Chapter 14

Leadership and Reward Structures

Chapter 14 Knowledge Management 2

Culture Change

successful KM takes culture change you have to gain the heart and the minds of

the workers

Chapter 14 Knowledge Management 3

KM leadership roles (CKO)

Educating user Educating the management team

Mapping and de-fragmenting existing knowledge

begin with what already exists

Create the technology channels integrating the business process with the

technology enablers

Chapter 14 Knowledge Management 4

KM leader’s job description (CKO) Optimizing process design for KM : design process for creating new knowledge

distributing existing knowledge applying or reusing what is already known

Creating channels for leveraging untapped knowledge and competencies within the firm

Integrating KM : embody KM into the routine task and activities

of the firm employee

Chapter 14 Knowledge Management 5

KM leader’s job description (CKO) Breaking barriers:

break down technical, cultural, and workflow barrier in communication and knowledge exchange processes

making a strong case for KM investments

Watching the learning loop ensure that the firm is learning from its past mistakes

and failures

Creating financial and competitive value build knowledge asset

Support IT

Chapter 14 Knowledge Management 6

CKO Successful KM depend on CKO

Chapter 14 Knowledge Management 7CKO responsibility

Explicit

Tacit

Organizational Technical

COP

Chapter 14 Knowledge Management 8

Functional Oriented

Project Orientedsoftware law business

service marketing

employee pool stable employee pool mobile

KM leader culture focus

Chapter 14 Knowledge Management 9

Reward structureReward structure

KM is 30% for technical part KM is 70% for culture change

KM needs strong reward structure

Trust and cooperation is very important for KM system

Chapter 14 Knowledge Management 10

Reward structureReward structure Each employee must know why his or her opinion

and contribution to the KM system counts CKO must ensure that employees are given the time

to contribute to it as a part of their jobs CKO motivate employee to use and add value to the

KM system promotion system are designed to recognize those

who do the best job of knowledge sharing penalized those who don’t share knowledge reward accumulation of skills in addition to

performance

The end.