Challenges and facilitating factors in interorganizational knowledge acquisition:evidence from the Orange Line Metro Train System and Sustainable Bus Rapid Transit Corridor

PurposeThis paper aims to identify challenges and facilitating factors in interorganizational knowledge acquisition. For this purpose, the interorganizational settings of the Orange Line Metro Train System and Sustainable bus rapid transit (BRT) Corridor in Pakistan are examined.Design/methodology/approachThis study uses an exploratory multiple case study approach. The empirical data encompasses semi-structured interviews and archival documents. Within and cross-case analyses are used for analyzing the data.FindingsThe findings identify challenges such as time pressure, knowledge hiding, finding credible information sources, organizational red tape and facilitating factors such as clear objectives, individual interest and personal commitment, and revisiting the organizational culture and environment in which interorganizational knowledge acquisition takes place.Originality/valueBy examining knowledge acquisition in interorganizational projects, this study contributes to the literature on knowledge-based theory

Strategizing Effective Succession Planning for Information Technology Executives

Organizations across the United States lose hundreds of millions of dollars each year due to the lack of effective succession planning for information technology executives. The purpose of this single case study was to explore strategies for the development and implementation of effective succession plans for future information technology executives. Bass and Avolio\u27s transformational leadership theory was the conceptual framework for this study. The 3 participants were selected based upon their roles as executives in technology-related positions and their experiences with succession planning. Data were collected using semistructured interviews with these executives from a company headquartered in Kansas City, Missouri. Organizational documents, including an employee assessment form and a description of attributes that each information technology professional is measured against, were also analyzed. Yin\u27s 5-phase model was used to analyze the data; steps included compiling, disassembling, reassembling, clarifying, and the development of conclusions. The 3 major themes that emerged from data analysis were diversity of background, professional development, and sourcing of executives to improve the success of information technology executives. Using study findings, organizational leaders may help to bring about social change by enhancing the growth of high-performing information technology professionals. Assessing talent and tailoring development opportunities, coupled with mentorship, could help information technology professionals prepare for future positions that positively impact employee morale, establish a common vision across their organizations, and identify opportunities for interaction with local communities

Gestão do conhecimento nas organizações: impacto na motivação e na criatividade

O conhecimento é hoje um ativo basilar para as organizações, sinónimo de criação de valor e de vantagem competitiva, que necessita de ser gerido de modo a apoiar a sua criação, adaptação, codificação, transferência e aplicação. Neste contexto, a gestão do conhecimento enquanto processo sistemático, estruturado e intencional tem como principal propósito a obtenção da excelência organizacional, através da identificação e interligação das fontes de criação com as necessidades de aplicação do conhecimento. A presente dissertação versa sobre a gestão do conhecimento nas organizações com o objetivo de analisar quais os efeitos na motivação e na criatividade organizacional, de forma a dar resposta às seguintes questões de investigação: Existe uma correlação entre a gestão do conhecimento e a motivação? Existe uma correlação entre a gestão do conhecimento e a criatividade?. Para o efeito, foi realizado um estudo empírico assente numa metodologia quantitativa, com dados recolhidos através de um inquérito por questionário, ao qual se obtiveram 106 respostas, o que constitui a amostra do estudo. O questionário foi baseado em escalas previamente testadas e validadas em outros estudos em Portugal para a gestão do conhecimento, para a motivação e para a criatividade. Os resultados obtidos evidenciam que a gestão do conhecimento tem um impacto positivo e significativo na motivação, mostram uma correlação fraca entre a gestão do conhecimento e a criatividade, porém um efeito positivo, com a gestão do conhecimento a explicar 10,3% da criatividade. A investigação realizada pretende contribuir para a prática de gestão das organizações, designadamente, no que se refere às políticas e práticas de gestão do conhecimento. Por conseguinte, pode constatar-se que a construção de uma estratégia organizacional baseada em processos de gestão do conhecimento tenderá a produzir efeitos positivos e consideráveis na motivação e na criatividade. Em termos de trabalhos futuros, e de forma a contribuir para o conhecimento acerca do fortalecimento da diferenciação competitiva das organizações, sugere-se a realização de investigações que analisem o impacto do conhecimento tácito na criatividade organizacional

Knowledge Management Strategies in Support of Succession Planning

Leader succession is a persistent strategic concern for U.S. federal agencies. The resultant loss of institutional knowledge as members retire, are replaced or are promoted significantly impacts the organization’s performance. Grounded in knowledge management theory, the purpose of this qualitative single case study was to explore strategies federal leaders use to emplace effective knowledge management programs to support succession planning. The six participants were middle and senior-level leaders of a U.S. federal agency located in Texas who had at least 5 years of experience managing their organization’s knowledge systems during succession planning and succession events. Data were collected using semistructured interviews, published documents, and organizational artifacts. Yin’s qualitative data analysis process was used to identify four themes: (a) structured knowledge systems, (b) organizational documentation, (c) knowledge transfer methods and member education, and (d) program evaluation. A key recommendation is for leaders to invest and promote resources that effectively support leadership turnover events. The implications for positive social change include the potential for leaders to implement process efficiencies that reduce the need to allocate persistent government resources, reducing communities’ tax burden while sustaining the services provided

Knowledge Management in Engineering Companies in the Nigeria Oil and Gas Industry

Engineering companies in the Nigerian Oil and Gas Industry are not able to optimize their knowledge resources through the continual conversion of tacit knowledge to organizational knowledge. This is due to barriers that inhibit the holistic process of tacit knowledge conversion. The purpose of this qualitative case study was to understand the enablers and barriers to tacit knowledge conversion in engineering companies as perceived by engineering practitioners working in the Nigerian oil and gas industry. The central research questions focused on exploring the enablers and barriers to the conversion of tacit knowledge to organizational knowledge in oil and gas engineering companies in Nigeria. An integration of tacit knowledge conversion framework and organizational learning framework provided a two-fold conceptual lens for exploring the enablers and barriers to tacit knowledge. Qualitative data were collected using in-depth semistructured virtual interviews with 22 experienced engineering practitioners by using purposive sampling. Thematic analysis was used to identify patterns and themes in the dataset in relation to the research question. Nonexistent knowledge management systems and inconsistent knowledge management practices were the most significant barriers to tacit knowledge conversion in Nigerian engineering companies. The most significant enablers were good knowledge and employee retention strategies, top management commitment, and creating an enabling environment. This study may contribute to positive social change by sensitizing all stakeholders in Nigerian oil and gas industry on the need for the implementation of knowledge management systems and conversion of tacit knowledge to organizational knowledge