation and organizational learning processes in communities of practice. By focusing on the social processes and seeing organizational learning as a process in communities of practice, I was able to look for new dimensions of learning as well as knowledge creation and utilization as local and emergent processes.
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Melstað, Stefán Már. "Knowledge creation in a contact center’s customer relationship management system. : Implications from organizational user perspectives." Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-97249.
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This study explores the implications for knowledge creation of customer knowledge in a contact center’s CRM system. A previously developed research model which depicts CRM systems’ support to knowledge creation of customer knowledge was utilized for evaluation and comparison of collected data. Data was collected through observations semi-structured interviews with 14 customer service agents who utilized a CRM system in a contact center at a medium-sized European airline.Analysis of the data suggests that the CRM system’s support for knowledge creation of customer knowledge is in line with previous research. Additionally, the results indicate that there are two processes, knowledge base usage and internal communication processes, which have the potential to increase the CRM system’s support. Based on the reviewed literature, this study suggests that organizational culture and IT infrastructure, are two tools which could be utilized to incorporate those two processes better into the organization’s CRM system.
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Bryant, Scott Edward. "A field study on the impact of peer mentoring on organizational knowledge creation and sharing /." view abstract or download file of text, 2002. http://wwwlib.umi.com/cr/uoregon/fullcit?p3055673.
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Thesis (Ph. D.)--University of Oregon, 2002.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 142-155). Also available for download via the World Wide Web; free to University of Oregon users.
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Massawe, Pascal A. J. "A framework for critical evaluation of strategies for value creation within knowledge-driven organisations." Thesis, Coventry University, 2012. http://curve.coventry.ac.uk/open/items/64c3d05b-cddc-478d-948e-bc96856ee6b3/1.
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Technological breakthroughs experienced globally have opened new avenues of opportunities; creating a virtual environment that transforms and changes businesses, organisations, social, economical and political landscapes. Such a wave of change affects all walks of life as internet connectivity gives the web a presence that engulfs workplaces and other organisational settings. In maintaining competitiveness, organisations strive to use knowledge to create value in the challenging new environment. The study aimed to develop a framework that will be used for the critical evaluation of strategies for value creation within knowledge-driven organisations using available resources. The research used mixed methods in two case studies; the first for developing a conceptual framework and the second for critiquing it. Through a literature review and observation at AB institute main venue, case study 1 identified crucial intangibles for creating value. Knowledge workers (academics and non-academics) were the study participants in primary research that used indepth interviews and questionnaires to collect data. Over four phases, the study unfolded to three neighbouring institutions for a wider representation. All the institutions covered in case study 1 were within the higher learning industry. The data were analysed and the findings revealed six features and six themes in two separate models, which formed the conceptual framework. The framework models were denoted as part A and B. Part A: the organisational Critical Evaluation of Strategies for Value Creation xv perspective shows the context within the features: ‘knowledge flow, departments, new entrants, dynamic, recognition and the deliverables’. The individual global perspective forms part B with the themes: individual commitment, emotional capital, proactive environment, workplace interaction, value creation process and endless global connectivity. The four phases of the research process in case study 1 eased data collection, in triangulation for the convergance of evidence which produced the conceptual framework. Case study 2 started in the UK and later in Tanzania was designed to critique the conceptual framework, the outcome of case study 1. Knowledge workers comprising ‘academics and non-academics’ from higher learning and other organisations formed the participantsin the 57 in-depth interviews of which had data collection under the instrument based on informed consent and confidentiality. Using mixed methods the data were analysed and findings presented as a condensed ‘qualitative knowledge’ of themes and features in ‘focused codes’ as a matrix to merge the models of the framework. The findings suggest that the framework will enhance understanding as a guide to unleash and create value; a lens for both decision makers and knowledge workers to use action research in endeavour to seize opportunities and initiatives for creating value through existing practices. It is a guide to harness ideas from interconectivity changing them into workable realities. The main contribution of the research is the developed framework and body of knowledge from the primary research findings of case studies 1 and 2.
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Anastasiadis, Philip Andrew. "Knowledge creation within geographically dispersed organisations : collocation from a sensemaking perspective." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/71767.
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Thesis (MPhil)--Stellenbosch University, 2012.ENGLISH ABSTRACT: This thesis investigates the question of organisational knowledge creation in geographically dispersed settings. In Chapter 1, I describe Nonaka’s model of organisational knowledge creation and Weick’s theory of organisational sensemaking in more detail. In Chapter 2, the geographically dispersed organisation is examined in more detail, looking at socialisation, organisational culture and trust. In Chapter 3, communication dynamics within the geographically dispersed organisation are examined, with a focus on Media Richness Theory and the impact this has had on theories of communication across distance. In Chapter 4, the organisation is examined at the level of the team, discussing real world examples of dispersed knowledge creation from the knowledge management and sensemaking perspective, using research on globally dispersed software development teams practicing the Scrum methodology. The thesis comes to the conclusion that it is possible for knowledge creation to occur amongst geographically dispersed individuals, if they have learned how to make sense together. However shared frameworks are quicker and easier to develop in face-to-face settings, but as soon as the basis for it exists, the influence of geographic dispersal is reduced.
AFRIKAANSE OPSOMMING: Die tesis ondersoek die kwessie van organisatoriese kennisskepping in geografies verspreide situasies. Die eerste hoofstuk beskryf Nonaka se model van organisatoriese kennisskepping en Weick se teorie van organisatoriese singewing. In die tweede hoofstuk word die fenomeen van geografies-verspreide organisering van nader beskou en bespreek in terme van die effek wat dit het op sosialisering, organisatoriese kultuur en vertroue. In die derde hoofstuk word die kommunikasie-dinamika in geografies verspreide organisasies ondersoek met 'n fokus op "Media Richness Theory" en die impak wat dit het op teorieë van afstandskommunikasie. In die vierde hoofstuk word die organisasies bestudeer op die vlak van die span. Hier word voorbeelde van verspreide kennisskepping vanuit die kennisbestuurs- en singewingsperspektiewe bespreek aan die hand van 'n oorsig oor navorsing oor globaalverspreide sagteware-ontwikkelingspanne wat die SCRUM-metodologie volg. Die tesis kom tot die slotsom dat dit kennisskepping in sulke kontekste kan plaasvind as die lede van die span saam sin kan maak. Gedeelde raamwerke word egter makliker en vinniger in gesig tot gesig situaties opgebou, maar sodra die basis daarvoor bestaan word die invloed van geografiese verspreiding minder.
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Winckler, Gustavo. "The lessons learned process as an instrument for organizational knowledge creation in the JAS39 divisions." Thesis, Försvarshögskolan, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-10222.
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Since the management of experiences is an essential activity in the military context, this study aimed to conduct an analysis on the lessons learned process carried out by air combat units of the Swedish Air Force, based on the organizational knowledge creation theory. Through an action research approach, a quantitative investigation evaluated and categorized a set of 36 indicators for monitoring modes related to the creation of new knowledge within the air fighter divisions. These indicators were measured in a survey in which the findings, obtained from 87 officers and civilian employees of the six JAS39 divisions, showed an elevated perception of the dimensions based on the individual and the tasks oriented to the sharing of implicit knowledge. Conversely, the dimensions grounded on the exchange of explicit knowledge at the organizational level and on the use of technology disclosed the lower scores in the survey. In addition, the study found similarities in the perception of the respondents when the empirical material was analyzed in four hypotheses outlined in the investigation. These propositions were designed to provide comparisons among the six JAS39 divisions, as well as seek for correspondences between the length of service in the SwAF of the respondents of the survey and their perception of the lessons learned process.
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Mullis, Tod, and Annie Tåqvist. "A Look at Crowdsourcing through the Lens of the Dynamic Theory of Organizational Knowledge Creation." Thesis, KTH, Entreprenörskap och Innovation, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-189124.
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In today’s increasingly dynamic business setting innovation is known for being of importance and accomplishing a competitive advantage. The research on innovation has acknowledged the role of knowledge being the foundation of competitive advantage. Many companies imply that knowledge sharing is the reason for the competitive edge. In today’s business world it is gradually turning to become a knowledge environment. This paper addresses the impact of knowledge creation on crowdsourcing in terms of innovation. The objective of this study is to understand the importance of crowdsourcing and knowledge creation within innovation management. Innovation is the outcome from implementing structural knowledge. In this study we will seek to understand and recognize how crowdsourcing can be utilized to enhance the formation of structural knowledge. In our findings we acknowledge that crowdsourcing has a constructive influence on innovation. Knowledge sharing also has an effect on the level of innovation in organizations. The methodology will mainly be based on an interpretivist approach from our literary review. Our research findings from all the literature will primarily be of a qualitative approach. There is also a case study covered in this thesis describing using knowledge management with crowdsourcing as a way to promote innovation.
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SUERTEGARAY, GUILHERME RAVANELLO. "NETWORK GOVERNANCE AND ORGANIZATIONAL LEARNING: CASE STUDY ABOUT THE IMPACT OF NETWORK GOVERNANCE IN KNOWLEDGE CREATION." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2014. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=28329@1.
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Este estudo investigou as variáveis que facilitam o aprendizado em uma estrutura de rede e sua relação com
seu modelo de governança. Para tanto, foram definidas as seguintes questões intermediárias: (1) quais aspectos definem o modelo de governança instituído na rede. (2) quais as atividades facilitam ou inibem o aprendizado organizacional e (3) como tais atividades se relacionam com o modelo de governança. O método escolhido foi o estudo de caso, realizado nas estruturas formais e informais de governança de uma rede que opera os processos da cadeia de entrega de banda larga em uma operadora de telefonia brasileira. Os dados foram coletados entre agosto e novembro de 2013 por meio de entrevistas com executivos, observação direta de reuniões de trabalho e análise de documentos. Os resultados revelam que nas situações em que as bases do modelo de governança coincidem com aspectos facilitadores do aprendizado há um aprimoramento das bases do modelo de governança, criando um circulo virtuoso de boa governança e aprendizado. Considerando o caráter eminentemente relacional do modelo de governança instituído na rede estudada, os elementos mais importantes na criação das condições necessárias para o aprendizado na cadeia são: confiança, comprometimento gerencial, integração, relacionamento e instrumentos de coordenação entre as partes.This study aimed to investigate the variables that facilitate learning in a network structure and their relation to governance models. The following intermediate questions were defined: (1) what is the basis of the networks governance model? (2) which activities are essential for learning in networks? (3) how do these activities relate to the governance model? This research can be classified as a case study of qualitative nature and it was developed in a network that operates the end-to-end delivery process of internet broadband service in a Brazilian telecoms operator. Data was collected from August 2013 to November 2013 using interviews with executives, work meeting observation and document analysis. The results showed that a favorable environment for learning leads to a refinement of the basis of the governance model, creating a virtuous cycle of good governance, learning and continuous performance improvement. Considering the relational nature of the governance model established in the network studied, the most important elements for creating the necessary conditions for learning in the value chain investigated: are: trust, managers commitment, integration, relationship and instruments of coordination.
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Storman, Anders, and Elin Storman. "Inter-organizational knowledge management : A case study in a Swedish economic association." Thesis, Högskolan Dalarna, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:du-30405.
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Purpose The purpose of this case study is to understand how inter-organizational knowledge management is conducted in an economic association by analysing how different actor representatives perceive the inter-organizational collaboration. Design/methodology/approach The method of this study is qualitative, with a single case study of an economic association in Dalarna, Sweden. The interviews were of semi-structured character. A total of nine respondents were interviewed; four respondents from private member organizations, three respondents from public member organizations and two respondents employed by the economic association. Findings and conclusion Six themes were found that together answers the purpose of this study. These themes are personalization, codification, collaboration, conditions, capabilities and challenges. The personalization strategy from the knowledge management framework by Hansen et al (1999) is suggested to be the main strategy in the case of the economic association, while the codification strategy is the supporting strategy working in relation to each other. In order to use those strategies in this interorganizational context, four other themes are added in a model created by the authors of this study. The four additional themes need to be taken in consideration and as the theme capabilities points out; the inter-organizational collaboration gives not only challenges, but also opportunities for the participating organizations. Furthermore, the conditions and the reasons for collaborating can be used for improving the structure of an inter-organizational collaboration. Practical Information A Swedish economic association can be described as a legal entity which involves a minimum of three partners, with a common interest and where all members of the economic association are required to participate in the activities of the economic association. Originality/Value This study contributes to the field of inter-organizational knowledge management by providing insight from a Swedish economic association perspective. There is an apparent gap pointed out between theory driven and practical driven research, where this single case study aims to contribute to the practical field of applying inter-organizational knowledge management perspective into a real case scenario. The case is particularly interesting to study since there are 33 organizations involved in knowledge management, with knowledge bases of both private and public sectors, small- and middlesized organizations and from different branches.
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MUSA, GEORGE NFOR, GERARD MFOMBEP EPAT, and DELPHINE THOME DIBONDO. "ORGANIZATIONAL STRUCTURE vs. VALUE CREATION: A CASE STUDY OF CARGOTEC HANDLING INDUSTRY." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-21814.
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Beesley, Lisa, and n/a. "Relationships among Knowledge Creation, Diffusion and Utilisation in the CRC Process." Griffith University. School of Marketing and Management, 2003. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040901.125713.
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Tourism has come to be recognised as a major contributor to national economies. In a knowledge-based economy (that emphasises the benefits of industry/government and academic research), a strong research base must underpin management of a tourist destination if it is to realise its full potential. The establishment of collaborative networks between industry, academia, and government in the strategic planning and management of cities and towns is becoming increasingly popular. However, the way in which the processes underlying these settings facilitate or inhibit eventual outcomes is poorly understood. If knowledge is to drive innovation and economic growth optimally, it is important not just to develop an understanding of the processes underlying the creation, diffusion and utilisation of knowledge in cooperative research settings, but also the relationships among them. Accordingly, the aim of this investigation is to examine the relationships among knowledge creation, diffusion and utilisation occurring in the Cooperative Research Centres (CRC) Program, specifically, the Gold Coast Visioning Project, with a view to identifying the most efficient means for formulating and disseminating research designed for industry and/or government application. Knowledge is defined as information that is imbued with meaning or relevance. However, this definition says little of the ways that individuals, groups and organisations acquire knowledge. While cognitive psychologists have produced several theories suggesting the structure and mechanisms of individual cognitive processes underlying the acquisition and use of knowledge, social scientists have sought to describe and explain the process by investigating the influence of social factors. Recent contributions to group learning have examined group composition, group size, familiarity among group members, and communication processes in an attempt to understand the ways in which groups acquire knowledge. Research shows that knowledge utilisation in organisations results from the interdependent influences of organisational processes and the control opportunities and control problems that arise through organisational structure. These frameworks provide accounts of how knowledge is utilised within an organisation, but not of how organisations learn. Recent research suggests that organisations learn through knowledge networks where organisational focus moves from the consideration and protection of boundaries to the management of (and care for) relationships. Therefore, organisations contain static (rules, norms and procedures) and dynamic (social relationships) elements that mutually influence the degree to which organisations learn. A synthesis of the available literature resulted in the development of a series of models that served not only to inform, but also be informed by the analysis of this investigation. A single case study, namely the Gold Coast Visioning Project, was used to examine the ways in which knowledge was created, disseminated and utilised in a CRC setting. This ethnographic investigation considered the process of knowledge creation through to utilisation at individual, group, organisational, and inter-organisational levels, while simultaneously examining the interrelated influences of social, cognitive, affective and communication factors. Throughout the project, data were collected through stakeholder interviews, various documents and participant observation of stakeholder meetings and workshops. Data were analysed using a grounded theory approach and methods of thick description. The results show that researchers and industry stakeholders bring different frames of reference, different expectations, and different knowledge bases to the exercise. This inhibited communication, and gave the appearance of dissension when, in fact, what was being sought was a common frame for understanding and communication. Additionally, the gap between industry and researcher worldviews generated the sense that industry was resisting or failing to understand what the research was seeking to achieve. Consequently, in order to manage the relationship, research plans and findings were communicated to industry in a teacher-to-student fashion, which fostered single-loop learning, and reduced industry stakeholders' sense of ownership in the process and findings. During the project, industry stakeholders frequently sought to have research come pre-packaged with "meaning", but researchers lacked the contextual knowledge necessary to specify the relevance of their research. The results also show that research findings need to be integrated and diffused to industry over time, and specific applications need to be formulated (and reformulated) in response to particular and changing needs of industry. As a result of this investigation, a model of 'best practice' has been developed with detailed recommendations for the design, implementation, and reporting of CRC-sponsored research to optimise its utility for end-users of such research. From a theoretical perspective, the findings of this study challenge the ways that current theories account for the ways in which knowledge is acquired and utilised since the results show that knowledge is constructed both socially and emotionally. Any investigation that seeks to understand how knowledge is acquired and utilised must consider social and affective influences. To ignore the role of emotion and values in the process of knowledge acquisition is to ignore a key component of an individual's reasoning capacity.
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Baker, Ali. "An Investigation of the Interaction between Organizational Culture and Knowledge Sharing through Socialization: A Multi-Level Perspective." Diss., NSUWorks, 2018. https://nsuworks.nova.edu/gscis_etd/1040.
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Knowledge management (KM) has been determined by many researchers as one of the most important domains within the information systems (IS) field, and knowledge sharing (KS) has been identified as the most vital component of KM. Lack of KS within organizations has been approached from many perspectives. One perspective that has been outlined in recent studies is the organizational culture (OC) perspective, which examines the interaction between OC and KS behaviors. Although research has been conducted on OC and KS, the findings of recent studies have been contradictory. These conflicts were due to the different operationalization of KS. The purpose of this research was to conduct a multi method study to investigate the interaction between KS and OC in detail. A case study within a Fortune 50 organization was undertaken to address the problem. By focusing on socialization adopted from the socialization, externalization, combination, internalization (SECI) model, the iceberg theory, and the Competing Values Framework (CVF), two questions were explored to address an unexamined area within the body of knowledge. Per the recent calls for research, the questions addressed KS itemized into knowledge seeking and knowledge contributing, and investigated the phenomenon at multiple levels of the organization. The first question examined the interaction between OC and KS via socialization amongst peers for: (a) overall organization, (b) non-managers, (c) first level managers, and (d) second-level managers. The second question examined the interaction between OC and KS via socialization amongst various levels for: (a) subordinates and managers in overall organization, (b) non-managers and first level managers, and (c) first level managers and second level managers. Data were collected through 82 surveys, 23 interviews, 23 observations, and company records for the calendar year of 2017 to provide multiple types of data for triangulation. The quantitative data were analyzed through descriptive statistics, correlation tables, multivariate analysis of covariance (MANCOVA), and visualization. The qualitative data were analyzed through open coding, axial coding, and selective coding. The combined results were triangulated to reach the conclusions. The MANCOVA displayed a significant interaction between OC and KS via socialization. Furthermore, the triangulated results showcased that perceived bureaucratic culture and perceived competitive- bureaucratic culture had a negative relationship with KS via socialization amongst peers, knowledge seeking for manager to subordinate, and subordinate to manager, but not for between level knowledge contributing. While perceived clan culture had a positive relationship with KS via socialization amongst peers, and for knowledge seeking from managers, but not for between level knowledge contributing. Perceived competitive culture was only discovered to have a negative relationship with knowledge seeking for level two managers, while having a positive relationship with knowledge contributing to employees, and knowledge contributing amongst peers with knowledge seeking as moderating variable. The various organizational levels also showcased distinct results which requires further investigation. Future research suggestions were made to extend the body of knowledge through various directions, alongside an IS solution recommendation for organizations to improve KS.
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Pirinen, Päivi. "Enabling conditions for organizational knowledge creation by international project teams : an in-depth case study of a transnational corporation /." [S.l.] : [s.n.], 2000. http://aleph.unisg.ch/hsgscan/hm00129940.pdf.
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Adachi, Y. "An examination of the trans-nationality and applicability of Nonaka's theory of organizational knowledge creation to urban regeneration in UK." Thesis, University College London (University of London), 2007. http://discovery.ucl.ac.uk/1444337/.
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General awareness of a knowledge-based society and the academic interest in knowledge management (KM) in the field of organization studies have both intensified in recent years. However, research into 'knowledge' has, to date, received scant attention in the field of the urban regeneration process. This fact has greatly motivated this thesis, whose main objective is "to examine the trans-nationality and applicability of Nonaka's theory of organizational knowledge creation to urban regeneration in UK". After having introduced TEAM linguistic theory into the examination of the validity of the hypotheses of this thesis (see Chapter 2), the trans-nationality and applicability of Nonaka's theory are examined in the KM context of UK in particular - in both a theoretical and practical sense (see Chapter 3). Because there is no comprehensive theoretical framework which allows for a comparison to be made between urban regeneration theories and Nonaka's theory, from either an epistemological or ontological point of view, this thesis has looked in great depth into urban planning theory, rather than any literature on the theories of urban regeneration. It in particular, examines two sets of procedural theories of urban planning, namely Systems Theories and Rational Theories of Planning (see Chapter 4), and Communicative Planning Theory (see Chapter 5). In order to examine the applicability of Nonaka's theoretical frameworks to the empirical context of urban regeneration in the UK, case study research was conducted using the Creative Town Initiative (CTI) in Huddersfield (see Chapter 6) from which important generic and context specific conclusions have been drawn (see Chapter 7).
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Khudobin, Ruslan. "Influence of National Culture on the Implementation of Knowledge Management System: Creation of model for the implementation of KM System." Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-48336.
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In the Master Thesis research is carried out into the influence of national culture on the implementation of knowledge management (KM) systems, as well as providing the actions which should be carried out for successful implementation. Research was conducted in the Ukraine and the Czech Republic. The Master thesis starts with an explanation of the problem area, a review of the main definitions necessary for understanding the studied field: foundation of national culture and knowledge management are reviewed. Relevance of the topic is explained by the fact that usually more attention is paid to knowledge sharing than its creation, and if we ignore the fact of national culture, the used theories may lead to a collapse of the system of knowledge management, as they should be modified from country to country. Theoretical framework contains a literature review with information about the concept of knowledge and how to create it within an organization, properties of the knowledge base from which stems knowledge management system and its development. Aspects of national culture and organizational models are also described. Typology of culture proposed by Geert Hofstede, is presented, which is taken as a basis for conducting the research. Individualism and Collectivism dimension from his typology are descried in detail. Because of widespread criticism of Hofstede’s work, the main arguments “against” it were provided. Typologies of such researchers as Triandis, Kim, Kagitcibasi and Berry were reviewed to explain why they are not applicable to this study. Soft System Methodology, rich picture, is used to describe the process of implementing Knowledge Management Systems, as well as the processes required for solving problems and eliminating the identified barriers. Through Kotter's 8-Step Change Model reflected actions for implementing of Knowledge Management System and they are showing in rich picture what in addition with concomitant actions creates complete model for KM system implementation. As a philosophical worldview of the research, Social Constructivism was selected. For data collection, it was decided to create a survey which gave qualitative and quantitative data. Steps of survey creation and how it was delivered to respondents are explained, as well as data analysis and sampling methods. Paper provides practical application of gained knowledge. It explains identified barriers to the implementation of KM system, comparison of Ukrainian and Czech Republic companies in the context of KM, as well as KM on a national level. Described in detail is the creation of rich pictures which reflects the model of implementing KM System. While conducting the research it was proved that national culture affects the style of doing business and the process of implementing a knowledge management system in particular. In order to go deeper into the details of the differences that can exist between countries, the discussion talks about features of the national cultures in Europe, where research has been conducted, and Asia, as Chinese culture is one of the most influential countries. In conclusion, different levels of individualism are found in the studied countries. According to the results of the study and received data, it is safe to say that the question of the influence of national culture on the process of implementing a KM System exists and plays an important role. Opportunities for further research are given.
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Hoppe, Magnus. "The intelligence worker as a knowledge activist : An alternative view on intelligence by the use of Burke’s pentad." Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-19060.
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As society and business is becoming more complex, the creation and management of knowledge attracts more attention. For intelligence research it offers an alternative perspective on the art and science of intelligence that challenges a previous dominance of strategy and decision-making theories. The article is based on semi-structured interviews with intelligence personnel in four different multinational companies. Through the use of Burke’s pentad this article gives an account of important challenges encountered by intelligence personnel in modern business organizations due to an increasing dependence on different knowledge processes. These challenges are summarized in four central tasks for knowledge activists; that is to initiate and focus knowledge creation, to reduce the time and cost needed for knowledge creation, to leverage knowledge creation initiatives throughout the corporation and to guide knowledge creation by the instigation of complementary reference points. By engaging in these types of activities intelligence workers are able to stage and influence different sorts of analytical conversations, where the insights from these conversations as reformed knowledge govern an evolving strategy in dispersed circumstances. Thus, intelligence workers fulfil their purpose, which in this perspective can be viewed as creating better business in whatever process they engage in.
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Stephenson, Gloria. "A leadership approach to using technology to enhance organizational learning and the creation of a knowledge-centered culture in this school district." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4663.
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Thesis (Ed. D.)--University of Missouri-Columbia, 2007.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on February 29, 2008) Includes bibliographical references.
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Pettiway, Tarina S. "LEARNING WITHIN AND DURING IT/IS PROJECTS: ITS PROCESS, ANTECEDENTS, AND OUTCOMES." Case Western Reserve University School of Graduate Studies / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=case1522880537528069.
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Lee, Chan. "Perceived job change toward dimensions of knowledge work among three levels of employees in a Korean bank." Connect to this title online, 2004. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1101953029.
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Thesis (Ph. D.)--Ohio State University, 2004.Title from first page of PDF file. Document formatted into pages; contains xxii, 211 p.; also includes graphics (some col.). Includes bibliographical references (p. 148-158).
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Halimi, Hassan S. "The Role of Information Technology Organizational Design in Firms' Ability to Innovate." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1382.
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Information technology (IT) organizations have become an integral part of many firms, with increasing strategic significance. Consequently, investments in IT represent a significant percentage of a firm's expenditure. Despite the investment, the business value of IT has been difficult to quantify, creating uncertainty about a firm's investments in IT innovation. The purpose of this nonexperimental study was to examine relationships between a firm's innovativeness and 3 IT organizational design factors: knowledge creation, dynamic capabilities, and communication structures. The research questions addressed the relationships between a firm's ability to innovate and specific design elements of the IT organization. The study was based on Nonaka's dynamic theory of organizational knowledge creation, Schumpeter's industrial market structure, and Wernerfelt's resource-based view of the firm. Data were collected from an online survey with 115 employees of firms that depend on IT to deliver their products or services. Pearson product-moment correlational analysis revealed statistically significant relationships between the IT organizational design factors and a firm's ability to innovate. The implications for positive social change stemming from this study affect managers of firms that rely on IT to deliver products or services. The findings suggest that the design of the IT organization influences the performance of the firm through cost reduction and its sustainability through innovation, both of which lead to community economic empowerment thus benefiting the general public.
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CANNATELLI, BENEDETTO LORENZO. "THE SCALING OF IMPACT IN SOCIAL ENTREPRENURIAL VENTURES: THREE ESSAYS." Doctoral thesis, Università Cattolica del Sacro Cuore, 2012. http://hdl.handle.net/10280/1417.
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Le modalità secondo cui iniziative imprenditoriali ad elevato impatto sociale possono amplificare il valore sociale creato mediante la propria attività costituisce uno dei temi più rilevanti per quelle imprese che intendono affrontare piaghe sociali ampiamente diffuse quali la povertà, l'accesso all'educazione e la salute. L'elaborato intende contribuire alla letteratura sull'imprenditorialità sociale discutendo le strategie, i modelli organizzativi e le competenze richieste per massimizzare l'ampiezza dell'impatto e aumentare le probabilità di successo. Tali temi sono discussi in tre articoli. Il primo, intitolato “Scaling social entrepreneurial impact: an open innovation perspective” presenta un modello teorico che mette in relazione tre differenti strategie di amplificazione dell'impatto sociale con le probabilità da parte dell'organizzazione di soddisfare le proprie attese in termini di valore creato atteso e di valore potenziale rivelato. Il modello suggerisce una relazione significativa tra l'adozione di confini organizzativi "aperti" e l'attitudine a rivelare nuovo valore potenziale. Inoltre, il grado di affinità tra i contesti in cui l'innovazione sociale è replicata modera tale relazione. Il secondo articolo, intitolato “Ba creation and Ba expansion in academic-practitioner partnerships in the social entrepreneurship field", fa riferimento all' "organizational knowledge creation theory" e propone, tramite un caso di studio longitudinale, un modello che illustra gli antecedenti della creazione e la successiva espansione del "Ba" nel contesto di una partnership tra un ateneo universitario e un'impresa sociale suggerendo in che modo gli attori coinvolti nel processo di creazione della conoscenza possano modificare i propri ruoli per produrre un impatto sociale superiore. Il terzo articolo, intitolato “Scaling Social Impact: A Replication and Extension of SCALERS” contribuisce alla letteratura replicando il primo test del modello SCALERS in un nuovo contesto internazionale (Italia) e sviluppandolo ulteriormente includendo alcune contingenze specifiche quali variabili moderatrici del modello.Scaling social impact is among the most relevant challenges that social enterprises face in addressing global issues like poverty, access to education and health. The dissertation aims at contributing to social entrepreneurship literature by dealing with quests about how and why specific strategies and organizational models may improve the likelihood and the magnitude of the impact exerted by social organizations and which capabilities are most needed for impact to be scaled. Those issues are discussed along three essays. The first article entitled “Scaling social entrepreneurial impact: an open innovation perspective” presents a theoretical model connecting three strategies for spreading social innovation to organization’s confidence on achieving expected social impact and revealing new potential value. The model predicts that a strong relationship exists between the adoption of an open organizational structure and the attitude to reveal potential social value. Indeed, context similarity moderates this relation. The second article entitled “Ba creation and Ba expansion in academic-practitioner partnerships in the social entrepreneurship field” - by building on organizational knowledge creation theory - advances a model predicting the antecedents of ba creation and ba expansion within the framework of university – field organization partnerships, this way contributing to the social entrepreneurship field and suggesting how participants in ba creation and expansion may extend their roles in the knowledge creation process to achieve greater impact. The third article entitled “Scaling Social Impact: A Replication and Extension of SCALERS” contributes to the emerging scholarship on scaling of social impact by replicating initial results of the SCALERS model in an international context (i.e., Italy) and including some situational contingencies as moderating variables of the model.
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Pereira, Dágma Thábatta Sueyd de Freitas. "O processo de criação do conhecimento organizacional em empresas incubadas." Universidade Federal de Goiás, 2018. http://repositorio.bc.ufg.br/tede/handle/tede/8539.
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The purpose of this study was to analyze the ways of creating knowledge in the incubated companies' experiences during the incubation process. As specific objectives, the research aimed to describe and analyze the incubation process of companies; to demonstrate the most recurrent knowledge conversion modes during incubation; characterize the experiences of incubated companies that influence the creation of knowledge and contribute to the reflection of entrepreneurs incubated on the preponderance of knowledge creation in their practices. The study strategy adopted was that of multiple cases, where six cases were selected. The data collection was through the autoscopy, observation and questionnaire applied to the incubated companies and university incubator of technology-based, considering the perspectives of knowledge creation in incubated companies. The analytical approach adopted was the qualitative one where the interpretation and analysis of the data counted on the software MAXQDA Analytics Pro 2018 and auxiliary softwares of shooting and editing of videos, listening and transcription of reflexive sessions for the organization of qualitative data regarding the extraction, compilation and analysis of information of the elements raised. The study examined the creation of the knowledge of incubated companies, explaining the organizational knowledge and incubation process, as well as using as an analysis model the four ways of converting organizational knowledge and the five conditions promoting the creation of organizational knowledge. It was considered therefore to examine how the incubated companies create knowledge during the incubation process. It was identified activities or daily actions that configure the existence of one or more ways of converting organizational knowledge within incubated companies, as well as the experiences that contribute to the creation of organizational knowledge considering the five promoting conditions, besides the five prevailing experiences discovered by this study that promote the creation of organizational knowledge. It was observed that the incubated companies undergo experiences of knowledge creation during incubation, and that many of these experiments are related to the incubation environment, being the incubator a ba of knowledge. It was also observed that in reflecting on the actions that provide the creation of organizational knowledge, entrepreneurs end up re-meaning the meanings of the activities they perform, giving greater importance to them. The conclusions of the study also stimulated the verbalization about the use of the autoscopy method, which was well evaluated and conceptualized as a very important method by leading to reflection on the actions, which allows the personal measurement of the state of performance of this action.
Este estudo teve como objetivo geral a pretensão de analisar os modos de criação do conhecimento nas experiências das empresas incubadas, durante o processo de incubação. Como objetivos específicos, a pesquisa pretendeu descrever e analisar o processo de incubação de empresas; evidenciar os modos de conversão do conhecimento mais recorrentes durante a incubação; caracterizar as experiências das empresas incubadas que influenciam na criação do conhecimento e contribuir para a reflexão dos empreendedores incubados sobre a preponderância da criação do conhecimento em suas práticas. A estratégia de estudo adotada foi a de múltiplos casos, onde selecionou-se seis casos. O levantamento dos dados se deu por meio da autoscopia, observação e questionário aplicados às empresas incubadas e à incubadora universitária de base tecnológica, considerando as perspectivas da criação do conhecimento nas empresas incubadas. A abordagem analítica adotada foi a qualitativa onde a interpretação e análise dos dados contou com auxílio do software MAXQDA Analytics Pro 2018 e de softwares auxiliares de rodagem e edição dos vídeos, escuta e transcrição das sessões reflexivas para a organização dos dados qualitativos quanto á extração, compilação e análise de informação dos elementos levantados. O estudo examinou a criação do conhecimento das empresas incubadas, cabendo explanar sobre o conhecimento organizacional e o processo de incubação, assim como utilizou-se como modelo de análise os quatro modos de conversão de conhecimento organizacional e as cinco condições promotoras de criação do conhecimento organizacional. Considerou-se examinar portanto de que forma as empresas incubadas criam o conhecimento durante o processo de incubação. Foram identificadas atividades ou ações cotidianas que configuram a existência de um ou mais modos de conversão do conhecimento organizacional dentro das empresas incubadas, bem como foram apontadas as experiências que contribuem para a criação do conhecimento organizacional considerando as cinco condições promotoras, além das cinco experiências preponderantes descobertas por este estudo que promovem a criação do conhecimento organizacional. Foi observado que as empresas incubadas passam por experiências de criação de conhecimento durante a incubação, e que muitas destas experiências estão relacionadas ao ambiente de incubação, sendo a incubadora um ba do conhecimento. Constatou-se ainda que ao refletirem sobre as ações que proporcionam a criação do conhecimento organizacional, os empreendedores acabam por ressignificar os sentidos das atividades que realizam, dando maior importância a elas. As conclusões do estudo ainda estimularam a verbalização sobre o uso do método autoscopia, que foi bem avaliado e conceituado como um método muito importante por levar à reflexão sobre as ações, o que permite a mensuração pessoal do estado de realização desta ação.
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Bortoli, Luciana Nogueira. "Dsenvolvimento da capacidade absortiva em processos de exploração de sinais fracos, sob a perspectiva da criação do conhecimento organizacional." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2016. http://hdl.handle.net/10183/139275.
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Diversos estudos exploram temas relacionados ao monitoramento do ambiente com o intuito de auxiliar empresas a se protegerem contra ameaças e a aproveitarem oportunidades provenientes do ambiente externo. Outros pesquisadores se dedicaram aos tópicos relacionados à gestão do conhecimento, colocando o conhecimento como elemento central para o desenvolvimento e o sucesso empresarial. Contudo, identificaram-se poucos estudos que explorem as temáticas de monitoramento do ambiente e gestão do conhecimento em conjunto. Com o propósito de contribuir para o preenchimento desta lacuna, o presente estudo investiga o desenvolvimento da capacidade absortiva em processos de exploração de sinais fracos, sob a perspectiva da criação do conhecimento organizacional. Para tal investigação se utilizou método qualitativo e exploratório; tendo como técnicas de coleta de dados entrevistas semiestruturadas e análise de conteúdo para exploração dos mesmos. Constatou-se que o desempenho do processo de Inteligência pode contribuir para o desenvolvimento da capacidade absortiva, além de propiciar a criação, expansão e renovação de conhecimentos individuais e organizacionais. Observou-se, também, que a realização das atividades de Inteligência incentiva a ação e influencia na tomada de decisão de colaboradores e gestores. Os profissionais ao se sentirem melhor informados sobre oportunidades e ameaças provenientes do ambiente externo à organização passam a refletir e se responsabilizar mais por ações e decisões.Many studies explore topics related to the environmental scanning process in order to assist companies with protecting themselves against threats and seizing opportunities that arise from external environments. Furthermore, a number of researchers have focused broadly and deeply on topics related to knowledge management, placing knowledge as a central resource to a business’s development and success. Nevertheless, there are few studies that combine the themes of environmental scanning and knowledge management. Aiming contribute to fill this gap, this study investigates the absorptive capacity developing in weak signals’ exploration process through the organization knowledge creation’ perspectives. The employed method to this qualitative and explorative research will be interviews by means of techniques for collecting data; and a content analysis for an exploitation of these data. It was found that the Intelligence process performance contributes to the development of absorptive capacity. Futhermore, the practice of Intelligence process facilitates the creation, expansion and renewal of individual and organizational knowledge. It was also observed that the realization of intelligence activities encourages action and influence in employees and managers decision making. Professionals who feel better informed about opportunities and threats from the external environment in regards to the organization start to further reflect and be more accountable for actions and decisions.
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Botha, Antonie Christoffel. "A new framework for a technological perspective of knowledge management." Thesis, Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-06262008-123525/.
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Campos, Soraya Fernandes. "Cultura organizacional e a gestão do conhecimento no Centro de Ciências Humanas Sociais e Agrárias da Universidade Federal da Paraíba: uma análise sob a perspectiva teórica da criação do conhecimento." Universidade Federal da Paraíba, 2015. http://tede.biblioteca.ufpb.br:8080/handle/tede/7672.
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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES
Faced with a scenario in which knowledge has become essential for organizations, and considering the prospect that the organizational culture is strongly related to how an organization creates its knowledge, the present study aimed to analyze the possible associations between the elements the organizational culture of a federal organization of higher education, from the theoretical perspective of knowledge creation process. To accomplish this association, the design models of organizational culture Alves (1997), and the model of knowledge creation of Nonaka and Takeuchi (1997) were used. The participants were 69 technical and administrative staff and 67 serving teachers of the Humanities Center, Social and Agricultural (CCHSA) of the Federal University of Paraíba. A questionnaire on line was applied containing 16 questions related to the sets of cultural elements of Alves model. The collected data were analyzed quantitatively using the chi-square test and factor analysis. Qualitative analysis was performed by means of consultation documents and observation of the organizational environment. The results of the cultural elements pointed to the existence of a slow decision-making process, however rational and participatory, with emphasis on a hierarchical organizational structure. The leaders were considered tolerant of occurrence of deviance and technical flaws in the institution. Training and capacity building mechanisms were satisfactory only for the group of administrative staff. However, co-operation to obtain the knowledge was only emphasized to the group of teachers. Leaders were seen as reasonable people, and the importance given to the hierarchy was considered reasonable. All identified cultural elements were associated with one or more aspects of the process of knowledge creation, especially at enabling condition 'autonomy'. From the analysis, it was concluded that there is a significant association between organizational culture and the creation of knowledge in the research organization. This suggests that understanding this relationship can promote improvements in the quality of institutional management.
Diante de um cenário em que o conhecimento se tornou imprescindível para as organizações, e considerando a perspectiva de que a cultura organizacional está fortemente relacionada à maneira como uma organização cria o seu conhecimento, o presente trabalho teve como objetivo analisar as possíveis associações entre os elementos da cultura organizacional de uma organização pública federal de ensino superior, sob a perspectiva teórica do processo de criação do conhecimento. Para realizar essa associação, foram utilizados os modelos de delineamento da cultura organizacional de Alves (1997), e o modelo de criação do conhecimento de Nonaka e Takeuchi (1997). Participaram da pesquisa 69 servidores técnico-administrativos e 67 docentes ativos do Centro de Ciências Humanas, Sociais e Agrárias (CCHSA) da Universidade Federal da Paraíba. Foi aplicado um questionário on line, contendo 16 perguntas relacionadas aos conjuntos de elementos culturais do modelo de Alves. Os dados coletados foram analisados quantitativamente por meio do teste Qui-quadrado e da Análise Fatorial. A análise qualitativa foi realizada por meio de consulta de documentos e observação do ambiente organizacional. Os resultados encontrados sobre os elementos culturais apontaram a existência de um processo decisório lento, porém racional e participativo, com ênfase numa estrutura organizacional hierarquizada. Os dirigentes foram considerados tolerantes em relação à ocorrência de desvios comportamentais e de falhas técnicas na instituição. Os mecanismos de treinamento e capacitação foram satisfatórios apenas para o grupo de técnicos administrativos. No entanto, a cooperação para se obter o conhecimento só foi enfatizada para o grupo dos docentes. Os líderes foram vistos como pessoas acessíveis, e a importância dada à hierarquia foi considerada razoável. Todos os elementos culturais identificados foram associados a um ou mais aspectos do processo de criação do conhecimento, principalmente à condição capacitadora 'autonomia'. A partir das análises, concluiu-se que existe uma importante associação entre a cultura organizacional e a criação do conhecimento na organização pesquisada. Isso sugere que compreender essa relação pode promover melhorias na qualidade da gestão institucional.
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Guadagnin, Luís Alberto. "Equilibração majorante na gestão pública : gênese e conhecimentos para otimizar a prefeitura de Torres, apoiada pela EAD." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2007. http://hdl.handle.net/10183/15528.
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Esta pesquisa investiga a construção de conhecimentos voltados a otimizar a gestão pública enquanto processo de equilibração majorante. Formulam-se desafios e promovem-se vinte ciclos de desequilibração reflexão coletiva ação reequilibração majorante, consistentes na concepção e implementação de novas ferramentas gerenciais, tendentes a aprimorar a Gestão Pública de Torres. O sujeito de pesquisa é coletivo e composto pelos Gestores de Torres – RS; o campo de pesquisa, a Administração Municipal de Torres; o tempo da pesquisa, de dezembro de 2004 a dezembro de 2006, em estudo longitunidal. Os desafios adotados como fatores de perturbação compreenderam a elaboração do planejamento estratégico, a instituição de equipes de gerenciamento de projetos; a reestruturação organizacional, com a criação de comitês gestores, de gerências municipais e de grupos executivos da modernização; a confecção do Manual de Procedimentos, do Guia dos Serviços Públicos e da Matriz de Capacitação; a instituição de Escola de Gestão, de Central de Atendimento ao Cidadão e de Portal na Internet. Três ambientes de Educação a Distância do Centro Interdisciplinar de Novas Tecnologias na Educação (CINTED/PPGIE/UFRGS), foram utilizados para ampliar a interação dos Gestores de Torres entre si e com o pesquisador. Os dados coletados foram compartilhados no ambiente virtual e analisados em conjunto com os Gestores de Torres. Provocou-se a interação dos Gestores de Torres com lideranças comunitárias, com Gestores de Gramado e com acadêmicos, a fim de averiguar se tal interação potencializa a equilibração majorante da Gestão Pública. A formulação da problemática e a estruturação do Método foram impulsionadas por leituras exploratórias sobre: gênese das cidades; características das Eras Agrícola, Industrial e Digital; origens e expansão do Estado; evolução tecnológica, interligação em rede e mudanças nos governos e na educação. Os paradoxos do crescimento da riqueza e da miséria, da ampliação dos mecanismos de controle social e da corrupção, da gestão participativa imposta e da hegemonia do individualismo em detrimento à comunidade são descritos para contextualizar o ambiente em que opera a Administração Pública hoje. Assume-se que tais paradoxos interferem na capacidade de criar conhecimentos na Gestão Pública. Além disto, dão ensejo à elaboração de Representações Sociais tendentes a justificar e a conservar situações ética e socialmente questionáveis. As Representações Sociais, criações coletivas consensuais, subsidiam a leitura da realidade, emergem e se transformam, ou se mantêm, no convívio quotidiano das pessoas, influenciando-o. O modelo teórico sobre o qual se assenta a análise da equilibração majorante na Gestão Pública adota as concepções teóricas de Jean Piaget como principal substrato, adicionando-se contribuições sobre Representações Sociais (Moscovici), Criação do Conhecimento nas Empresas (Nonaka e Takeuchi), aprendizagem organizacional de circuito único e duplo (Argyris) e organização enquanto estrutura e processos (Richard Hall). O Método Clínico Organizacional foi delineado e aperfeiçoado de forma progressiva, promovendo-se um processo cíclico em espiral, inspirado no Método Clínico piagetiano e na Pesquisa ação. Identificaram-se fatores inibidores e potencializadores da equilibração majorante na Gestão Pública e constatou-se a potencialidade das concepções piagetianas para orientar pesquisas voltadas a analisar a aprendizagem organizacional enquanto a promovem.This study developed the Clinical Organizational Method to promote and analyze the knowledge creation processes oriented towards the optimization of the City of Torres Administration, RS, Brazil. This longitudinal analysis was sponsored by the Distance Learning Project (EAD). The body of research was the collective public management staff and the field of research was the City of Torres Administration. The research was carried out between December 2004 and December 2006. The researcher put forward several challenges that tended to disturb cognitive structures and to stir up the interaction and collective thinking over the City of Torres Administration, with a view to analyzing the knowledge creation process inherent to public administration improvement. The challenges were implemented to disturb and to re-organize higher knowledge background, and consisted in the conception and implementation of new managerial tools that encompassed strategic planning, organizational restructuring, the formation of project management teams, as well as the establishment of municipal management groups, the implementation of a Procedures Manual, of a Guide to Public Services, of a Training Resource Program, and of the Civil Servant Training School. Three Distance Learning environments of the Multi-disciplinary Center for New Technologies, Federal University of the State of Rio Grande do Sul, Brazil, were the sites of interaction between the Torres Administration and the researcher. The definition of the problem under study and the structure of the Clinical Organizational Method were based on investigational readings of: the characteristics of the agricultural, industrial and digital eras; the origins and causes of state expansion; and on the technological evolution, digital network progress and changes in government and education policies. Today’s public administration scenario is sketched out by the paradoxes of wealth versus poverty expansion, of the inconsistencies lying in the growth of corruption mechanisms against social control structures, of imposed social participation, and of the hegemony by the individual over the community. The reciprocal influence of knowledge creation in public management and the paradoxes listed was detected. Besides, these contradictions allow the generation of Social Representations that vindicate and protect ethically and socially debatable situations. These Social Representations are collective consensual designs that sustain the interpretation of reality, and that rise, suffer changes, or are upheld in and influence everyday life. A theory based on the teachings of Jean Piaget is defined, on which the concept of the Clinical Organizational Method is built. The theoretical model is complemented and made suitable to support the structuring of organizational research-learning processes by cognitive developments as Serge Moscovici’s Social Representations theory, by Nonaka & Takeuchi’s Theory of The Knowledge-Creating Company, by Chris Argyris’ Double-Loop and Single- Loop Learning method, and by the Organization seen as structure and process studied by Richard Hall. The Clinical Organizational Method was progressively developed and implemented during this research. The individual thinking and teamwork conclusions following the imbalances purposely created led to decisions towards the optimization of public administration. The progressively implemented transformations defined at each step were implemented, generating a new management model directed to optimization. Piaget’s views were proved potentially positive to support a research that concomitantly affords the analysis and the promotion of organizational learning.
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Fialho, Cândido J. Falé. "Gestão do conhecimento: novo paradigma das organizações." Master's thesis, Universidade de Évora, 2002. http://hdl.handle.net/10174/15190.
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Os novos tempos, marcados pela globalização, turbulência e competitividade, apelam a uma nova concepção da economia, exigem novos paradigmas organizacionais e conduzem-nos à era da informação e da gestão do conhecimento. O conhecimento transformou-se no factor estratégico do sucesso organizacional. As organizações necessitam de competências para a promoção do conhecimento e de vantagens competitivas de novas práticas de gestão e de organização do trabalho associadas a processos individuais e colectivos de criação, partilha e disseminação de conhecimento, aprendizagem e inovação. Neste contexto, o estudo destaca as características que moldam a sociedade da informação e do conhecimento, a importância do conhecimento como recurso económico para as organizações e para os países, os processos individuais e colectivos relacionados com a importância do conhecimento tácito e da intuição, a criação, disseminação e uso do conhecimento no seio das organizações, o novo contexto de trabalho e a acção dos agentes do conhecimento, o papel da cultura organizacional e dos sistemas de informação e tecnologias emergentes e, por último, sintetiza algumas práticas e princípios de gestão do conhecimento. O presente estudo identifica, de forma exploratória, e no contexto das Pequenas e Médias Empresas do Alentejo, com o Estatuto de Excelência, as práticas de gestão do conhecimento e o nível efectivo de aproveitamento do conhecimento pessoal e profissional no ambiente organizacional. Assim, e para o grupo de organizações estudadas, foram analisados e são apresentados, entre outros, os seguintes resultados: sensibilidade para a gestão do conhecimento, benefícios e dificuldades da gestão do conhecimento, tipos de conhecimento e suportes utilizados, tecnologias utilizadas e de suporte à gestão do conhecimento, iniciativas e projectos existentes nesta área, conhecimento organizacional procurado e perfil do conhecimento profissional existente, factores inibidores e facilitadores do uso do conhecimento, iniciativas para aproximar o conhecimento existente e procurado e factores estimuladores da gestão e uso do conhecimento organizacional.
/ **** Abstract - The new era, marked by globalization, turbulence and competitiveness, calls for a new conception of economy, demands new organizational paradigms-and directs us to the epoch of information and knowledge management. Knowledge has transformed itself into the strategic factor for organizational success. Organizations need competency for the promotion of knowledge and competitive advantages, new practices of the management and organization of work, associated to the individual and collective processes of creation, share and dissemination of knowledge, learning and innovation. In this context, the study emphasizes the characteristics which mould the information and knowledge society, the importance of knowledge as an economic resource for countries and organizations, collective and individual processes related to the importance of tacit knowledge and intuition, the creation, dissemination and use of the knowledge within the organizations, the new context of work and the actions of knowledge's agents, the role of the organizational culture and of emerging information systems and technologies, and lastly, the study synthesizes some practices and principles of knowledge management. The present study identifies, in an exploratory manner, and in the context of the "Pequenas e Médias Empresas" of the Alentejo, with the Status of Excellency, the practices of knowledge management and the effective level of exploitation of the personal and professional knowledge in the organizational environment. Thus, and for the group of organizations studied, the following results, amongst others, were analyzed and presented: sensitivity for knowledge management, the benefits and difficulties of knowledge management, types of knowledge and support structures used, technologies employed and auxiliary to knowledge management, projects and initiatives existent in this area, the organizational knowledge searched and the profile of existing professional knowledge, restricting and facilitators factors to the use of knowledge, initiatives to approach the existing and searched knowledge and factors stimulating the management and use of organizational knowledge.
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Fortó, Areny Josep. "Proposta d’un marc conceptual per a modelar l’aprenentatge organitzatiu i la creació de coneixement. Una aplicació en organitzacions d’ensenyament superior." Doctoral thesis, Universitat d'Andorra, 2017. http://hdl.handle.net/10803/400882.
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En l’entorn organitzatiu actual, el coneixement ha esdevingut un actiu estratègic essencial. En conseqüència, l’aprenentatge organitzatiu s’ha convertit en una exigència per a qualsevol organització que vulgui generar el coneixement i les habilitats necessàries per poder assolir avantatges competitius sostenibles.
Les institucions d’ensenyament superior no estan al marge d’aquesta realitat. Aquestes organitzacions també estan exposades a nivells creixents de competència i han d’adaptar-se, amb molta rapidesa, als constants canvis de la societat per poder donar resposta a les necessitats dels estudiants. És per aquest motiu que, en aquest sector, l’aprenentatge organitzatiu i la creació de coneixement també s’han convertit en elements clau.
L’objectiu d’aquest treball és aprofundir en l’anàlisi del procés d’aprenentatge organitzatiu en el sector universitari. Per això, es dissenya una proposta de marc conceptual que permeti modelar el procés d’aprenentatge organitzatiu i de creació de coneixement d’una organització, posant de manifest els constructes que hi intervenen, així com la manera com es relacionen i s’influencien entre si.
La metodologia utilitzada és de tipus quantitatiu. Per desenvolupar la part empírica, es recullen les dades a partir d’un qüestionari estructurat que s’aplica a dues mostres formades per personal docent investigador i d’administració i serveis de tres universitats distintes. D’altra banda, per realitzar l’anàlisi de dades, s’utilitzen tècniques estadístiques multivariants com l’anàlisi factorial i un model d’equacions estructurals basat en la variància mitjançant PLS (PLS-SEM).
Els resultats obtinguts confirmen que les institucions d’ensenyament superior estudiades són organitzacions que aprenen. També s’obté evidència empírica que aquest aprenentatge es desenvolupa a nivell individual, grupal i organitzatiu i que, a més, existeix una influència significativa entre aquests tres nivells ontològics d’aprenentatge. Així mateix, també és destacable la influència significativa que tenen els estocs inicials d’aprenentatge i alguns factors com ara el lideratge i l’estructura organitzativa, la cultura organitzativa i el treball en equip i l’obertura a l’entorn i la millora contínua sobre l’aprenentatge organitzatiu.
Malgrat les limitacions d’aquest estudi, els resultats obtinguts poden contribuir a la millora de la gestió de les organitzacions universitàries gràcies a l’aplicació de polítiques que promoguin l’aprenentatge organitzatiu.In the current organizational environment, knowledge has become a key strategic asset. Consequently, organizational learning has become a requirement for any organization that wants to build the necessary knowledge and skills to achieve sustainable competitive advantages. The higher education institutions are not out of this reality. These organizations are also exposed to increasing competition levels and they have to rapidly adapt, to the society constant changes to respond to the student’s needs. This is the reason why, organizational learning and knowledge creation have also become key elements for this sector. The purpose of this study is to deepen the analysis of the organizational learning process in the university sector. Therefore, we designed a proposal for a conceptual framework to model the process of organizational learning and knowledge creation of an organization. We highlighted the constructs involved in such process and how they interact and influence each other. The used methodology is quantitative. We collected data using a structured questionnaire that we applied to two samples, consisting of faculty and administrative staff of three different universities. Moreover, we performed the data analysis using multivariate statistical techniques such as factor analysis and structural equation model based on the variance using PLS (PLS-SEM). The results confirm that higher education institutions studied are learning organizations. Moreover, we obtained empirical evidence that learning takes place at the individual, group and organizational level and, in addition, that there is significant influence between these three ontological levels of learning. Likewise, it is important to remark the significative influence of initial learning stocks and of some factors such as leadership and organizational structure, organizational culture and teamwork and openness to the environment and continuous improvement on organizational learning. Despite the limitations of this study, the obtained results can help to improve the management of university organizations, thanks to the implementation of policies that promote organizational learning.
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Hacker, Winfried. "Innovationsförderliches Kooperieren – nur: Wie?" Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2014. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-155334.
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Kooperation sowie Kommunikation und deren Organisation sind nicht Selbstzweck, sondern sollen die Leistung verbessern und Innovationen erzeugen. Ob sie das leisten, hängt weniger von den Technologien, d.h. den Mitteln ab, mittels derer sie abgewickelt werden sollen, sondern von den Inhalten und Arten der Kooperation selbst. Kooperation bei dafür ungeeigneten Aufgaben oder in ungeeigneter Weise wird auch durch innovative Vermittlungstechnologien nicht geeigneter.
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Hacker, Winfried. "Innovationsförderliches Kooperieren – nur: Wie?" Technische Universität Dresden, 2005. https://tud.qucosa.de/id/qucosa%3A27318.
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Kooperation sowie Kommunikation und deren Organisation sind nicht Selbstzweck, sondern sollen die Leistung verbessern und Innovationen erzeugen. Ob sie das leisten, hängt weniger von den Technologien, d.h. den Mitteln ab, mittels derer sie abgewickelt werden sollen, sondern von den Inhalten und Arten der Kooperation selbst. Kooperation bei dafür ungeeigneten Aufgaben oder in ungeeigneter Weise wird auch durch innovative Vermittlungstechnologien nicht geeigneter.
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Caetano, Samuel Sabino. "O uso de algoritmos evolutivos para a formação de grupos na aprendizagem colaborativa no contexto corporativo." Universidade Federal de Goiás, 2013. http://repositorio.bc.ufg.br/tede/handle/tede/3195.
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Increasingly, learning in groups has become present in school environments. This fact is also part of the organizations, when considers learning in the workplace. Conscious of the importance of group learning at the workplace (CSCL@Work) emerges as an application area. In Computer Supported Collaborative Learning(CSCL), researchers have been struggling to maximize the performance of groups by techniques for forming groups. Is that why this study developed three (3) algorithmic approaches to formation of intraheterogeneous and inter-homogeneous groups, as well as a model proposed in this work in which integrates dichotomous functional characteristics and preferred roles. We made an algorithm that generates random groups, a Canonical Genetic Algorithm and Hybrid Genetic Algorithm. We obtained the input data of the algorithm by a survey conducted at the Court of the State of Goiás to identify dichotomous functional characteristics, and after we categorize these characteristics, based on the data found and the model proposed group formation. Starting at real data provided of employees whom participated in a course by Distance Education (EaD), we apply the model and we obtained the input data related to functional features. As regards the favorite roles, we assigned randomly values to the employees aforementioned, from a statistical statement made by Belbin into companies in the United Kingdom. Then, we executed the algorithms in three test cases, one considering the preferred papers and functional characteristics, while the other two separately considering each of these perspectives. Based on the results obtained, we found that the hybrid genetic algorithm outperforms the canonical genetic algorithm and random generator.
A aprendizagem em grupos tem se tornado realidade cada vez mais presente nos ambientes de ensino. Esta realidade também faz parte das organizações quando considera-se a aprendizagem no contexto do trabalho. Cientes da importância da aprendizagem em grupo no ambiente de trabalho, uma nova abordagem, denominada CSCL@Work, surge como uma aplicação da área Aprendizagem Colaborativa Apoiada pelo Computador, no inglês, Computer Supported Collaborative Learning (CSCL), no ambiente de trabalho. Em CSCL, pesquisadores tem se esforçado cada vez mais para maximizar o desempenho dos grupos através de técnicas para formação de grupos. Por isso neste trabalho desenvolvemos 3 (três) abordagens algorítmicas para formação de grupos intra-heterogêneos e inter-homogêneos, a partir de um modelo proposto nesta pesquisa, que integra características funcionais dicotômicas e papéis preferidos. Confeccionamos um algoritmo que gera grupos aleatoriamente, um algoritmo genético canônico e um algoritmo genético híbrido. Para obter os dados de entrada do algoritmo, realizamos uma pesquisa no Tribunal de Justiça do Estado de Goiás para identificar características funcionais dicotômicas, categorizamos estas características, com base nos dados encontrados e no modelo de formação de grupos proposto. A partir de dados reais fornecidos de funcionários que participaram de um curso por Educação a Distância (EaD), aplicamos o modelo e obtivemos os dados de entrada relativos às características funcionais. Quanto aos papéis preferidos, atribuímos os valores aleatoriamente aos funcionários mencionados, partindo de um levantamento estatístico feito por Belbin em empresas no Reino Unido. Em seguida, executamos os algoritmos em três casos de testes, um considerando as características funcionais e papéis preferidos, e os outros dois considerando separadamente cada uma destas perspectivas. A partir dos resultados obtidos, constatamos que o algoritmo genético híbrido obtém resultados superiores ao algoritmo genético canônico e método aleatório.
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Liang, Lily, and 梁莉麗. "The Impact of Knowledge Sharing on Organizational Knowledge Creation Capability." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/92595125713797444930.
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碩士國立彰化師範大學
工業教育學系
90
Abstract As the economy has been entering knowledge-based economy, in order to survive and keep the competitive advantage, the companies must nourish the innovative capacity to face this tough challenge and opportunity. Although the innovation is the accumulation of knowledge, the companies cannot be constantly innovating without creating knowledge. In other words, the employees in organization not only have to absorb knowledge but also have to create knowledge. The purpose of this study is to probe the factors affecting organizational knowledge creation capability. In this study, questionnaire survey is adopted to collect data and the subjects were aimed at the employees of five state-run and private manufacturing companies. We developed the questionnaire by reviewing literature and interviewing the managers of the five surveyed companies. 407 questionnaires were sent out and 316 returned. We employed MONAVA and hierarchical multiple regression to analyze our data. In terms of our findings, we got the following main six conclusions. (1) Knowledge sharing and organizational knowledge creation capability were positively and significantly influenced by the variable of knowledge sharing motivation. Furthermore, the influence of internal knowledge sharing motivation was stronger than external knowledge sharing motivation.(2) Knowledge sharing and organizational knowledge creation capability were positively and significantly influenced by the variable of the cooperation among employees. To the effected extent, organizational knowledge creation capability was deeper than knowledge sharing. (3) Knowledge sharing and organizational knowledge creation capability were positively and significantly influenced by the variables of organizational commitment and job involvement. (4) Organizational knowledge creation capability was significantly influenced by the variable of employee’s turnover intention. (5) Organizational knowledge creation capability was significantly influenced by the variable of time, HR strategy, and system of knowledge sharing. However, it seemed that all of the surveyed companies paid less attention to HRM strategy of knowledge sharing than the other knowledge sharing operations. Keywords: knowledge sharing, organizational knowledge creation capability， Knowledge management.
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Chen, Ying-Ju, and 陳盈如. "The Impacts of Knowledge Creation on Organizational Performance." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/ej95z7.
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碩士國立成功大學
國際管理碩士在職專班
94
This research proposes to take Taiwan’s optoelectronics industry, semiconductor in-dustry, and biotechnology industry as the research objects, carries on the interaction rela-tions research between knowledge creation, organizational learning capability, organiza-tional operations, innovation capability, competitive advantage, and organizational per-formance to under-stand the correlation between those factors with the domestic industry under the government knowledge-based economy idea impetus , the anticipated findings can serve as references of the domestic enterprises to promote their organization learning capability, innovation capability, competitive advantage, and organizational performance. The results include: (1) there are significant relationships between knowledge crea-tion, innovation capability and competitive advantage, and organizational performance; (2) there are significant moderating effects of organizational learning capability and or-ganizational operations on the relationships between knowledge creation, innovation ca-pability and competitive advantage, and organizational performance; (3) the impacts of knowledge creation, organizational learning capability, organizational operations, innova-tion capability, competitive advantage and organizational performance have apparent dif-ference among the optoelectronics industry, the semiconductor industry, and the biotech-nology industry.