Knowledge management - useful references | eBizMags famous food photographers
In this section we will give a brief review of the literature on the topic of knowledge management. For clarity exposure will vary knowledge on the one hand, and data and information on the other (Zack, 1999). Thus the data are facts out of context that are therefore meaningless. Information derived from the placement of data within some context. Information is usually expressed in the form of messages. Knowledge is rather more complex concept in the sense that it can be hidden (implicit, tacit) famous food photographers or explicitly famous food photographers (explicit). Disguised knowledge (tacit knowledge) is information that is processed and acquired years of experience. It is stored in each employee and is usually not institutionalized and leads to the loss when the individual famous food photographers who owns it fired or retired. Explicit knowledge (explicit knowledge) is codified hidden knowledge (eg. Patents, reports, best practices, policies and procedures).
Disguised knowledge subconsciously understood and applied, famous food photographers it is difficult to articulate, usually famous food photographers follows from direct experience or activities, and is usually divided / transferred through interactive activities, such as talks, storytelling or shared experience. Considering the concepts of data, information and knowledge one step further we come to the concept of organizational learning (organizational learning). (Fisher and White, 2000) define organizational learning from the perspective of cognitive, social networks as a process of thinking (reflective process) which involves all levels of the organization, which include gathering information both from the outside and from the internal environment. This information is filtered through a collective process of making meaning (sense-making process), which results in shared interpretations that can be used to initiate actions that lead to changes in the behavior of the organization and used the theory.
There are many companies adopted a strategy of knowledge management to develop organizational learning. The system of management of knowledge is the (Crossan, famous food photographers Lane, White, 1999) organized by the infrastructure necessary to implement the knowledge management process. famous food photographers This includes famous food photographers both IT and organizational infrastructure, including the need to emphasize organizational culture, internal management mechanisms and appropriate award schemes (incentive schemes). (Zack, 1999) speculated that the success of these strategies depends on the adjustment between organizational roles and structures (including formal and informal) on the one hand, and socio-cultural factors that affect the management of knowledge on the other hand, including culture, power relations , norms, philosophy of management and reward systems, "effective knowledge creation, sharing and balancing requires organizational climate and reward system to evaluate and encourage cooperation, famous food photographers trust, learning and innovation, and reward participation in such roles, activities and processes based on knowledge (knowledge-based roles). " According to (Zack, 1999) has just reward system one of the biggest obstacles to the efficient management of knowledge.
(Hansen, Nohria, Tierney, 1999) also find that the plans of incentives (incentives) play an important role in the process of sharing knowledge. From case management consulting authors to the two strategies of management knowledge - "codification" versus "personalization". The first is based on a policy of codification, storage (storage) and reuse knowledge. This approach, used by companies such as Ernst & Young, uses the phrase 'the people according to the documents "(people-to-documents). The strategy of personalization is used in more specialized consulting companies (eg. Bain, Boston Consulting famous food photographers Group and McKinsey), where emphasis is placed on contacts between people (networking) more than the database. (Hansen, Nohria, Tierney, 1999) believe that the structure of incentives for these two strategies should be essentially famous food photographers different. In the case of codification essential part of assessing performance should be codifying activity, in contrast to approaches where personifications directly should reward the sharing of knowledge with other employees (eg. In the company Bain to 25% of the annual award is based on direct help employees another employee in problem solving ).
(Hansen, Nohria, Tierney, 1999) also found that all surveyed organizations use both approaches, but usually focus on one strategy, while the other subsidiary. In one of the cases used the electronic system to store documents that served to accelerate the learning process, but was later supplemented by learning process from the person who has direct experience in a given area. The question is why would such a process was set in general need to collect data in electronic form, but it turns out that this is part of the process of recognition of individuals in the company and career.
There are
In this section we will give a brief review of the literature on the topic of knowledge management. For clarity exposure will vary knowledge on the one hand, and data and information on the other (Zack, 1999). Thus the data are facts out of context that are therefore meaningless. Information derived from the placement of data within some context. Information is usually expressed in the form of messages. Knowledge is rather more complex concept in the sense that it can be hidden (implicit, tacit) famous food photographers or explicitly famous food photographers (explicit). Disguised knowledge (tacit knowledge) is information that is processed and acquired years of experience. It is stored in each employee and is usually not institutionalized and leads to the loss when the individual famous food photographers who owns it fired or retired. Explicit knowledge (explicit knowledge) is codified hidden knowledge (eg. Patents, reports, best practices, policies and procedures).
Disguised knowledge subconsciously understood and applied, famous food photographers it is difficult to articulate, usually famous food photographers follows from direct experience or activities, and is usually divided / transferred through interactive activities, such as talks, storytelling or shared experience. Considering the concepts of data, information and knowledge one step further we come to the concept of organizational learning (organizational learning). (Fisher and White, 2000) define organizational learning from the perspective of cognitive, social networks as a process of thinking (reflective process) which involves all levels of the organization, which include gathering information both from the outside and from the internal environment. This information is filtered through a collective process of making meaning (sense-making process), which results in shared interpretations that can be used to initiate actions that lead to changes in the behavior of the organization and used the theory.
There are many companies adopted a strategy of knowledge management to develop organizational learning. The system of management of knowledge is the (Crossan, famous food photographers Lane, White, 1999) organized by the infrastructure necessary to implement the knowledge management process. famous food photographers This includes famous food photographers both IT and organizational infrastructure, including the need to emphasize organizational culture, internal management mechanisms and appropriate award schemes (incentive schemes). (Zack, 1999) speculated that the success of these strategies depends on the adjustment between organizational roles and structures (including formal and informal) on the one hand, and socio-cultural factors that affect the management of knowledge on the other hand, including culture, power relations , norms, philosophy of management and reward systems, "effective knowledge creation, sharing and balancing requires organizational climate and reward system to evaluate and encourage cooperation, famous food photographers trust, learning and innovation, and reward participation in such roles, activities and processes based on knowledge (knowledge-based roles). " According to (Zack, 1999) has just reward system one of the biggest obstacles to the efficient management of knowledge.
(Hansen, Nohria, Tierney, 1999) also find that the plans of incentives (incentives) play an important role in the process of sharing knowledge. From case management consulting authors to the two strategies of management knowledge - "codification" versus "personalization". The first is based on a policy of codification, storage (storage) and reuse knowledge. This approach, used by companies such as Ernst & Young, uses the phrase 'the people according to the documents "(people-to-documents). The strategy of personalization is used in more specialized consulting companies (eg. Bain, Boston Consulting famous food photographers Group and McKinsey), where emphasis is placed on contacts between people (networking) more than the database. (Hansen, Nohria, Tierney, 1999) believe that the structure of incentives for these two strategies should be essentially famous food photographers different. In the case of codification essential part of assessing performance should be codifying activity, in contrast to approaches where personifications directly should reward the sharing of knowledge with other employees (eg. In the company Bain to 25% of the annual award is based on direct help employees another employee in problem solving ).
(Hansen, Nohria, Tierney, 1999) also found that all surveyed organizations use both approaches, but usually focus on one strategy, while the other subsidiary. In one of the cases used the electronic system to store documents that served to accelerate the learning process, but was later supplemented by learning process from the person who has direct experience in a given area. The question is why would such a process was set in general need to collect data in electronic form, but it turns out that this is part of the process of recognition of individuals in the company and career.
There are
No comments:
Post a Comment