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Gospodarka oparta na wiedzy: transformacja relacji zachodzących w organizacjach w kierunku nowej infrastruktury informacyjnej (A knowledge-based economy: the transformation relationship in an organization towards a new information infrastructure)

By ME Burke

Abstract

Organizational relationships do not remain static but develop over time to fit the changing external environment. In the past established theories dealt with motivation in a classical context ie managing staff that work on site within an organization. Established in the past dealt with motivation theories in a classical context ie managing staff that work on site within an organization. However as the work patterns are changing and employees increasingly use technology to work remotely traditional organizations are now in the autumn of their years and there is a need for organizational relationships to be transformed to match the newly forming information infrastructure. However as the work patterns are changing and employees increasingly use technology to work remotely traditional organizations are now in the autumn of their years and there is a need for organizational relationships to be transformed to match the newly forming information infrastructure. Within this context how then do we manage organizational relationships? Within this context then how do we manage organizational relationships? It has been suggested that there are certain policies that the manager should adopt in order to realize employees potential within this new context - such as clear identification of any problems emerging in organizations as a result of new work trends, an emphasis on recognition of indwidual successes, transparent decision making procedures, efficient verbal and electronic communication systems and properly managed, effective knowledge management systems. It has been suggested that there are certain policies that the manager should adopt in order to realize potential employees within this new context - such as clear identification of any emerging problems in organizations as a result of new work trends, an emphasis on recognition of successes indwidual , transparent decision making procedures, efficient verbal and electronic communication systems and properly managed, effective knowledge management systems. These are all vital issues and factors in motivating employees in a new context. These are all vital issues and factors in motivating employees in a new context. The paper aims to explore how organizational relationships can be better managed within the new context. The paper aims to explore how organizational relationships can be better managed within the new context. This is achieved by a discussion of the traditional views of the process of management and the role of the manager in relation to network structures and processes. This is achieved by a discussion of the traditional views of the process of management and the role of the manager in relation to network structures and processes. The process of reacting to a knowledge-based economy through a consideration of types of strategy is briefly discussed. The process of reacting to a knowledge-based economy through a consideration of types of strategy is briefly discussed. Alternative types of managing such as creative management are also discussed. Alternative types of managing such as creative management are also discussed. The paper closes with an analysis of methods of controlling the new organization. The paper closes with an analysis of methods of controlling the new organization

Topics: Z665, HB, other
Publisher: Polskie Towarzystwo Informacji Naukowej
Year: 2004
OAI identifier: oai:usir.salford.ac.uk:1852
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