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7/31/2019 KM Assignment 2
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Knowledge ManagementAssignment 2
5419822 - Kristophorus H.
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I. Organization Knowledge
Creation1. How does an organization create
knowledge?
2. Explain tacit and explicit knowledge
3. What are four modes of knowledge
conversion?
4. What is knowledge spiral?
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1. How does an organization create knowledge?
Organization cannot create knowledge by itself. Organization
needs the members of organization which have tacit
knowledge as starting point for create the knowledge. They can spread their knowledge by sharing their experience/
knowledge to others. When others understand, they also can
contribute for enriching the knowledge by merge it with their
personal experience and knowledge.
The enriching process of knowledge is consist of severalsteps that involve changing from tacit into explicit knowledge
and vice versa for creating new knowledge based on previous
knowledge.
The enriching process is occurs in the individual level as a
members of organization. This process became the basis formembers or individuals to build tacit knowledge. So we can
see that individual tacit knowledge is the basis for
organizations to create their knowledge.
For create knowledge, organizations must mobilize and
accumulated the tacit knowledge at individual level.
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2. Explain tacit and explicit
knowledge Tacit Knowledge are:
Personal knowledge that context specific, hard toformalize and communicate (Nonaka, I., &Takeuchi, H. (1995))
Unwritten, unspoken, and hidden vaststorehouse of knowledge held by practically
every normal human being based on his/heremotions, experience, insights, intuition,observation, and internalized information.(http://www.businessdictionary.com)
Knowledge that hard to transfer by
writing/verbalizing to another person. Effectivetransfer of tacit knowledge generally requiresextensive personal contact and trust. It is noteasily shared, it involves learning and skill butnot in a way that can be written down. Itsdescribed as know-how.
(http://en.wikipedia.org)
http://www.businessdictionary.com/http://en.wikipedia.org/http://en.wikipedia.org/http://www.businessdictionary.com/http://www.businessdictionary.com/7/31/2019 KM Assignment 2
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Tacit Knowledge (conclusion) Tacit knowledge is knowledge in the mind of
persons which context specific and hard/noteasy for formalize and communicatesbecause its unwritten, unspoken, and hiddenin the mind.
This kind of knowledge is related withsomeones experience including emotion,intuition, observation, and internalizationprocess about something/information.
For transferring tacit knowledge, it requires
extensive personal contact, trust, andinvolves learning and skill.
Tacit knowledge also described as know-how (like learn to ride a bike)
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Explicit Knowledge are: Knowledge that transmittable in formal and
systematic language. (Nonaka, I., &
Takeuchi, H. (1995)) Articulated knowledge, expressed and
recorded as words, numbers, codes,mathematical and scientific formulae, andmusical notations. Explicit knowledge is easyto communicate, store, and distribute and isthe knowledge found in books, on the web,and other visual and oral means. Opposite oftacit knowledge.(www.businessdictionary.com)
Knowledge that has been or can bearticulated, codified, and stored in certainmedia. It can be readily transmitted to others.(http://en.wikipedia.org)
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Explicit Knowledge
(conclusion) Knowledge that can be expressed,
recorded/stored, articulated, codified
as words, numbers, codes,
mathematical and scientific formula, oreven musical notations.
Its easy to communicate, distribute,
and transmit in formal and systematiclanguage
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3. Four models of knowledge
conversion Socialization
Transferring knowledge through imitation,
observation, and experience. It requires
extensive personal contact, trust, andinvolves learning and skill.
Knowledge transfer level still from tacit to
tacit / from someone to someone else.
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3. Four models of knowledge conversion
(contd)
Externalization Transferring knowledge through
metaphor/analogy when cannot find adequateexpression for explaining something to others.
Knowledge transfer level from tacit to explicit
This part become the key of knowledge creationbecause based on the activity of creating newand explicit concept from tacit knowledge
The conversion process in this model is onsequential use of metaphor, analogy, and model
The metaphor part in this part is the importantkey for create a network of new concept
The analogy part process will help us forunderstanding the unknown and make a bridge
above the gap between an image and a logicalmodel
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3. Four models of knowledge conversion
(contd) Combination
Is a process of systemizing concepts into aknowledge system.
This process involves the combining process ofdifferent bodies of explicit knowledge by anindividual through several media such as
document, meetings, conversation by phone, orcomputerized communication networks.
Play critical part on creating new knowledge /concepts through networking of codifiedinformation and knowledge.
By reconfiguring existing information of explicitknowledge, it leads to create new knowledge.
Knowledge creation can be conducted in formaleducation and training.
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Internalization
Is a process of translating explicit knowledge into tacitknowledge and this process is closely related with
learning by doing
The sequential process of socialization,
externalization, and combination will be ended in
internalization by persons and become new tacitknowledge of that persons.
For creating knowledge in the organization, tacit
knowledge must be accumulated at the individual
level and must be socialized with other members oforganization. This process is known as knowledge
creation spiral.
The transforming process from explicit to tacit
knowledge will helpful if the knowledge itself can be
verbalized or diagrammed into documents, manuals,
3. Four models of knowledge conversion
(contd)
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4. What is knowledge spiral? Knowledge spiral is known as an interaction between
tacit and explicit knowledge. Starting with thesocialization mode. In this mode, field building
become a facilitator for sharing experiences and
mental model among members.
Second step is externalization mode that triggered by
dialogue or collective reflection usingmetaphor/analogy for articulating hidden tacit
knowledge.
Third step is combination mode that triggered by
building a network among newly created and existingknowledge from others person.
The last step is internalization mode that triggered by
learning by doing based on the new knowledge that
they have through three steps before.
Each mode of the s iral will create different content
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II. Learning Organization
1. What is learning organization(lo)?What are the characteristic of them ?
2. What is organizational learning
(ol)? What is the relationshipbetween ol and lo ?
3. Explain 5 disciplines in learning
organization by Senge4. Explain team learning, Dialogue vs
Discussion
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Organization that has members continuouslyexpand their ability to creates result based ontheir desire and learn how to learn togetherwith other peoples in the organization.(Senge)
Organization that acquires knowledge and
innovates fast enough to survive and thrive ina rapidly changing environment and will: Create a culture that encourages and supports
continuous employee learning, critical thinking, andrisk taking with new ideas.
Allow mistakes, and value employee contributions Learn from experience and experiment.
Disseminate the new knowledge throughout theorganization for incorporation into day-to-dayactivities.
(www.businessdictionary.com)
1.a. What is learning organization?
http://www.businessdictionary.com/http://www.businessdictionary.com/7/31/2019 KM Assignment 2
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Organization that has members with the
ability for continuously expands their ability tocreate innovation and learn how to learn
together.
Learning organization also refers to a culture
that: Continuously encourages and supports his
members for learning, critical thinking, risk taking
with new ideas.
Learn from experience and experiment, Allow mistakes, and value employee contributions
Disseminate the new knowledge throughout the
organization for incorporation into day-to-day
activities.
1.a. What is learning organization?
(Conclusion)
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The characteristic of learning
organization are System Thinking
Personal Mastery
Mental Models Shared Vision
Team Learning
1.b. What are the characteristic of them
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2.a.What is organizational learning? Continuous process that enhances
collective ability of organization toaccept, make sense of, and respond tointernal and external change.
Organizational learning is more than thesum of the information held by
employees. It requires systematicintegration and collective interpretation ofnew knowledge that leads to collectiveaction and involves risk taking as
experimentation. (knowledge spiral)(www.businessdictionary.com) The way an organization learns and
adapts. (http://en.wikipedia.org)
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Organizational learning is a
process/way that makes theorganization capable to continuously
enhance their collective ability to
accept, make sense of, and respondto internal and external change by
systematic integration and collective
interpretation of new knowledge thatleads to collective action and involves
risk taking as an experiment area.
2.a.What is organizational learning?
(concln)
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2.b. What is the relationship between
organizational learning and learning
organization ?
Organizational learning and learningorganization is not different.
They concern on an ability of an
organization to gain insight andunderstanding from experience
through experimentation, observation,
analysis, and a willingness to examineboth successes and failures.
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5 disciplines in learning
organization by Senge (1) System Thinking
Is a conceptual framework to make the full
patterns clearer and help to see how to
change them effectively Personal Mastery
Is the discipline of continually clarifying
and deepening our personal vision, of
focusing our energies, of developing
patience, and of seeing reality objectively
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Mental Models Deeply ingrained assumption,
generalizations, pictures or images that
influence how we understand the worldand how we take action
Building Shared Vision
When there is a genuine vision which
people excel and learn not because they
are told to, but because they want to
5 disciplines in learning
organization by Senge (2)
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Team Learning Suspended all assumption of each team
members and engaging true dialogue
5 disciplines in learning
organization by Senge (3)
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Explain team learning, Dialogue
vs Discussion Team learning viewed as the process of
aligning and developing the capacities of ateam to create the results its members trulydesire
Dialogue is the basic level of team learning.In dialogue, different views presented as ameans toward discovering a new view.Dialogue not seek an agreement but a richer
of complex issues Discussion is the counterpart of dialogue. In
discussion, different views are presented anddefended and will provide useful analysis ofthe whole situation. Discussion converge ona conclusion or course of action
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III. Challenge of knowledge
sharing1. Why do people share or not share
their knowledge?
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Why do people share or not
share their knowledge? Sharing knowledge is not about giving or getting
something from people.
Sharing knowledge occurs when people reallyinterested in helping one another to develop newcapacities for action.
People share knowledge because To help another people things done and built
relationships so they in turn help back
Have something to gain
reward
People not share knowledge because Knowledge is power
Lack of time and trust
Not realizing how useful particular knowledge is toothers