Analysis of Knowledge Management, Organizational Learning and Innovation: How Facebook has effectively integrated these three elements in its Structure

The key motive for this study had been to investigate and explore the current state of knowledge in organizational learning, knowledge management process and its impact on innovation with the help of frameworks. The report commence by a brief introduction of organizational learning and knowledge management. This is followed by a literature review carrying out an in depth analysis of conceptual and theoretical frameworks of knowledge management and organizational learning. The paper then reviews the application of these concepts on the social network service; Facebook. It will then go on to discuss the exploitation of knowledge and innovation within the organization. Finally the paper will conclude by summarizing the analysis with an attempt to validate the significance of the study. Keywords: organizational learning, knowledge management, innovation, social networ

Analysis of Knowledge Management, Organizational Learning and Innovation: How Facebook has Effectively Integrated These Three Elements in its Structure

The key motive for this study had been to investigate and explore the current state of knowledge in organizational learning, knowledge management process and its impact on innovation with the help of frameworks. The report commence by a brief introduction of organizational learning and knowledge management. This is followed by a literature review carrying out an in depth analysis of conceptual and theoretical frameworks of knowledge management and organizational learning. The paper then reviews the application of these concepts on the social network service; Facebook. It will then go on to discuss the exploitation of knowledge and innovation within the organization. Finally the paper will conclude by summarizing the analysis with an attempt to validate the significance of the study. Keywords: organizational learning, knowledge management, innovation, social networ

A STUDY ON INFRASTRUCTURE AND ORGANIZATIONAL LEARNING: RETHINKING KNOWLEDGE PERFORMANCE PERSPECTIVE

This paper aims to present an integrated outlook of knowledge performance by reviewing the linkage between knowledge management (KM) infrastructure and organizational learning dimensions. The study endorses infrastructure capabilities i.e. culture, structure, technology and human resource to influence learning which subsequently leads to enhance knowledge performance within organizational context. A systematic review has been applied to assess KM literature including prior conceptual and research studies that help to substantiate the linkages among KM infrastructure, organizational learning and knowledge performance. The proposed conceptual model provides insights for managers and strategists to analyze the role of KM infrastructure in improving learning practices and knowledge performance. Furthermore, this study emphasizes on enabling learning processes and knowledge infrastructure dimensions, particularly mentioned by Lee and Choi (2003). In spite of various researches in KM there is still a need to review the linkages among the key elements which may affect knowledge performance. This paper contributes to the KM literature by adjoining KM infrastructure to organizational learning and visualizes the integrative effect that may enhance knowledge performance. Study limitations and future scope of the study has also been discussed in the later section

Bonus for quality of products and services in the TQM concept : the problems of reality and justice

The article discusses the importance of remuneration systems in organizations using Total Quality Management (TQM) and presents the current state of knowledge regarding the role of remuneration systems in quality improvement. The main objective of this paper is to determine the role played by (rarely researched) bonus systems in the process of motivating employees to improve product and service quality. Firstly, the authors indicate to what extent quality criteria are included in the designing of remuneration systems. Secondly, they provide employee feedback on how motivating their pay systems are. Thirdly, they determine to what extent different pay solutions are assessed as fair. Findings: decisions on bonus granting are based on not only objective product/service quality criteria but also opinions such as assessments made by superiors and criteria such as zero work-related accidents, zero sickness absences, or customer satisfaction levels. Thus, it is difficult to assume that bonus granting criteria are completely fair. The conducted analysis shows that a considerable group of the respondents consider bonus awarding as a source of perceived injustice. The most important factors influencing employee motivation include commendations from superiors (in service enterprises) and the possibility of self-control in production enterprises. Contributions: the conducted research extends the knowledge of the role of bonus systems in processes aimed at improving the quality of services and products

Knowledge Management and Measurement: a Critical Review

Purpose - Knowledge is the currency of the current economy, a vital organisational asset and a key to creating a sustainable competitive advantage. The consequent interest in Knowledge Management (KM) has spurred an exponential increase in publications covering a broad spectrum of diverse and overlapping research areas. The purpose of this paper is to provide a literature review and categorised analysis of the rapidly growing number of KM publications, and offer a comprehensive reference for new-comers embarking on research in the field with a particular focus on the area of Knowledge Measurement. Design/methodology/approach - A total of 350 articles published in peer-reviewed journals over the last decade are carefully reviewed, analysed and categorised according to their specific subject matter in the KM context. Findings - KM research tends to fall in one of five categories: (1) Ontology of Knowledge and KM, (2) Knowledge Management Systems, (3) Role of Information Technology, (4) Managerial & Social issues, and (5) Knowledge Measurement. Despite the accumulation of extensive publication efforts in some areas, a series of disagreements and a theory-practice gap are revealed as challenging issues that need to be addressed. Research limitations/implications - The scope of this study does not cover KM research in its entirety due to the vast nature of the research field. Originality/value - This paper presents a new birds-eye view of the KM landscape through a novel taxonomy of KM research providing researchers with new insights for future applied research, and offers a comprehensive critical review of major knowledge measurement frameworks

Establishing Organizational Learning-Based System for Individual Using Self-Talk Therapy Approach: Case Study at Gula Padang Terap Sdn Bhd

This research investigates the elements that can encourage individuals to externalize and share tacit knowledge, which is critical in a continuous development of organizational learning-based information systems. To achieve this, self-talk therapy and proactive employee elements were utilized. The following objectives are proposed as a benchmark: (1) to develop the proactive employee elements in the respondents’ mindsets by using self-talk therapy training program; (2) to understand the roles of proactive employee elements in encouraging tacit knowledge externalization, sharing and documentation; (3) to investigate the roles of tacit knowledge externalization, sharing and documentation on a continuous information system (IS) database updates; and (4) to investigate the roles of IS database updates on organizational learning (OL). An in-depth case study approach was employed involving a manufacturing organization in Malaysia. The data was collected through interviews, observations, and documents review and analyzed using five-stage-hermeneutic analysis. The findings of this study indicated that the self-talk therapy training program were able to instill the proactive employee elements in the respondents’ mindsets. Being equipped with the proactive employee elements encourages the individuals to promote changes within their company. These elements in turn enable individuals to externalize, share and document tacit knowledge by producing ideas, actions, reactions and reflections. The documented tacit knowledge can be used to update organizational database. When the updated contents of organizational database are disseminated within the organization, a continuous learning is established. All these scenarios lead to the establishment of OL. This research offers a contribution to academic and business societies by presenting the elements that can encourage staff members to contribute inputs in terms of ideas, views or suggestions for OL-based IS development. This research also provides the decision makers with a platform that can reduce the dependency on the material rewards in motivating staff members

Towards sustainable industrial development - a systems thinking-based approach

Various critical global issues, including global warming and poverty, have been recognized and identified by the United Nations (UN) as drivers for unsustainability. Consequently, the UN established the Sustainable Development Goals (SDGs) with the aim of seeking universal peace and larger freedom by balancing the three dimensions of sustainable development, i.e. economic, social and environmental. A particular attention SDGs pay is in eradicating poverty as this is considered one of the greatest global challenges. Poverty is not only an economic matter as it also has an impact on the social and environmental dimensions. A strategy to tackle poverty is to foster industry development. However, a holistic point of view is necessary by also considering stakeholders otherwise, it becomes a neoliberal solution. Despite the fact that some research has been conducted, e.g. case studies and surveys of sustainable practices, there is a lack of industrial sustainable development as a framework to tackle sustainability issues. Thus, this paper proposes a framework for industrial sustainable development under a socially inclusive approach within the context of the Mexican manufacturing industry. The framework proposal is based on a state-of-the-art literature review conducted in the Web of Science and Scopus databases.N/

The MinK Framework: An Integrated Framework to Assess Individual Knowledge in Organisational Context.

Knowledge is the currency of the global economy, the foundation of wealth creation, and the sole antecedent of sustainable competitive advantage in today’s markets. In the current business environment, success of organisations is dependent upon their ability to develop and implement resilient Knowledge Management (KM) strategies to leverage and exploit their knowledge assets. Yet, knowledge is intrinsically linked to individuals and their exclusive abilities to create, share and apply knowledge thereby creating value for their organisations. Knowledge holders are without doubt the valuable assets which lead the increasing velocity of organisational transformation in order to cope with market pressures and confront uncertainty. Effectual KM thus implicates knowledge assessment capability that enables the identification of knowledge holders within the firm and accordingly optimises the allocation of knowledge assets. Identifying and retaining knowledge holders requires a systematic KM initiative to help managers assess the individual knowledge of their employees and hence formulate and evaluate knowledge management and retention strategies. This research therefore attempts to focus on knowledge assessment practice and explores the underlying constructs of individual knowledge in the organisational context. In light of the knowledge-based view of the firm[1][2][3], a comprehensive theoretical model highlights the crucial role of individuals in organisational knowledge dynamics based on seminal KM theories of Stocks and Flows of Knowledge[4], Intellectual Capital[5] [6] [7], and the SECI Model of Knowledge Creation[8]. Evolving from this conceptual foundation, the MinK framework is proposed as an innovative framework that endows organisations in delineating knowledge stocks and visualising knowledge flows by providing an integrated assessment platform for decision makers. The presented framework ensures that individual knowledge is accurately assessed from a number of perspectives using a well-defined set of theoretically grounded and industry validated indicators stemming from a multi-dimensional scorecard. Flexibility is embedded in the MinK framework, allowing managers to customise the key measures according to the firm’s specific context. Adopting the 360-degree approach, the assessment process uses self evaluations and multi-source knowledge appraisals to provide rich and insightful results. An Individual Knowledge Index (IK-Index) that denotes the overall knowledge rating of each employee is another research outcome spanning out of a unique formula that combines a number of Multi-Criteria Decision Analysis (MCDA) techniques to consolidate assessment results into a single reflective numeral. The incorporation of technology enables the complete automation of the assessment process and helps to address parametric multiplicity and arithmetic complexity. Armed with advances in Information Technology, the MinK Web System offers a user-friendly interface supported by a sophisticated computational module and a smart deep learning algorithm to ensure the efficiency, security, and accuracy of the assessment process. Companies that used MinK in the pilot study have described the framework as an accurate assessment solution which can enable managers to make informed decisions, particularly in human capital planning. Such an approach balances the art and science of KM while taking into account the culture and dynamics of the organisation. Ultimately, this research advocates a people-centric KM approach that places the individual knowledge holder at the core of KM activity, and suggests that effective KM is essentially effective management of knowledge workers

Knowledge management tool selection

Dawson (2009) suggested a twelve step methodology for implementing knowledge management solutions following research which showed that implementing knowledge management solutions was not as successful as expected. This thesis investigates the third of this twelve step methodology which requires finding a knowledge management solution in the context of the problem. The aim of the research is to determine a methodology that will provide a systematic way for managers to select an appropriate knowledge management tool given a particular working environment. Two organisations are investigated to confirm that there is a need for a systematic methodology for selecting knowledge management tools and how a methodology may help in achieving selecting an appropriate tool. This investigation is carried out using case studies, action research and interviews and results in discovering that organisations do not have a systematic method for selecting tools which leads to tools being selected haphazardly and not always successfully. Two tools are developed to aid a manager in selecting a knowledge management tool: the House of Knowledge Management Tool Selection and the Knowledge Management Tool Classification Grid. The House tool helps to identify the knowledge problem being solved and evaluates all potential knowledge management tools against the problem. The barriers to the potential success of the tools are also examined. The grid identifies potential tools by classifying them against knowledge problems. The two tools are further refined and developed using the two organisations as case studies to demonstrate how and when the tools can be used. This leads to development of the Barrier House and the Evaluation Grid. A framework and associated methodology are then developed that can be used as a guide to using the tools, offering a systematic approach to selecting knowledge management tools given any environment and thus accomplishing the aim of the thesis