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

Promoting Knowledge Transfer in Science and Technology: A Case Study of Technology Park Malaysia (TPM)

Knowledge transfer can be defined as a process of knowledge creation and application, knowledge mobilization and exchange, information search and transformation as well as the learning process at and outside the workplace. The success of companies in a knowledge-based economy relies more on knowledge and intellectual capital than on other resources. Therefore, transferring new knowledge from foreign multinational corporations (MNC) to the local workforce is a basic step for sustaining competitive advantages. Success in knowledge transfer depends on employee absorption capacities,organizational learning climate, and the willingness of foreign expatriates in MNCs to transfer knowledge. Using the case study of Technology Park Malaysia (TPM), this paper investigates to what extent knowledge inflows and outflows have taken place among the professional Malaysian workforce. It also analyzes the factors influencing knowledge transfer

Competency-based versus task-based job descriptions: effects on applicant attraction

In order for organizations to attract applicants, they need to ensure they are using attractive recruitment materials. Previous research has failed to examine the effect of varying types of job description formats on applicants’ level of attraction to an organization. This study examined applicants’ attraction to organizations based on competency-based and task-based job descriptions. A total of 258 participants were from a Southeastern university, representing three different majors. The job descriptions were individualized based on academic major. Participants read both competency and task-based job descriptions and rated their attraction to each organization. The Big Five and Love of Learning measures were administered, as these constructs could affect attraction to a particular job description. The results of this study suggested no difference in organizational attraction based on competencies or tasks. Love of Learning was not positively related to attraction to the organization with the competency-based description. Openness to experience was positively related to competency-based job descriptions for nursing majors. Implications and future research suggestions are discussed

A critical discourse analysis of negotiations between business and Aboriginal peoples : implications for strategic management of crosscultural knowledge

The concept and use of knowledge in business studies is predominantly determined by a Western interpretation, with strategic management theory and practice positioning knowledge as a key factor in the creation of competitive advantage. The thesis examines Western and Aboriginal ways of knowing, and explores the presuppositions of knowledge in Western culture.Utilising critical theory the thesis has researched and penetrated the cultural interface between Aboriginal and non-Aboriginal people during business negotiations. The research is a first order interpretation by a non-Aboriginal researcher that critically analyses and unpacks the non-Aboriginal discourse of cross-cultural negotiations. The thesis reveals the impact of Western normative culture on the construction of cross-cultural knowledge.It is argued the current Western orientation of strategic management theory fails cross-cultural negotiations, and that ways of knowing outside the paradigm of traditional strategic management research can provide a broader understanding of knowledge and improve cross-cultural negotiations. The thesis argues that the models for understanding national cultures are Western orientated models that may have inherent cultural limits. The thesis draws upon frame theory, and argues that cultural schema and mental models known as frames have a significant impact on cross-cultural negotiations.The significance of the research resides in two primary areas. Firstly the literature regarding knowledge in strategic management is inclined to be positivist with a strong Western academic influence. This thesis argues that the literature and discipline of strategic management will be enriched by a more heterogenous approach to knowledge through a diversity of research paradigms, and through understanding other cultural approaches to knowledge. This thesis contributes through an interpretive perspective to strategic management theory and practice.Secondly the research contributes to the literature, theory and practice of cross-cultural negotiations. Specifically there is a paucity of literature on Aboriginal and non- Aboriginal negotiations, and this thesis through the critical discourse analysis of negotiations provides a significant insight into this cultural interface. Frame theory assists understanding how non-Aboriginal negotiators make meaning during cross-cultural negotiations and how this influences their understanding of knowledge.The thesis concludes with two key recommendations. Firstly that strategic management research, theory and practice will be well served by a broader approach to knowledge. This will be achieved by recognising that a positivist approach to research in strategic management has limitations, and the management models of knowledge have culturally imbued presuppositions or schema that frame our interpretation of ways of knowing. Secondly two models for cross-cultural negotiations are proposed. The models recommend that we suspend our own constructs of reality to engage with other ways of knowing in a reflective process to generate new schemas of knowledge

TECHNOLOGY AND KNOWLEDGE TRANSFER: A CASE STUDY OF THE LIBYAN OIL AND GAS INDUSTRY

The goal of this research is to investigate the importance of technology and knowledge transfer in the oil and gas industry in Libya. It explores the key characteristics and behaviour associated with the foreign companies who are in a position to transfer a substantial amount of knowledge and technology to local partners. This research also aims at exploring the technology and knowledge processes, their significance and how transfers occur. The aim is to identify the most efficient and effective strategies and policies to support local partners. Further, it examines the nature of the transfer, showing the main barriers which might be faced by both parties. Data for this research were collected via two main methods: questionnaires and interviews (unstructured interviews). Two types of questionnaire were prepared for this study. The first type was specifically written for use with the Libyan nationals, while the second was designed for the foreign personnel in the comp oil and gas industry in Libya. Each type of questionnaire was designed to seek different types of information. Unstructured interviews were also conducted with various individuals where ore qualitative information was obtained. The research findings indicate that both closed technology and tacit knowledge have become very important factors for the rapid development of companies. However, this study found that neither closed technology nor tacit knowledge was transferred widely to the oil and gas industry in Libya. It was discovered that tacit knowledge is held within the individuals, it is the skill that adds wealth to the value and significance of knowlwledge; it is also acquired via dialogue, discussion and exchange of ideas. However, the transfer of tacit knowledge is often difficult because of its nature.EThOS - Electronic Theses Online ServiceGBUnited Kingdo

Perceptions of human resource information system usage for knowledge management in the context of human resource management .

Thesis (M.Com.)-University of KwaZulu-Natal, Westville, 2010.21st century human resource (HR) managers face new challenges that require the management of employee resources and the management of information resources overload to support human resource management (HRM). The proposed research will examine the integrated approach that could be adopted by human resource information systems (HRISs) to identify, classify, store and evaluate human resource information assets to meet the strategic needs of HRM in the 21st century organisational era. The information assets may include databases, documents, policies, procedures, as well as the un-captured tacit expertise and experience stored in individual’s heads, in the form of knowledge. We live in an information economy powered by the human capacity to create value out of knowledge – an intangible asset that is referred to as Due to scarcity in natural resources, modern and knowledge organisations increasingly depend on the knowledge contained in the organisation to succeed and remain competitive. This study examines the perceptions of Human Resource Information System usage for knowledge management in the context of human resource management. Data for the study was obtained from a sample of 70 human resource employees employed at retail organisations within South Africa. The data was quantitatively analysed using descriptive and inferential statistical techniques. The study indicated uncertainty about the use of HRIS functions while the respondents agree with using technology as a tool for sharing information. The concept of knowledge was explored as a strategic asset for the organisation to capitalise on as a competitive advantage, and the study explained that while HR employee’s value and recognise the various forms of the knowledge assets within employees, HR employees were uncertain about knowledge challenges. Although knowledge is generally shared within organisations, the benefits must be further explained in order to gain commitment and support

Knowledge sharing for sustainable development: A mixed-method study of an international civil engineering consultancy

Sustainable development (SD) is a pressing global issue that is becoming increasingly prominent on clients and governing bodies agendas. In order to survive, organisations are seeking ways to negate their detrimental environmental impacts. This is no easy feat: SD is both complex and dynamic. To be successful, organisations need to leverage and expand their most valuable asset – knowledge. Civil engineering plays a significant role in SD – it shapes our environment and governs our interaction with it. However, extant research asserts that civil engineering related disciplines have been slow to adopt SD oriented practices; a possible result of their complex and fragmented organisational environments. The literature suggests that effective knowledge sharing (KS) can overcome these barriers, thus driving enhanced SD performance. Consequently, this research aims to investigate how the civil engineering sector can improve its intra-organisational sharing of SD knowledge, using an international civil engineering consultancy as an exemplar. Whilst there has been much research surrounding KS and SD there has been limited research that has investigated KS for SD, thus this thesis contributes to this limited body of knowledge. Mixed-method research was used to address the abovementioned aim. An increasingly popular approach, it is widely believed to generate greater value through complementary integration of quantitative and qualitative research paradigms. This approach lends itself also to the ethnographic inclinations of the reported research: the author was embedded within the case organisation, and sought a rich and reliable understanding of the study phenomena. An initial set of semi-structured interviews suggested that the case organisation’s members exhibit positive attitudes towards KS and SD, yet are often constrained by a number of common KS barriers, namely: a lack of organisation slack (i.e. time); a silo mentality; and poor SD ICT systems. These socio-cultural and technical barriers were subsequently investigated and contested using social network analysis techniques and an intranet acceptance model. A number of observations are made on the relationships between the findings from the research activities. It is believed the organisation often exhibits a reactive approach to KS for SD, which is deemed undesirable. This signals the need for greater senior management support to cultivate a culture where KS for SD is the norm and is integrated with work practices. A series of recommendations are provided to help the case organisation understand how such change could be cultivated. Several implications follow from this work. The mixed-method approach revealed a number of contradictions between the findings of each research activity. It is therefore postulated that mixed-method designs can provide a richer understanding, thus reducing misconceptions of KS phenomena. Following from this, the research contends that it may be too easy for researchers to identify with ubiquitous KS barriers as the reported research suggests that these may be perceived rather than actual. The research also reinforces the need for senior management support. These individuals govern the systems in which organisational members operate and thus have the ability to enhance KS for SD. Finally, the research demonstrates that SD ICT systems have little impact unless they are embedded in receptive contexts. Thus, an action research approach to KS system development is advocated to ensure systems are shaped to meet user expectations and drive desired KS behaviours. This research is presented in five peer-reviewed articles.EThOS - Electronic Theses Online ServiceGBUnited Kingdo

The role of knowledge management in the sustainable development of Lake Victoria basin

The Lake Victoria Basin (LVB) is endowed with natural resources which are drivers for sustainable development at local, national and regional levels. However, these resources are adversely affected by dynamic social, economic, environmental and political factors. Poor coordination and ineffective knowledge management programmes among various players within the LVB has led to duplication of efforts as substantial information and knowledge generated is unavailable to users. As a result, over-exploitation of natural resources has resulted in unsustainable development of the LVB. This study sought to establish the role of knowledge management in promoting sustainable development of the LVB. Specific objectives were to: determine the role of knowledge management in sustainable development of LVB; determine challenges and barriers hindering effective knowledge management; establish tools and technology that can be used to enhance knowledge management; and establish the strategies used by organisations in LVB to manage knowledge generated for sustainable development. A descriptive survey design was used in this study targeting 98 (with 76.5% response rate) officers of various ranks working in 26 organisations involved in development programmes/projects and located in the five partner states within the LVB. Data was collected using self administered questionnaires and a desk review. Findings showed most respondents agreeing that knowledge management is a systematic utilisation of policies, processes, activities and tools which empower organisations to apply knowledge to improve effectiveness, innovation and quality. Up to 93.9% of the organisations facilitated discovery, capture, storage and retrieval of knowledge. Most organisations encouraged documentation of lessons learnt, with some making it mandatory to deposit key documents in the library. Paper-based media was the most preferred knowledge storage format. Lack of an open-minded sharing environment, bureaucratic procedures and poor information systems were the common barriers to knowledge management, while lack of time (68.4%) was an obstacle to proper xvi documentation. The internet was the most popular knowledge management tool/technology; though technical issues were the most critical problems affecting ICT use (71.4%). Based on these findings, this study recommends a holistic and coordinated approach to knowledge management among all institutions working in the LVB to address the challenges of sustainable development in the basin.Information ScienceM. Inf. (Information Science

Organizational capacity and knowledge transfer : a qualitative case study of the 2007 Canada Winter Games host society

Understanding and managing the knowledge transfer process in sport organizations is an essential component to enhance organizational capacity. Very little research on either capacity or knowledge transfer within a sport organization exists. Consequently, the purpos e of this qualitative case study was to, examine the transfer of knowledge process within a major games host society. Specifically, two research goals guided the study: 1) To develop a model to explain a knowledge t r ans f e r process in a non-profit ma jor games hos t organization and 2) To examine the relevance of the model to a Canada Games Hos t Society. Data we r e collected from interviews with middle and senior level volunteers as well as senior s t a f f members (n= 27), document s and observations. The findings indicated three barriers to knowledge transfer: structural, systemic, and cultural. As a result of the findings a revised model for knowledge transfer wa s proposed that included modifications related to the direction of knowledge flow, timing of the knowledge transfer process, and group inter-relations. Implications identified the importance of intuition managers, time and organizational levels for successful knowledge transfer. Recommendations for future host societies and the Canada Games Council are presented