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1
Tanabe, Eiichi 1959. "Knowledge chain in the clockspeed-based organization." Thesis, Massachusetts Institute of Technology, 2000. http://hdl.handle.net/1721.1/29209.
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Thesis (S.M.)--Massachusetts Institute of Technology, System Design & Management Program, 2000.Includes bibliographical references (leaf 75).
Adding to the increasing complexity and ambiguity in products and customer values, the sudden rise in the clockspeed of business operations is forcing existing companies towards a new organizational model, which autonomously integrates knowledge across technologies, functions, and clockspeeds to find optimal solutions. This thesis first analyzes clockspeed characteristics in terms of four dimensions (customer value, product, process, and organization) and clarifies them by means of presentations. Based on this analysis, it develops a conceptual framework and an organizational model for the mixed clockspeed organization: that is, a company whose products individually involve components or elements with different clockspeeds, and where the four dimensions of clockspeed are not necessarily highly correlated. Finally, the thesis proposes an original model for organizing such a mixed clockspeed organization, focused on building an intermediate layer of organization to mediate between the formal business unit structures and the informal human networks that have long been recognized as crucially important for technical organizations.
by Eiichi Tanabe.
S.M.
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Hamilton, Molly Elizabeth. "THE IMPACT OF ORGANIZATIONAL CULTURE ON COMMUNITIES OF PRACTICE WITHIN A FAITH-BASED ORGANIZATION." OpenSIUC, 2011. https://opensiuc.lib.siu.edu/dissertations/361.
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This qualitative study investigated how the organizational culture at a small, non-profit, faith-based organization impacted communities of practice (CoP). The literature reviewed focuses on the following: faith-based, non-profit organizations, communities of practice and organizational culture. The study was situated in a small, non-profit, faith-based organization in Southern Illinois. The methodology of the study was an ethnographic informed design and the follow methods were used: participant observation, interviews, and document analysis. Wenger's (2004) social theory of learning informed this study. The purpose of the study was to describe: (a) how a small, non-profit, faith-based organization's culture fosters or hinders the development and growth of communities of practice (CoPs), (b) how the organizational members identify the existence of CoPs, and (d) what value the organization recognizes as a result of the knowledge shared. This is important not only to add to the literature concerning small, faith-based organizations and CoPs, but to help this organization and similar organizations understand the importance of learning that takes place as a result of organizational member's participation in CoPs. In light of the Personal Responsibility and Work Opportunity Reconciliation Act (PWORA) of 1996, or more informally known as Charitable Choice (Thomas, 2009) and now the White House Faith-Based and Neighborhood Partnerships (White House, 2009), the need to help these small, faith-based organizations is relevant. Part of helping the sustain themselves could be by enabling them to recognize the existence of CoPs within their organizations, and in turn helping them understand how to utilize CoPs to their benefit. The results of this study provide discussion around several findings. Findings revealed that there is a CoP in existence. Organizational members do recognize that they share a passion and come together as a group to work toward that passion, yet do not recognize the CoP as it is defined. Further findings provide understanding about how knowledge is shared and what knowledge is shared among organizational members that participate in the CoP. In addition, findings reveal that the organizational culture is aligned with the faith and values of the organization; that the culture does foster growth of CoPs in various ways, but does hinder the growth of CoPs through two barriers. There are several conclusions drawn from this study. First, that the staff is the central hub of communication flow between the internal organizational members Second, that learning is a heart thing, which is a metaphor used to describe the affective learning that takes place within the organization. Third, there is a strong relationship between the culture of the organization and the CoP. Fourth, that sharing, socializing and prayer time are tools used for social interaction among the staff and volunteers. Finally, that the framework of the social theory of learning is embedded with the community of practice identified at The Center. The recommendations include ideas for future research that could expand on the conclusions of this study. Additionally, it is recommended that the results of this study be shared and explained to the organization itself, as well as create ways of sharing the results with similar organizations. Sharing of this study would help such smaller, faith-based, non- profit organizations learn how recognize CoPs, understand how to build a culture within their organization that would foster CoPs, and help them learn how to utilize CoPs in a way that best utilizes their limited resources.
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Haglund, Nathalie, and Frida Wåhlberg. "Knowledge transfer between projects : Exploring the receiver’s perspective." Thesis, Linköpings universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-120793.
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Background: How to facilitate the knowledge transfer between projects is a field that has obtained a lot of attention in research. Despite this wide attention, many organizations still experience difficulties to efficiently transfer knowledge between their projects and thus the problems still remain, which appears contradictory. Previous research has had a tendency to assume that all knowledge can be articulated and codified, which has resulted in that solutions to these problems often have been directed towards the side in the transfer that creates the supply of knowledge. However, limited research has taken the receiver of the knowledge into consideration when analyzing these difficulties, who is considered to be equally influential to motivate a transfer. Purpose: The purpose of this study is to increase the understanding of the challenges concerning the knowledge transfer from past to future projects, by exploring the importance of incorporating the receiver’s perspective in the analysis of knowledge transfer practices. Methodology: This study has applied a qualitative research methodology where the empirical data has been obtained through an interview-study with nine onsite interviews in two different firms, ABB and SIEMENS. Furthermore, documents were studied in order to compliment and increase the understanding of the information provided in the interviews. Conclusions: By incorporating the receiver in the analysis we can conclude that the practices applied are not efficient in actually transferring the complete knowledge. Herewith, socialization becomes vital as a complement to these practices in order to also transfer the ‘hidden’ explicit knowledge as well as tacit knowledge that the receiver is in need of. The findings thus demonstrate the importance of taking the nature of knowledge into account when investigating the challenges with current knowledge transfer practices.
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Falk, Linda, and Anna Eriksson. "MANAGING GROWTH IN A KNOWLEDGE-BASED ORGANIZATION : A case study of Alfa." Thesis, Uppsala University, Department of Business Studies, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-88607.
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Alfa is one of the world’s leading IT advisory companies, with research and consulting abilities. Alfa Nordics is a successful part of Alfa focused on consulting in Sweden, Norway and Denmark. Alfa Nordics will double their number of employees by the end of 2010 and we were asked to investigate how Alfa Nordics should enable this growth while keep being successful in having high profits, a strong brand, motivated employees and satisfied clients. By using theories about KBOs (Knowledge-Based Organizations) and conducting interviews with employees at Alfa Nordics we identified what makes Alfa Nordics successful today and what they should do to keep these success factors when growing. To keep their success within the organization Alfa should keep the execution teams small, recruit a resource manager and improve the knowledge exchange between the countries. To keep making successful engagements they should keep defining the problem in the best way for the client, ensuring sales and keep having the right employees. To keep their success in employing top consultants they should be visible in talented people environments, show that they are growing, develop a more thorough recruiting plan.
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Valenzuela, Jorge L. "DTAACS: distributed task allocation for adaptive computational system based on organization knowledge." Diss., Kansas State University, 2014. http://hdl.handle.net/2097/18247.
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Doctor of PhilosophyDepartment of Computing and Information Sciences
Scott A. DeLoach
The Organization-Based Multi-Agent Systems (OMAS) paradigm is an approach to address the challenges posed by complex systems. The complexity of these systems, the changing environment where the systems are deployed, and satisfying higher user expectations are some of current requirements when designing OMAS. For the agents in an OMAS to pursue the achievement of a common goal or task, a certain level of coordination and collaboration occurs among them. An objective in this coordination is to make the decision of who does what. Several solutions have been proposed to answer this task allocation question. The majority of the solutions proposed fall in the categories of marked-based approaches, reactive systems, or game theory approaches. A common fact among these solutions is the system information sharing among agents, which is used only to keep the participant agent informed about other agents activities and mission status. To further exploit and take advantage of this system information shared among agents, a framework is proposed to use this information to answer the question who does what, and reduce the communication among agents. DTAACS-OK is a distributed knowledge-based framework that addresses the Single Agent Task Allocation Problem (SAT-AP) and the Multiple Agent Task Allocation Problem (MAT-AP) in cooperative OMAS. The allocation of tasks is based on an identical organization knowledge posses by all agents in the organization. DTAACS-OK di ers with current solutions in that (a) it is not a marked-based approach where task are auctioned among agents, or (b) it is not based on agents behaviour, where the action or lack of action of an agent cause the reaction of other agents in the organization.
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Dean, Erin. "Beyond Community: "Global" Conservation Networks and "Local" Organization in Tanzania and Zanzibar." Diss., The University of Arizona, 2007. http://hdl.handle.net/10150/195624.
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This dissertation explores the complex structures and diverse experiences of globalization through the specific analytical lens of community-based natural resource management (CBNRM). CBNRM is an undertaking which is fundamentally local but also integrally connected to transnational conservation ideology and national structures of authority. While recent critiques of community-based conservation projects have challenged the universal efficacy of the approach, CBNRM continues to be a ubiquitous conservation paradigm and to provide lingering hope for local empowerment through resource management. Focusing on two community-based conservation groups formed in Tanzania and Zanzibar, this dissertation looks at the experience of local groups attempting to engage with broader national or international conservation networks by focusing on three tropes of globalization theory: intersections between traditional ecological knowledge and western science, the relationship between civil society and the state, and the specific mechanisms for local engagement with national and global entities. The community groups in this study use dynamic and adaptive strategies to channel resources into their communities. However, they also face significant structural constraints, many of which reveal the neocolonial effects of transnational conservation ideology. This work explores both the factors limiting or manipulating local participation in resource management and the strategies used by these two community-based conservation groups to ensure their participation in spite of those limitations.
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Petrauskaite, Gabriele. "What’s mine is yours, or is it? Knowledge sharing in voluntary project-based organizations : The case of AIESEC – the largest international student-run organization." Thesis, Umeå universitet, Handelshögskolan vid Umeå universitet (USBE), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-51970.
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In knowledge economy, organizational knowledge is considered to be a critical strategic resource which may help the organization to achieve competitive advantage; therefore, knowledge sharing, as one of the knowledge management processes, attracts the attention of both researchers and practitioners. Knowledge sharing may bring many benefits such as personal development for the employees and knowledge accumulation for the organization. However, at the same time it is very challenging because employees may be very mobile, too occupied to engage in knowledge sharing, or just unwilling to share their valuable knowledge. Nevertheless, although many organizations have started to invest heavily in various knowledge sharing mechanisms, quite often these processes are not effective because various organizational and individual factors impede the usage of those mechanisms. This study seeks to increase the understanding of how and which of such factors affect knowledge sharing in voluntary project-based organizations. Ten in-depth interviews have been conducted with the project managers in AIESEC, the largest international student organization, in order to find out what KS mechanisms they use, and what enables or hinders KS in this organization. It was found that in this organization KS takes place at all organizational levels, and the most popular KS mechanisms are documents and social interaction. Various documents include planning and tracking tools, proposals for sponsors, budget spread-sheets, feedback forms from participants and companies, and reports about functional areas. Social interaction comprises individual and group meetings, including trainings, coaching or mentoring, conversations over the phone and software Skype, discussions in conferences and communication in social groups online. So there is a balance between the KS mechanisms used to personalize and codify knowledge. However, the individualized KS mechanisms dominate on the individualization- institutionalization dimension. Also AIESEC members share all types of knowledge: tacit and explicit, individual and collective. Factors affecting KS can be categorized in 5 groups: Organizational context, Interpersonal and Team characteristics, Cultural characteristics, Individual characteristics, and Motivational factors. As KS in AIESEC takes place quite intensively, not surprisingly more KS facilitators were identified. The most significant ones in each group are as follows: the organizational culture and structure; diversity and strong social ties; willingness to help, and structure and exactness; self-efficiency and personal characteristics such as talkativeness, open-mindedness, empathy, motivation, responsibility and ambitiousness; perceived personal benefits, interpersonal trust, and organizational commitment. The few factors identified that might impede KS in AIESEC are the lack of time, lack of KS regulation and some negative cultural attitudes.
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Leydesdorff, Loet. "A Sociological Theory of Communication The Self-Organization of the Knowledge-Based Society, pp. 1-25." Universal Publishers, Parkland, Florida, 2003. http://hdl.handle.net/10150/105836.
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Networks of communication evolve in terms of reflexive exchanges. The codification of these reflections in language, that is, at the social level, can be considered as the operating system of society. Under sociologically specifiable conditions, the discursive reconstructions can be expected to make the systems under reflection increasingly knowledge-intensive.
This sociological theory of communication is founded in a tradition that includes Giddens' (1979) structuration theory, Habermas' (1981) theory of communicative action, and Luhmann's (1984) proposal to consider social systems as self-organizing. The study also elaborates on Shannon's (1948) mathematical theory of communication for the formalization and operationalization of the non-linear dynamics.
The development of scientific communications can be studied using citation analysis. The exchange media at the interfaces of knowledge production provide us with the evolutionary model of a Triple Helix of university-industry-government relations. The construction of the European Information Society can then be analyzed in terms of interacting networks of communication. The issues of sustainable development and the expectation of social change are discussed in relation to the possibility of a general theory of communication.
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Al-Foraih, Saleh. "The effect of Curriculum Organization on the acquisition of Abstract Declarative Knowledge in Computer Based Instructions." Doctoral diss., University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5594.
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The United States of America has dropped behind many countries in terms of the Science and Engineering university degrees awarded since the beginning of the nineties. Multiple studies have been conducted to determine the cause of this decline in degrees awarded, and try to reverse the trend in US education. The goal of these studies was to determine the proper instructional methods that facilitate the knowledge acquisition process for the student. It has been determined that not one method works for all types of curriculum, for example methods that have been found to work effectively in curriculum that teaches procedures and physical systems often fail in curriculum that teaches abstract and conceptual content. The purpose of this study is to design an instructional method that facilitates teaching of abstract knowledge, and to demonstrate its effectiveness through empirical research. An experiment including 72 undergraduate students was conducted to determine the best method of acquiring abstract knowledge. All students were presented with the same abstract knowledge but presented in different types of organization. These organization types consisted of hierarchy referred as Bottom Up, Top Down, and Unorganized. Another factor that was also introduced is Graphing, which is a method that is believe to improve the learning process. The experiment was completed in 8 weeks and data was gathered and analyzed. The results strongly suggest that abstract knowledge acquisition is greatly improved when the knowledge is presented in a Bottom Up hierarchical fashion. On the other hand, neither Graphing nor the Top Down or Unorganized conditions affect learning in these novice students.Ph.D.
Doctorate
Industrial Engineering and Management Systems
Engineering and Computer Science
Industrial Engineering
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Berryman, Reba. "Knowledge management in virtual organizations: A study of a best practices knowledge transfer model." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4740/.
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Knowledge management is a major concern for organizations today, and in spite of investments in technology, knowledge transfer remains problematic. This study sought to determine whether a relationship exists among participant group demographics (experience), implementation of an integrated knowledge transfer system (best practices model), knowledge transfer barriers, and knowledge transfer project (Web-based training) outcome in a virtual organization. The participant organization was a network of individuals and groups who practice patient advocacy in the research and treatment of cancer. These advocates volunteer in various capacities and are not collocated nor do they report to any single organizational entity. Volunteer participants were randomly assigned to a treatment or control condition. The treatment participants received a training supplement based upon a best practices knowledge transfer model. All participants reviewed a Web-based communications training module scheduled for deployment by the participant organization. Upon completion of the training program, participants were instructed to practice specific techniques from the program. At the end of this period, participants completed an online survey that measured demographics, perceived barriers to the knowledge transfer, and project outcome. Knowledge transfer barriers were defined as knowledge, source, recipient, and organizational context characteristics that inhibit the expected transfer. Project outcome was a composite score of items measuring completion time, budget, and satisfaction of the user. Multiple regression identified two significant predictor variables, source (the training program and implementation) and experience (amount of time spent in advocacy practice). Additional analyses found knowledge (causal ambiguity and unproven knowledge) and the experimental treatment condition to show a strong relationship with the explained variance of the dependent variable, knowledge transfer project outcome. Results suggest that an online training implementation is a valid tool for certain specific transfer design characteristics. Experience was a negative predictor of outcome, suggesting that participant-specific level of training material may produce improved outcome. Furthermore, knowledge in the form of evidence that the material is useful as well as explanation of the cause and effect linkage is a factor in a more successful transfer. Finally, the application of a knowledge transfer system designed around organization-specific variables shows promise as a factor in enhanced knowledge transfer in Web-based training in virtual organizations. Further research is suggested to provide additional insight into the predictive value of these variables.
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Backman, David, and Jonas Åkerfeldt. "Bridging the gap : finding the processes to adapt a repository-based knowledge management system to the knowledge intense sales organization at IBM Nordic." Thesis, Linköping University, Department of Management and Engineering, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-10194.
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For knowledge intense companies the knowledge and skills of its employees are much more valuable than any physical assets. To share knowledge between its employees, some companies launch knowledge sharing initiatives which aims to spread best practices and increase the expertise of the employees. These initiatives are often supported by technical systems, repositories, which store the information that is to be shared. This report discusses how the value of such a repository, a Wiki containing reference cases of SOA projects at IBM Nordic, can be increased by using processes that aims to better connect it to the organization.
To do this, seven employees at IBM Nordic were interviewed. Four of them were sales people, the main user group of the Wiki. Two were employees at the SOA Acceleration Team, the group responsible for the Wiki. The last interviewee works at Learning and Knowledge, IBM’s internal department for organization-wide knowledge management and education. The answers were analyzed using a framework created using academic theory. This framework consists of four different areas of requirements for the processes connecting the Wiki to the organization. The analysis showed that for IBM the most important area to manage is enablement followed by governance, motivation and finally content.
The report is concluded with recommendations for five processes to connect the Wiki to the organization. The process Internal selling aims to inform the sales people about the existence of the Wiki and how they are to use it. Ensure search engine compatibility makes sure that the sales people are able to find the contents of the Wiki via the intranet based search engines. The process for adding a new case description ensures that new case descriptions which are added to the Wiki is consistent and contains the right kind of information. By validating the case information that is added to the Wiki the acceleration team verifies that the information is correct, increasing its credibility. In the last process, ensure information congruence, the members of the acceleration team updates the guidelines on what information to collect and the information in the Wiki as the information need of the sales people changes. This is done on a regular basis and ensures that the information that is collected and stored is actually useful.
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Lima, Ronaldo Gomes Dultra de. "Does absorptive capacity affect project performance? A study based on project management practices, organization learning, and knowledge." reponame:Repositório Institucional do FGV, 2015. http://hdl.handle.net/10438/13632.
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The literature has emphasized that absorptive capacity (AC) leads to performance, but in projects its influences still unclear. Additionally, the project success is not well understood by the literature, and AC can be an important mechanism to explain it. Therefore, the purpose of this study is to investigate the effect of absorptive capacity on project performance in the construction industry of São Paulo State. We study this influence through potential and realized absorptive capacity proposed by Zahra and George (2002). For achieving this goal, we use a combination of qualitative and quantitative research. The qualitative research is based on 15 interviews with project managers in different sectors to understand the main constructs and support the next quantitative phase. The content analysis was the technique used to analyze those interviews. In quantitative phase through a survey questionnaire, we collected 157 responses in the construction sector with project managers. The confirmatory factor analysis and hierarchical linear regression were the techniques used to assess the data. Our findings suggest that the realized absorptive capacity has a positive influence on performance, but potential absorptive capacity and the interactions effect have no influence on performance. Moreover, the planning and monitoring have a positive impact on budget and schedule, and customer satisfaction while risk coping capacity has a positive impact on business success. In academics terms, this research enables a better understanding of the importance of absorptive capacity in the construction industry and it confirms that knowledge application in processes and routines enhances performance. For management, the absorptive capacity enables the improvements of internal capabilities reflected in the increased project management efficiency. Indeed, when a company manages project practices efficiently it enhances business and project performance; however, it needs initially to improve its internal abilities to enrich processes and routines through relevant knowledge.
A literatura tem enfatizado que a capacidade de absorção (AC) leva ao desempenho, porém, na área de projetos sua influência ainda não está claramente estabelecida. Além disso, o sucesso de projeto também não é bem entendido pela literatura, e AC pode ser um dos mecanismos para explicá-lo. Portanto, o objetivo deste estudo é investigar o efeito da capacidade de absorção no desempenho do projeto na indústria de construção civil do Estado de São Paulo. Estudamos essa influência por meio das capacidades de absorção potencial e realizada propostas por Zahra and George (2002). Para atingir esse objetivo, usamos uma combinação de pesquisa qualitativa e quantitativa. A pesquisa qualitativa está baseada em 15 entrevistas com gerentes de projeto em diferentes setores visando entender os principais construtos e apoiar a fase quantitativa. A análise de conteúdo foi a técnica utilizada para analisar essas entrevistas. Já na fase quantitativa, realizada através de questionário eletrônico, foram coletadas 157 respostas junto aos gerentes de projeto no setor de construção civil. As técnicas utilizadas para analisar os dados foram a análise fatorial confirmatória e regressão linear hierárquica. Nossos resultados sugerem que a capacidade de absorção realizada tem relacionamento positivo com desempenho, porém, a capacidade de absorção potencial e o efeito de suas interações não têm qualquer influência sobre o mesmo. Além disso, o planejamento e monitoramento têm impacto positivo no orçamento e cronograma, e satisfação do cliente, enquanto que a capacidade de ação sobre riscos tem influência positiva sobre o sucesso do negócio. Em termos acadêmicos, esta pesquisa permite melhorar a compreensão da importância da capacidade de absorção na indústria da construção civil e confirma que a aplicação de conhecimentos em rotinas e processos melhoram o desempenho. Para a gestão, a capacidade de absorção possibilita que melhorias das capacidades internas reflitam no aumento da eficiência de gerenciamento de projetos. Realmente, quando a empresa gerencia suas práticas de projeto eficientemente melhora o desempenho do negócio e dos projetos. No entanto, ela precisa inicialmente melhorar suas capacidades internas visando purificar as rotinas e processos através de conhecimentos que são relevantes.
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Cuevas, Haydee. "TRANSFORMING LEARNING INTO A CONSTRUCTIVE COGNITIVE AND METACOGNITIVE." Doctoral diss., University of Central Florida, 2004. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3931.
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This study explored the effectiveness of embedding a guided, learner-generated instructional strategy (query method), designed to support learners' cognitive and metacognitive processes, within the context of a computer-based complex task training environment (i.e., principles of flight in the aviation domain). The queries were presented as "stop and think" exercises in an open-ended question format that asked learners to generate either simple (low-level elaboration) or complex (high-level elaboration) sentences from a list of key training concepts. Results consistently highlighted the benefit of presenting participants with low-level elaboration queries, as compared to the no-query or high-level elaboration queries. In terms of post-training cognitive outcomes, participants presented with the low-level elaboration queries exhibited significantly more accurate knowledge organization (indicated by similarity to an expert model), better acquisition of perceptual knowledge, and superior performance on integrative knowledge assessment involving the integration and application of task-relevant concepts. Consistent with previous studies, no significant differences in performance were found on basic factual knowledge assessment. Presentation of the low-level elaboration queries also significantly improved the training program's instructional efficiency, that is, greater performance was achieved with less perceived cognitive effort. In terms of post-training metacognitive outcomes, participants presented with the low-level elaboration queries exhibited significantly greater metacomprehension accuracy and more effective metacognitive self-regulation during training. Contrary to predictions, incorporating the high-level elaboration queries into the training consistently failed, with only a few exceptions, to produce significantly better post-training outcomes than the no-query or the low-level elaboration query training conditions. The results of this study are discussed in terms of the theoretical implications for garnering a better understanding of the cognitive and metacognitive factors underlying the learning process. Practical implications for training design are presented within the context of cognitive load theory. Specifically, the increased cognitive processing of the training material associated with the high-level elaboration queries may have imposed too great a cognitive load on participants during training, minimizing the cognitive resources available for achieving a deeper, integrative understanding of the training concepts and hindering successful performance on the cognitive measures. The discussion also highlights the need for a multi-faceted approach to training evaluation.Ph.D.
Department of Psychology
Arts and Sciences
Psychology
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Roudebush, Samuel T. "What Do I Do Now? Experiencing Middle Manager New Role Ambiguity in a Restructured High Knowledge-Based Organization." Thesis, The George Washington University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10784415.
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This study explored how middle managers experienced and responded to role ambiguity after they transitioned from previous roles well understood by the individuals and their role sets to new or redefined middle manager roles in high knowledge-based organizations (HKBO) that had undergone planned organizational changes. The study found that even in HKBOs where knowledge workers are the predominant workforce and change is constant, organizational change had significant negative impacts on middle managers. Their role transitions were found to be difficult and of negative valence when their preferred work role identities were challenged when in-role expectations were changed or by their new role requirements, which were often unclear, conflicting, or overlapping with other roles, leading to role ambiguity. Actions taken to resolve the sources of ambiguity such as the exercise of autonomy and working closely with their bosses to clarify expectations were ineffective without the support of the greater organization. Individuals found these impacts to be unsettling and to require significant identity work to redefine their work role identities. The key finding was that while externally they presented a work role identity that was accepted by their role set as consistent with the new role, internally they rejected that identity and maintained their preferred work role identity. This dual condition was seen to be persistent, indicating that these alternative identities can co-exist through construction of a coherent identity narrative that reconciles the differences and justifies the maintenance of the preferred work role identity while exercising a different role. Future longitudinal studies could explore how HKBO knowledge workers and middle managers are able to maintain this duality of work role identity and for how long. Also, for those who have successfully transitioned to new preferred work role identities, studies could assess how new learning was involved and how identity narrative was employed.
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Kim, Elena [Verfasser]. "International Development and Research in Central Asia : Exploring the Knowledge-based Social Organization of Gender [[Elektronische Ressource]] / Elena Kim." Bonn : Universitäts- und Landesbibliothek Bonn, 2014. http://d-nb.info/1051621445/34.
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Wahlström, Thea, and Hanna Gustafsson. "Uppfinn inte hjulet igen! : En fallstudie om kunskapsöverföring mellan återkommande evenemangsprojekt." Thesis, Karlstads universitet, Handelshögskolan, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-54691.
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Ofta genomförs projekt i tillfälliga organisationer och är ett tidsbegränsat åtagande. Lärande i organisationer som till största del består av projekt, s.k. projektbaserade organisationer, har andra typer av utmaningar när det gäller kunskapsöverföring än vanliga linjeorganisationer där kunskap kan skapas och stanna i avdelningar. Kunskapsöverföring i återkommande evenemangsprojekt är viktigt för att undvika att göra om misstag som kan vara kostsamma, speciellt då det är efter själva evenemanget som det går att avgöra om projektet är lyckat eller inte. Syftet med uppsatsen är att redogöra för tillvägagångssätt som kan användas för att överföra kunskap mellan återkommande evenemangsprojekt. En fallstudie om O-Ringen AB som organiserar O-Ringen, världens största orienteringsäventyr, genomfördes för att svara på studiens forskningsfråga: Vilka tillvägagångssätt kan användas för kunskapsöverföring mellan återkommande evenemangsprojekt? Med hjälp av kvalitativa intervjuer med projektledare för fyra O-Ringen och VD för O-Ringen AB samt genomgång av företagets uppdragsplan redovisas tillvägagångssätt som organisationen använder för kunskapsöverföring mellan de årligt återkommande evenemangsprojekten. Studiens resultat visar hur kunskapsöverföring kan ske mellan återkommande evenemangsprojekt. O-Ringen AB överför kunskap mellan sina återkommande evenemangsprojekt genom tidigare erfarenheter, att samla erfarenheter, informella och formella möten, dokument, icke-standardiserat material och system.Projects are often executed in temporary organizations and are under a time limit. This is part of why learning in organizations that mainly work with projects, so-called project based organizations, have other types of challenges when it comes to knowledge transfer than in other types of organizations where knowledge is created and stays in departments. Knowledge transfer in reoccurring event projects are important to avoid repeating mistakes which could prove costly, especially when it only is after the event itself that it’s possible to determine if the project was successful or not. The purpose of this study is to describe which methods can be used in knowledge transfer between reoccurring event projects. A case study in O-Ringen AB, the company that organize O-Ringen, the world’s biggest orientation adventure, was conducted to answer this study’s research question: Which methods can be used to transfer knowledge between reoccurring event projects? The methods of knowledge transfer used in O-Ringen AB are presented in this paper. The results are based on interviews with the project managers of four O-Ringen events and the CEO of O-Ringen AB. In addition, the conceptual plan that the organization produces was used. The result of the study show how knowledge transfer can occur between reoccurring event projects. O-Ringen AB transfer knowledge between their annually reoccurring event projects through earlier experiences, collected experiences, informal and formal meetings, documents, non-standardized material and systems.
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Novohradský, Marek. "Návrh systému znalostního managementu." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2012. http://www.nusl.cz/ntk/nusl-223720.
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This master’s thesis deals about Knowledge management in a small organization, and identification of knowledge resources and needs and the integration of knowledge management principles into the daily work of the organization. The theoretical part explains the basic terms and assumptions of knowledge management and shows a multidisciplinary overlap of knowledge management. The practical part deals with analysis of current situation of organization, especially in terms of utilization of knowledge resources and their evaluation, and design an appropriate system for managing knowledge in the organization.
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Skårvik, Charlotte. "Strategi för kunskapsöverföring : Om att utnyttja lärprocesser som sker vid kunskapsöverföring." Thesis, Karlstads universitet, Avdelningen för företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-14454.
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Den här uppsatsen handlar om hur ett teknikkonsultföretag, där majoriteten av tjänsterna sker i form av projekt, kan utnyttja kunskapsöverföring för att skapa konkurrenskraft. Här studeras hur kunskapsöverföring, genom att ta hänsyn till tre olika lärprocesser, kan bidra till ekonomisk fördel för företaget. Efter identifiering av vilka verktyg/aktiviteter som används för kunskapsöverföring på fallföretaget analyserades vilka lärprocesser som är möjliga med respektive verktyg/aktivitet enligt dagens teori och medarbetares upplevelser. Empirisk data samlades in från olika delar av organisationen i form av intervjuer och enkätundersökning. Utifrån analysen sammanfattades vilka lärprocesser som utnyttjas och med vilka verktyg/aktiviteter samt vilka som kan utnyttjas bättre för att skapa ekonomiska fördelar för företaget, och därmed också konkurrenskraft. Skillnader i vilka kunskaper medarbetare med mycket lång arbetsliverfarenhet upplever att de lär sig med verktygen/aktiviteterna jämfört med medarbetare med kortare arbetslivserfarenhet har observerats, vilket skapar nya frågor för framtida forskning. Det ges också förslag på vidare forskning om hur hänsyn till lärprocesser vid strategi för kunskapsöverföring skulle kunna generera konkurrenskraft i form av hur förbättringar uppfattas av kunderna.This master’s thesis is about how a technology consulting firm, where the majority of services is executed as projects, can use knowledge transfer to create competitive advantage. By taking into account three different learning processes this degree project focus on how the transfer of knowledge can contribute to economic benefits to the company. Identification of tools and activities used for knowledge transfer in this specific case company supported the analysis of what learning processes those are possible for each tool/activity with respect to today’s research and employees experiences. Empirical data were collected from different parts of the organization through interviews and questionnaire survey. Based on the analysis a conclusion of what learning processes are mainly used and with what tools and activities. The conclusion also define the economic benefits that could be gained by the company and hence create competitive advantage. Differences in type of knowledge learned by the employees carrying a long work experience compared to employees with shorter work experience has been observed, which creates new questions for further research. This degree project also provides suggestions for further research on how, with respect to learning processes, the strategy of knowledge transfer would generate competitiveness through quality improvements perceived by customers.
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Johansson, Michelle, Emma Lundbäck, and Rebecca Niklasson. "Kunskapsdelning i projektmiljö : En fallstudie på ett företag som arbetar i projekt." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-21685.
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Syftet med studien är att undersöka vilka verktyg som används för att främja kunskapshantering inom ett företag som arbetar i projekt, då tidigare forskning indikerar att projektformen medförsvårigheter i arbetet med kunskapshantering. För att besvara syftet undersöker uppsatsen vilka förutsättningar som är avgörande för att kunskapsdelning ska komma till stånd samt vilka metoder som finns att tillgå för att dela och överföra kunskap inom och mellan projekt. En fallstudie med semi-strukturerade intervjuer genomfördes för att besvara frågeställningarna. Resultatet visar att det finns en tro bland respondenterna att individen bär på kunskap och det framkommer en tilltro till de sociala aspekterna av kunskapsdelning. För att kunskapsdelning ska främjas krävs att medarbetarna har ett brett socialt nätverk samt att det existerar en företagskultur som uppmanar till kunskapsdelning. Det bör finnas systematiska processer föröverföring av såväl explicit och implicit kunskap då resultatet indikerar på att ett fungerande IT-verktyg för kunskapslagring tillsammans med verktyg och systematiska processer som lessons-learned, tillsammans bidrar till en effektiv kunskapshantering och säkerställer att kunskap överförs mellan projekt.The purpose of this paper is to investigate which tools are used to promote Knowledge Management in project-based organizations, since previous research indicate that the project form experience difficulties regarding Knowledge Management. An empirical research was conducted in order to examine which conditions are crucial for knowledge sharing and which methods are available to share and transfer knowledge within and between projects. The data was gathered through semi-structured interviews. The result of the study shows that there is a belief among the respondents that knowledge exists within the individual. The result also indicates that the preferred way to share knowledge is through personal communication and asocial network. Hence, in order for knowledge sharing to be promoted, employees must have abroad social network. Furthermore, there must exist an organizational culture that promotes knowledge sharing behavior among the employees. Nevertheless, a successful Knowledge Management process should ensure to include systematic processes for both sharing and transferring of explicit and implicit knowledge. The result indicates that tools for knowledge storage and tools like lessons-learned, together contribute to effective Knowledge Management processes that ensure knowledge being transferred between projects.
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Jarošová, Milena. "Management znalostí." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-4068.
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Theoretical part: Basic terms of knowledge management, knowledge worker, knowledge creation and conversion process, prerequisites and benefits of knowledge management. Knowledge management and it's connection to organizational culture and structure, result measurements of knowledge management, learning organization and it's connection to knowledge management. Tacit knowledge management tools -- stories -- types, how to create, practical use, communities, coaching. Value Based Organization. Practical part: Characteristics of organization, value based organization in reality, classification of stories from organization, organizational values, stories in detail, stories in customer care, stories in back line departments. Propsal on improvement of tacit knowledge management in organization -- employee training, mutual inspiration, front line department visits, modifications of organizational values.
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Wint, Noel Jr. "An Investigation of Socio-technical Components of Knowledge Management System (KMS) Usage." NSUWorks, 2016. http://nsuworks.nova.edu/gscis_etd/961.
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Existing literature indicates that although both academics and practitioners recognize knowledge management (KM) as a source of competitive advantage, users are not always willing to use a knowledge management system (KMS). Because of the social nature of knowledge transfer, a KMS can be considered a socio-technical system. Many explanations have been presented for this failure to utilize the KMS. These explanations include a number of the socio-technical factors relating to people, processes, and technologies. While these factors may have significant explanatory power when examined independently, existing studies have not sufficiently addressed the interactions among all three socio-technical factors or their impacts on KMS usage.
The goal of this study was to develop a comprehensive understanding of socio-technical factors that impact KMS usage within decision support systems (DSS). A comprehensive framework was presented that will be helpful in developing and improving KMS initiatives and thus improving KM across the organization. This study identified factors of people (self-efficacy, social ties, and ease of use), processes (leadership, culture/climate, and governance), and technologies (system & information quality, and technology fit) and their influence on KMS system usage. Analysis for this problem required a causal, non-contrived field study employing structural equation modeling.
Founded on socio-technical systems theory, nine hypotheses were proposed. Data was collected using a 36 item survey distributed to KMS users from a variety of industries in the United States. Confirmatory factor analysis and an eight-stage structural equation modeling procedure were used to analyze 97 usable responses. The results confirmed that technology-oriented factors predicted knowledge seeking and contributing in DSS. Furthermore, significant positive relationships were confirmed between certain sociotechnical factors including: (1) people and process, (2) people and technology, (3) processes and technology, (4) processes and people, (5) technology and people, and (6) technology and processes. These findings extend the relevance and statistical power of existing studies on KMS usage.
This study indicated that the most important concerns for increasing KMS usage were system quality, information quality, and technology fit. Results also confirmed that in the context of this study, people-oriented factors (self-efficacy, social ties, and ease of use/usefulness) and organizational process factors (leadership, organizational culture/climate, and governance) were not critical factors directly responsible for increasing KMS usage. However, the relationships among socio-technical factors all had positive significant relationships. Therefore, investments in people and process-oriented factors will create a more favorable perspective on technology-oriented factors, which in turn can increase KMS usage.
On a practical front, this study provided indicators to managers regarding a number of desirable and undesirable conditions that should be taken into consideration when developing or implementing knowledge management initiatives and the systems to support them. This study offered an original contribution to the existing bodies of knowledge on socio-technical factors and KMS usage behavior. The constructs presented in this study highlighted the significance of social and technical relationships in understanding knowledge seeking and contribution in a decision-driven organization.
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Mongeon, Mylène. "Improvising Knowledge: A Case Study of Practices in and Around World Spine Care's Evidence-based Clinics in Shoshong and Mahalapye, Botswana." Thesis, Université d'Ottawa / University of Ottawa, 2016. http://hdl.handle.net/10393/34972.
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Global health organizations attend to populations around the world applying an evidence-based model of care that often does not correspond with local realities on the ground. My thesis provides an in-depth anthropological study of how this occurs within practices in and around World Spine Care's (WSC) clinics in Shoshong and Mahalapye, Botswana. More specifically I explore how knowledge is negotiated and improvised on the ground, paying particular attention to the ways WSC volunteers are (un)able to work with local health workers as they desire. I show the flows and counter-flows implicated in the difficult task of reconciling skills with standards. The study is based on a total of 15 months of participation with WSC's organization through attending meetings, activities and shadowing practitioners both in Ottawa and in Botswana. Expanding the scope of their creative improvisational skills beyond the closed settings of WSC clinics is proposed as a way to move forward.
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Datta, Roshni. "Knowledge-Based Performance Management Framework." The Ohio State University, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=osu1293725862.
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Pettersson, Therese, and Ellen Rivas. "Förra säsongen, hur gjorde vi då? : en studie om hur ett säsongsbaserat företag tar tillvara på anställdas kunskap och blir en lärande organisation." Thesis, Örebro universitet, Handelshögskolan vid Örebro universitet, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-14517.
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The purpose of this study is to describe if and how a seasonal based company named SkiStar, learns through the exchange of experience and knowledge. We have analyzed gathered qualitative and empirical data to explore this subject. We conducted three semi-structured group interviews with employees from the SkiStarshop division. They described their routines and procedures in SkiStarshop. The collected data was processed and analyzed through our theoretical framework. This framework consisted of research and theoretical presentations of the concepts: seasonal work, learning organization, single- and double-loop learning, mental models, shared visions and corporate amnesia. In conclusion this division, within this seasonal based company, was to some degree successful in acquiring and transmitting the employee’s knowledge and experience to next season’s employees. However, we found that the studied division’s transfer of knowledge and experience to other separate divisions within SkiStar was limited. Our final result is that this company has qualities of a learning organization with improvement potential in this same area.Syftet med denna studie är att beskriva om och hur ett säsongsbaserat företag, SkiStar, arbetar med lärande i form av kunskaps- och erfarenhetsutbyte och hur det påverkar organisationens arbete. Vi har analyserat insamlad kvalitativ empirisk data för att svara på våra frågeställningar. Tre semistrukturerade gruppintervjuer genomfördes med anställda i SkiStar som berättade om rutiner och arbetssätt inom affärsområdet SkiStarshop. Det insamlade materialet bearbetades och analyserades mot studiens teoretiska referensram. Den utgjordes av en kunskapsöversikt och teoretisk presentation av begreppen: säsongsarbete, lärande organisation, singel- och double- loop learning, tankemodeller, gemensamma visioner och organisationsminnesförlust. Det visade sig att det studerade affärsområdet inom det säsongsbaserade företaget till viss del lyckades ta till vara på medarbetarnas kunskap och erfarenheter och överföra dessa till nästa säsong. Däremot fann vi att det studerade affärsområdets förmedling av kunskap och erfarenheter till SkiStars övriga affärsområden var begränsat. Resultatet är att vi har funnit att företaget till viss del är en lärande organisation.
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Pominovskyi, Oleksii, and Ekaterina Shalamova. "Creating Knowledge Management System for project-based organizations." Thesis, Umeå universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-130875.
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The current study is driven by the growing importance of learning capabilities within organizations. Nowadays an ability to constantly develop and improve based on mistakes and broadly apply successful experience is becoming a strategic competitive advantage in highly competitive business environment. This is even more relevant for project-based organizations, where natural specifics of project activities impose higher requirements in regards to their ability to learn quickly. At the same time, despite the existing number of recommendations there are only rare cases of successful systemic application of knowledge management activities in projectbased organizations. Thus, additional exploration of the topic is required through identification of critical factors that influence implementation process. From this standpoint an exploratory research has been conducted, including an exhaustive literature review and a qualitative case study in a single company, complemented with additional interviews in ten other organizations. The combination of scrupulously summarized theoretical insights from the existing extensive range of academic research and the data obtained empirically resulted in a comprehensive theoretical framework. This framework depicts all the recommended elements that need to be incorporated into a project-based knowledge management system, as well as a list of critical factors, which should be considered while rolling out a system in practice. The current study revealed some new factors, which critically influence the success of project-based knowledge management systems implementation. These new findings are also included into the final framework and supposed to help to eliminate the existing confusion regarding the topic. Therefore, the produced comprehensive framework is highly recommended for practitioners as a starting point for planning their knowledge management system implementations projects. It also suggests further exploratory opportunities.
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Wadsworth, Paul M. "The implementation of knowledge based systems into organizations." Thesis, Loughborough University, 1991. https://dspace.lboro.ac.uk/2134/10951.
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A knowledge based system in applied physiology was developed over a period of four years for the Ministry of Defence. It was intended for use by the Applied Physiology (AP) Division of the Army Personnel Research Establishment (APRE), Farnborough, Hampshire. The system was named MAPS (Modular Applied Physiology System). The aim was both to develop MAPS, and to produce guidelines on the implementation of knowledge based systems into organizations, based on the experiences gained during the project. The main body of the document is therefore a case study, providing details of the decisions made at each stage of development. MAPS was developed on-site, using existing computer hardware and software. The design plan adopted was an initial early demonstration system, followed by an iterative process of prototype development. Particular attention was paid to the collection of user feedback, and user participation from the outset of the project. There were three systems during the development cycle, the demonstration system (MAPSl), and two full prototypes (MAPS2 and 3). The user interface evolved gradually over the three versions, the criteria being to develop an interface suitable for infrequent, and computer naive users. MAPS was evaluated before the introduction of each subsequent version. A selection of example enquiries was required to be answered using MAPS. The evaluations of MAPSl and MAPS2 were intended to serve a dual purpose, performing the additional role of a tutorial. A questionnaire containing 7 point adjective scales and open ended questions was used to collect subjective views from the user. The results are tabulated, and presented graphically. Their implications for systems design are discussed. Potential pitfalls during development were identified, in particular: assessing the level of computer knowledge possessed by the users; Keeping users up to date on a constantly expanding knowledge base; and aids to navigation through the tree structure of such knowledge. The thesis concludes by proposing a range of ten broad guidelines aimed at helping future software developers, when faced with a similar task. They are intended for a wide audience, and are appropriately general, and largely non-technical.
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Jiao, Hong. "Integrated knowledge-based hierarchical modelling of manufacturing organizations." Thesis, Loughborough University, 1991. https://dspace.lboro.ac.uk/2134/32104.
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The objective of this thesis is to research into an integrated knowledge-based simulation method, which combines the capability of knowledge based simulation and a structured analysis method, for the design and analysis of complex and hierarchical manufacturing organizations. This means manufacturing organizations analysed according to this methodology can manage the tactical and operational planning as well as the direct operation of shop floor.
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McNealy, Trenese LaShay. "Knowledge Management Practice Strategies in Project-Based Organizations." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3804.
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Companies globally have lost profit each year because of the lack of intra-organizational knowledge sharing. The purpose of this descriptive, multiple case study was to explore the knowledge management practice strategies that project management business leaders use to improve knowledge sharing in project-based organizations. Nine project management business leaders from 4 project-based organizations in metro Atlanta, Georgia completed individual Skype/phone semistructured interviews, and 5 project team members completed an in-person focus group discussion and an interview questionnaire. Knowledge management was the conceptual framework for this study, the basis for understanding the world around project management business leaders, and the implementation of knowledge management practice strategies for knowledge sharing. The individual interviews, focus group discussion, and interview questionnaire yielded the lived experiences of project management business leaders and the perceptions of project team members regarding knowledge sharing in their project-based organizations. The data were analyzed through data source triangulation and cross-case synthesis, which resulted in various themes such as communication, practices to overcome barriers, and a centralized resource center. The findings of this study may effect positive social change and the improvement of knowledge sharing by promoting the worth, dignity, and development of individuals, communities, organizations, cultures, or societies.
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Adema, David, Sara Blenkhorn, and Sarah Houseman. "Scaling-up Impact : Knowledge-based Organizations Working Toward Sustainability." Thesis, Blekinge Tekniska Högskola, Avdelningen för maskinteknik, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-5152.
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Human society faces serious environmental and social threats as a result of systemic unsustainable actions and values. This is a time of cultural self-evaluation and profound change. This study examines how 13 social and environmental change-based organizations, through network partnerships and a robust organizational knowledge-base, are responding to these challenges. A systems perspective was used as a guide to promote a holistic understanding of the actors within the system, their perceptions of success, strategies, actions and tools used to guide them toward sustainability. The results indicate that organizations seeking to scale-up their impact toward sustainability might benefit from the following success factors: 1. Collaboration with diverse partners to contribute to more effective interventions in complex systems, 2. Integrating comprehensive definitions of sustainability with organizational vision to facilitate success, 3. The application of leverage points and transparent prioritization processes to asure congruence between organizational purpose and actions, 4. Practices of dialogue and deep listening build rewarding partnerships and, 5. Metrics that support partnerships and gauge progress toward sustainability. In conclusion network partnerships have the potential to generate widespread sustained change and can be supported by complex systems science and a Framework for Strategic Sustainable Development.
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Kaiser, Alexander, and Florian Kragulj. "Bewextra: Creating and Inferring Explicit Knowledge of Needs in Organizations." Graduate Institute of Futures Studies, Tamkang University, Tamsui, Taipei, Taiwan, 2016. http://dx.doi.org/10.6531/JFS.2016.20(4).A79.
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We introduce a new methodological framework, called Bewextra, for the creation of the knowledge of needs in organizations. The development of our framework builds on theoretical engagement with literature from several disciplines including visioning and philosophy of needs as well as empirical data from vision development processes we have accompanied. To the best of our knowledge it is the first theoretical work that describes learning from an envisioned future and the generation of need knowledge as an abductive process in a methodologically replicable way. The advantages and practical implications of our method introduced are discussed in detail.
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Mangal, Ram Kishore. "Knowledge-based information systems development with an organizational perspective." Connect to resource, 1993. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1266496443.
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Hove, Amdam Christoffer, and Stian Jensen Mækelæ. "Facilitating Activities for Knowledge Management Success in Project Based Organizations." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for industriell økonomi og teknologiledelse, 2014. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-26463.
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The value of an effective knowledge management system has been discussed to a great extent during the last decades. Researchers have discovered several barriers to effective knowledge management, and along with these, facilitating activities to counteract these barriers. In this thesis we test the theoretical connection between facilitating activities and knowledge management success. This was done in cooperation with the Norwegian department of Faveo Prosjektledelse as the case company. To perform this case study research, we have used a questionnaire, interviews, and formal documents as evidence. Our findings indicate that there potentially is a relationship between facilitating activities and project management success.
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Bengtsson, Linda, Lovisa Johansson, and Therese Murén. "Tiden är avgörande : Kunskapsöverföring i projektbaserade organisationer." Thesis, Högskolan i Borås, Institutionen Handels- och IT-högskolan, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-18095.
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Idag är det allt fler som arbetar i olika former av tillfälliga organisationer (Lindner & Wald2010; Lundin & Steinthórsson 2003; Schindler & Eppler 2003) och den kunskap samterfarenhet som skapas är en värdefull tillgång. Under 2000-talet har arbetsformen etableratsstarkt och forskningen kring projekt och tillfälliga organisationer har exploderat (Lundin &Söderholm 2013). Dock är det ett problem att mycket av den kunskap som utvecklats iprojektet går förlorad när ett projekt avslutas och organisationen upphör (Bakker et al. 2013;Ruuska & Vartiainen 2005) vilket innebär stora risker och kostnader för organisationen(Schindler & Eppler 2003).Syftet med föreliggande studie är att undersöka vilka hinder som eventuellt kan uppstå iprojektbaserade organisationer vid deras kunskapsöverföring och om det finns någragemensamma mönster mellan dessa. Studien är en tvärsnittsstudie och valet föll på dennautformning då personer med kunskap kring området kunde kontaktas samt att det gavmöjligheten att få svar inom en begränsad tidsram. Tiden påverkade även urvalet för studienvilket ledde till att ett bekvämlighetsurval tillämpades. Resultatet kan däremot fungera som enutgångspunkt för framtida forskning eller till att kopplingar till existerande resultat. Demetoder som användes för att samla in empiriskt material var en kvalitativ enkät sommailades ut till respondenter som jobbar inom projektbaserade organisationer. Detgenomfördes även en djupintervju med en konsult inom området.Studiens resultat stämmer väl överens med tidigare forskning vilket tyder på att problemenmed kunskapsöverföring är både aktuella och relevanta samt kräver ytterligare studier. Idaganvänder de organisationer som studien har berört främst med dokumentation och fysiskamöten för kunskapshantering. Dock finns det brister i de informationssystem de har att tillgåidag och under mötena är det sällan huvudsakligen kunskap som diskuteras. Oftast innebärdokumentationen endast att det skrivs manualer för rutiner kring hur olika delmoment inomprojektet genomförs. Studien visar att det finns stora skillnader mellan de olika företagen, därvissa av dem jobbar aktivt med kunskapsöverföring medan andra inte jobbar med dettaöverhuvudtaget. Trots detta visar studien att samtliga av respondenterna upplever liknandesvårigheter kring kunskapsöverföring.Det som studien främst visat är tidens betydelse för kunskapsdelning. Bristande tid är enåterkommande faktor till varför kunskapsdelningen inte fungerar hos projektbaseradeorganisationer. Detta tillsammans med att arbetsbelastningen är hög samt att fokus ligger påatt prestera ett visst resultat inom ramen för projektet bidrar till att kunskapsöverföringenhamnar i skymundan. På sikt kan detta medföra att viktiga erfarenheter och kunskap faller iglömska och organisationen går miste om viktiga konkurrensfördelar. De rekommendationerstudien kan ge till de studerade organisationerna är att använda sig av de mekanismer ochaktiviteter som behandlas i teorikapitlet för att implementera en lärande företagskultur ochkunna förflytta kunskapen inom organisationen.
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Viklund, Carolin. "Nyanställd på distans : Introduktion i en kunskapsorganisation med begränsad tillgång till fysiska möten." Thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-194468.
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Föreliggande uppsats undersöker hur introduktionen av nyanställda, som under pågående Covid-19-pandemi till stor del genomförs på distans, påverkas vad det gäller utformning och kvalitet, samt hur den upplevs av den nyanställde. Studien är en kvalitativ intervjustudie med induktiv ansats. Urvalet består av personer som börjat ett nytt arbete i kunskapsorganisationer under perioden mars 2020 till januari 2021 och som huvudsakligen introducerats och arbetat på distans. Materialet har analyserats tematiskt och resultatet analyseras och diskuteras utifrån tidigare studier av introduktionsprocesser, lärande och socialiseringsprocesser på arbetsplatser. Resultatet visar att introduktionen i sina beståndsdelar liknar den som sker fysiskt, men att den med fördel kan anpassas mer till de förutsättningar som distansarbete och en mer digital interaktion medför. Moment som sker naturligt i en fysisk miljö upplevs som konstlade när de replikeras digitalt och relationsbyggande, som i tidigare forskning identifieras som den enskilt viktigaste beståndsdelen i en introduktion, tar längre tid, både med kollegor och med arbetsgivaren. Stort ansvar läggs på den nyanställde att själv bygga relationer, söka information, förstå sin uppgift och forma sin roll. Att från arbetsgivarens sida ge stöd genom att visa närvaro och förståelse för att detta sker och tar tid kan öka chansen att den nyanställde upplever sig som värdefull, sedd och därmed även som en del av företaget.The purpose of this study is to investigate how the onboarding of new employees, which during the ongoing covid-19 pandemic is largely done remotely, is affected in terms of design and quality, and how it is experienced by the new employee. The study is a qualitative interview-based study with an inductive approach. The sample consists of people who have started a new job in knowledge-based organizations during the period March 2020 to January 2021 and who have mainly been onboarded and worked remotely. The material has been analyzed thematically and the results have been analyzed and discussed based on previous studies of introduction processes, learning and socialization processes in workplaces. The results show that activities in the digital onboarding are similar to those that take place physically, but that the activities would benefit from being adapted to the conditions that telework and more digital interactions entail. Elements that occur naturally in a physical environment are perceived as artificial when they are replicated digitally and relationship building, which in previous research is stated as the single most important variable in an introduction, takes longer, both with colleagues and with the employer. A large responsibility is placed on the new employees to build relationships, seek information, understand the tasks and shape the work by themselves. Giving support from the employer by showing presence, support and understanding for this time-consuming process can increase the chance that the new employee feels valued, seen and thus also as part of the company.
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Aarenstrup, Roger. "Improvements in Organizational development." Thesis, University of Gävle, Department of Business Administration and Economics, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-4946.
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Aim: The aim of this study was to investigate the relation between innovation and system complexity, and suggest improvements for an organization to handle innovation and complexity better.
Method: The analysis was based on theoretical models about organizational structure, development models and knowledge management. The models were selected to highlight theoretical extremes rather than practical usefulness to avoid practical obstacles in the theoretic evaluations. The work progressed as a strategy development flow based on a model including four phases; analysis, objectives and recommendations, options and Implementation.
Result & Conclusions: To significantly improve how complexity and innovation are managed it isn’t sufficient to focus on improvements in one part, such as processes. Organizational goals, external environment, organizational structure, development model, knowledge management and internal culture have to be considered and balanced to achieve significant improvements. For the organization studied it was clear that there was a difference in the official description of the organization and how it worked in practice.
Suggestions for future research: Metrics are important to measure value and improvement. Balanced metrics describing how well an organization is adapted to its goals and environment is an area for future work. The effect of Model-Based design on organizational structure is another interesting topic for further research.
Contribution of the thesis: The recommendations and objectives developed in this study can be used to improve an organization with respect to both internal and external environment.
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Chung, Yichu, and Andreas Jonsson. "Making Knowledge Permanent in Temporary Structures : The Role of Incentives for Knowledge Integration in Project-based Organizations." Thesis, Linköpings universitet, Företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-110355.
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Knowledge is increasingly seen as the organization’s most important asset. The knowledge-based view dictates that by understanding the importance of knowledge as a competitive advantage, and leveraging it, organizations can compete in a differentiated and sustainably advantageous way. In project-based organizations where individuals with different specialized knowledge meet and create new knowledge together, this might be seen as especially valuable. Despite having a big impact on both the academic and managerial world, organizations seem struggle when actually faced with the practical implications of integrating knowledge in the firms.This problem has been highlighted both in research, as well as in an empirical pre-study. Understanding where this problem stems from is an important step in finding a way to solve it. Following the idea that the use of incentive systems has long been an effective way of steering behavior in organizational members, we wonder what the role of incentive systems is in the context of knowledge integration in project-based organizations. Thus, the aim of this study is to investigate and analyze if missing or deficient incentive systems is the reason why project-based organizations struggle with knowledge integration.
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Li, Xiaoqing Montazemi Ali R. "Agent based buddy finding methodology for knowledge sharing /." *McMaster only, 2003.
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Andrade, Julietti de. "Interoperabilidade e mapeamentos entre sistemas de organização do conhecimento na busca e recuperação de informações em saúde: estudo de caso em ortopedia e traumatologia." Universidade de São Paulo, 2015. http://www.teses.usp.br/teses/disponiveis/27/27151/tde-29062015-121813/.
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Esta pesquisa apresenta o desenvolvimento de método de busca e recuperação de informações em bases de dados especializadas para produção do conhecimento científico na área da Saúde, com ênfase na Saúde Baseada em Evidências. Recorremos, neste trabalho, a diferentes metodologias considerando as especificidades de cada etapa: pesquisa exploratória, método hipotético dedutivo e estudo de caso empírico qualitativo. Mobilizamos os fundamentos teórico-metodológicos da Ciência da Informação e da Saúde nos domínios da Organização e Recuperação da Informação e do Conhecimento, Web Semântica, Saúde Baseada em Evidências e Metodologia Científica, assim como realizamos dois experimentos: estudo de caso em Ortopedia e Traumatologia no sentido de identificar e estabelecer critérios para busca, recuperação, organização e seleção de informações de modo que possam integrar parte da metodologia de trabalhos científicos na área da Saúde; e análise dos tipos de busca e recuperação e dos mapeamentos entre Sistemas de Organização do Conhecimento (SOC) propostos no Metatesauro no escopo da Unified Medical Language System (UMLS) da US National Library of Medicine e no BioPortal da National Center for Biomedical Ontology, ambos na área biomédica. O UMLS disponibiliza acesso a 151 SOC, e o BioPortal, um conjunto de 302 ontologias. Apresentam-se propostas para construção de estratégias de busca com uso de Sistemas de Organização do Conhecimento mapeados e interoperados, bem como para realização de pesquisas bibliográficas para elaboração de trabalhos científicos na área da Saúde.This research presents the development of method for search and information retrieval in specialized databases aiming the production of scientific knowledge in healthcare, with emphasis on Evidence-Based Health. We have used, in this work, different techniques considering the specificities of each stage: exploratory research, hypothetical deductive method and qualitative empirical case study. It mobilizes the theoretical and methodological foundations in Information Science and Health, appling them to areas as knowledge organization and information retrieval, Semantic Web, Evidence-Based Health and Scientific Methodology. Two experiments were performed: a case study in Orthopedics and Traumatology in order to identify and establish criterions for search, retrieval, organization and selection of information, so that these criterions can integrate part of the methodology of scientific work in healthcare; and analysis of kinds of search and retrieval and mappings on Knowledge Organization Systems-KOS available in Metathesaurus, considering the scope of the Unified Medical Language System (UMLS) of the US National Library of Medicine (NLM), and in the BioPortal National Center for Biomedical Ontology, both in the biomedical field. The UMLS provides access to 151 KOS, and the BioPortal provides a set of 302 ontologies. We presented proposals for construction of search strategies by using Knowledge Organization System mapped and interoperate as well as for conducting literature searches for preparation of scientific papers in healthcare.
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Rozic, Tina, and Julia Taxén. "Incentives for knowledge sharing in project based organizations : A case study at Sectra AB." Thesis, Linköpings universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-120813.
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Background Previous research in the area of knowledge management shows that projectbased organizations often struggle with their employees resistance to shareknowledge with colleagues for reasons of self-interest. Other research show thatimplementing incentives to stimulate knowledge sharing behaviors has beenproven efficient. However, the fact that no previous research has touched uponthe topic in the context of project based organizations, motivated us to immerseourselves in the area. Purpose The purpose of this study was to map how incentives stimulate knowledgesharing in project based organizations. Method A qualitative single-case study performed with semi-structured interviews on thedepartment of medical systems at project based Sectra AB. Conclusion The study highlights the value of combining incentives with clan control formotivating knowledge sharing in project based organizations. It indicates thatproject based organizations with help from incentives can stimulate knowledgesharing behaviors, both directly and indirectly.
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Zhou, Shijin. "Project learning, knowledge transfer and the adoption of innovation in project-based organizations." Thesis, University of Nottingham, 2017. http://eprints.nottingham.ac.uk/45166/.
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This doctoral thesis aims to explore the innovation adoption process in project-based organizations. In particular, I developed a theoretical framework that explains how intra- and inter- project learning influenced by different management practices. I further generated various hypotheses based on the conceptual framework by conducting qualitative interviews. Empirically, I used survey data to test those hypotheses. I collected data from 147-construction industry, most of the companies were contractors and real estate companies. The results strongly support our hypotheses and suggest that different management practices facilitate different types, i.e. tacit and explicit, knowledge transfer among projects and it further influences speed of innovation adoption and speed of innovation routinization. This dissertation contributes to management theory and practice by establishing a comprehensive framework which explains how different types of knowledge flows among different types of projects, i.e. innovative and routine projects, finally influence innovation adoption behavior of project-based organizations. Overall, this research has important implications for how project-based organizations can enhance innovation adoption and routinization to realize the economies of repetition.
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Gustafsson, Molly, and Christoffer Norrman. "Vilka arbetssätt gynnar kunskapsöverföring i projektbaserade företag? : En studie om kunskapsöverföring utifrån tjänstemännens perspektiv." Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-42877.
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Knowledge transfer is a well-researched area within the construction industry, and it´s known thatknowledge transfer is difficult as the construction industry is a project-based industry and projectsrarely look the same. Research has been done on the importance of working with knowledgetransfer in order to keep companies competitive. From the officials’ point of view, there has notbeen as much study on the working methods as the best approaches to have a good disseminationof knowledge in the companies. The purpose of the report is to see if the changes made by the workplace have contributed to thebetter transfer of knowledge. This is to find out which working methods favor the transfer ofknowledge in project-based companies. To obtain the results, semi-structured interviews wereconducted with eleven respondents who all worked at the same company but had differentpositions to find out exactly what their perceived knowledge transfer was. The study found that according to the respondents, the working methods that favor project-basedcompanies are simple documentation that must be motivated and demonstrate that it will benefitthe respective employees. Another thing is an open climate favors the conditions for succeeding inknowledge transfer in the company, as it becomes easier to collaborate.Kunskapsöverföring är ett väl utforskat område inom byggbranschen och det är känt att kunskapsöverföring är svårt då byggbranschen till stor del är en projektbaserad bransch och projekt sällan ser likadana ut. Det har gjorts forskning på att det är viktigt att jobba med kunskapsöverföring för att hålla företagen konkurrenskraftiga, men man har inte gjort så mycket studier på vilka arbetssätt som tjänstemännen anser är de bästa tillvägagångsätten för att ha en god kunskapsspridning i företagen. Fallföretaget som rapporten bygger på har gjort förändringar i sina arbetssätt för att öka kunskapsöverföringen. De förändringar som gjorts är att de har tillsatt produktionscheferna i ledningsgruppen för att öka den interna kommunikationen mellan projekt. Fallföretaget har även lagt med i sin affärsplan, för det kommande året, att dom ska dokumentera ner varje avslutat projekt i ett projektblad. Rapportens syfte är att se om de förändringarna som fallföretaget gjort har bidragit till att kunskapsöverföringen har blivit bättre. Detta för att ta reda på vilka arbetssätt som gynnar kunskapsöverföringen i projektbaserade företag. För att få fram resultaten genomfördes semistrukturerade intervjuer med elva respondenter. Alla respondenter jobbade på samma företag men hade olika positioner för att just ta reda på hur deras upplevda kunskapsöverföring var. Det framkommer i studien att de arbetssätt som gynnar projektbaserade företag enligt respondenterna är enkel dokumentation som ska vara motiverad och påvisa att den kommer gynna respektive anställd. Det andra som framkommer i studien är att ett öppet klimat gynnar förutsättningarna för att lyckas med kunskapsöverföring i företaget, detta då det blir lättare att samarbeta. De sistnämnda visas tydligt uppnås inom företaget, vilket skulle kunna vara ett resultat av att de tillsatt produktionscheferna i ledningsgruppen som öppnat upp för en ökad kommunikation och därav samarbete. Trots att det inom branschen är känt att det är viktigt med kunskapsöverföring, så hoppas författarna kunna belysa att det är ett relativt outforskat område när det kommer till vilka arbetssätt som tjänstemännen anser gynnar kunskapsöverföringen i projektbaserade företag.
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Martinsson, Irene. "Standardized Knowledge Transfer : A study of Project-Based Organizations in the Construction and IT Sectors." Doctoral thesis, Stockholms universitet, Företagsekonomiska institutionen, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-32450.
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Standardized knowledge transfer in project-based organizations is analyzed. The empirical material considered comes from 11 recurring projects from two sectors: the construction sector and the IT sector. Existing research is extended by developing a conceptual framework that expresses how standardized knowledge transfer and where difficulties arise. Results show that knowledge is difficult to capture and control. Standardization is viewed as the core over which the team member, the recurring project, the permanent organization and the product claim joint ownership. My framework describes how standardization tasks are fulfilled as knowledge proceeds through the transfer process. I show that standardized knowledge tends to take the shortest path in a transfer, i.e., to move the individual who has acquired the knowledge. However, choosing the quickest transfer path de-standardizes the knowledge. Engaging the permanent organization offers opportunities to standardize but requires a longer transfer process. This process is often too lengthy to achieve. It is difficult for the permanent organizations to transfer even existing routines. Project members often fail to use standardized knowledge. My framework is also designed to take into account the new knowledge that develops in projects. I show that knowledge from projects fails to complete the lengthy transfer journey and remains personalized. The studied corporations resisted transfer. To explain why, I highlight roles in the transfer. The individuals provide the content to be transferred. The permanent organization gathers and standardizes knowledge. Finally, the temporary organization opposes standardization when an arena is offered to adapt the standardized concept to local conditions. When the three roles are coordinated, power becomes important as projects ignore knowledge made available by the permanent organization, and the permanent organization shows little interest in knowledge formed in the projects.
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Martinsson, Irene. "Standardized knowledge transfer a study of project-based organizations in the construction and IT secters /." Stockholm : School of Business, Stockholm University, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-32450.
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Ghafoor, Rabiya, and Jiaxin Zhang. "Effective knowledge sharing between team members : Case perspective of performance climate in Project based organizations." Thesis, Linköpings universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-139124.
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Knowledge sharing between project teams has obtained significant attention in research. Despite wide attention, many organizations still experience difficulties of effective knowledge sharing between their project team members, and the problem still remains which appears to be contradictory. Previous research has had a tendency to assume that the knowledge sharing activity is affected by the performance climate as well as individuals, and often ends up with knowledge hiding behavior under these circumstances. However, limited research has considered the relationship between knowledge sharing and performance in project based organizations, which is considered to be equally important for effective knowledge sharing.
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Fulford, Casey. "Knowledge Mobilization in Community-Based Services: Supporting Friendships for Adults with Intellectual Disabilities." Thesis, Université d'Ottawa / University of Ottawa, 2020. http://hdl.handle.net/10393/40312.
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The objective of this dissertation was to conduct an evaluation of a knowledge mobilization process in a community-based organization that supports adults with intellectual disabilities. The aim of the project was to understand how stakeholders share knowledge, use knowledge, and collaborate to make decisions regarding practices to support friendships for adults with intellectual disabilities. We produced two literature reviews; one systematically documented the views of adults with intellectual disabilities with regard to their relationships, and the other examined existing literature on strategies to support friendships. We also conducted two primary research studies in which we documented and evaluated knowledge mobilization activities in community-based organizations. We used a mixed-methods approach and collected data from a variety of stakeholder groups associated with a community-based organization, including staff members and the organization’s director, adults with intellectual disabilities, and family caregivers. Additionally, we collected data from staff working in a variety of community-based organizations that support adults with intellectual disabilities. During our primary research studies, we produced a variety of knowledge mobilization outputs regarding friendship support, including an evidence brief, a conference presentation, online presentations in French and English, and an informational website in French and English. The results of the studies included in this dissertation, our recommendations regarding community-based knowledge mobilization, and the knowledge mobilization outputs we developed can be used to improve knowledge mobilization practices in community-based services. Studying knowledge mobilization to support individuals with intellectual disabilities highlights some of the complexities that should be considered within community-based services, such as working with a variety of stakeholder groups, and including stakeholders that are potentially vulnerable to social exclusion.
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Windhurst, William A. "An application of role-based access control in an Organizational Software Process Knowledge Base." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2001. http://handle.dtic.mil/100.2/ADA396528.
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Jarl, Amanda, and Line Pålsson. "Kunskapshantering i projektbaserade organisationer − Studie av en bransch karaktäriserad av tyst kunskap." Thesis, Högskolan i Borås, Institutionen Handels- och IT-högskolan, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-18109.
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Ur teori och empiri har det i studien framkommit att projektbaserade organisationer somerbjuder kundanpassade tjänster är karaktäriserade av tyst kunskap. Tyst kunskap innebär attkunskapen är baserad på personliga upplevelser och erfarenheter och kan förklaras som sakerman vet utan att man vet dem. Tysta kunskaper är därför svårare att hantera och ta tillvara pådå de till största del delas genom observation, imitation och informella möten. Det har ocksåframkommit att just organisationer av den angivna karaktären är i störst behov av att delakunskap och använda den som ett verktyg för att nå framgång.Syftet med studien är att beskriva och analysera projektorganisationer i form av serviceföretagsom specifikt säljer kundanpassade tjänster för att förstå, tolka och identifiera faktorer sommöjliggör eller försvårar kunskapshantering. För att kunna uppnå det har vi valt att undersökahur sådana organisationer arbetar med kunskapshantering idag och utifrån det dra slutsatserkring viktiga faktorer. I avsikt att göra det valde vi att använda oss utav tre styckenfallföretag. Ute på företagen intervjuade vi två stycken personer på varje företag med de olikabefattningarna VD, account manager och projektledare. Det gjorde vi för att få en bredare bildsom inte är begränsad till ett visst arbetsområde inom organisation. Eftersom att vi villeundersöka deras inställning och åsikter kring ett specifikt område valde vi att genomförasemistrukturerade intervjuer.Resultatet stämde i flera fall överens med teorin. Det bekräftades att företagen i allt för storutsträckning arbetar med en hantering av den explicita kunskapen, genom enkodifieringsstartegi, när de till största del borde satsa på att hantera den tysta via enpersonifieringsstrategi. Däremot visade resultatet till skillnad från teorin att respondenternavar positiva till kunskapshantering och hade en stor vilja att dela kunskap med varandra ochlära sig nya saker. Resultatet visade också att tiden är den faktor som till största del förhindrarett aktivt kunskapsarbete och att det därav borde ligga i organisationens intresse att tillgodosebehovet av tid.Slutsatsen blev att det finns två faktorer som är viktiga för organisationer av denna karaktär.Dessa är företagets ansträngning i form av tid och resurser och de anställdas inställning tillkunskapshantering. Det blev tydligt att dessa två faktorer är beroende av varandra och att detillsammans kan skapa goda förutsättningar för spridning av den tysta kunskapen.
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Young, Regit. "Activity-based knowledge contexts : an exploration of Niklas Luhmann's autopoietic social theories for knowledge management practice and systems." University of Western Australia. School of Economics and Commerce, 2006. http://theses.library.uwa.edu.au/adt-WU2007.0037.
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[Truncated abstract] The dominant approaches to knowledge management practice and the design of knowledge management systems are driven by a resource-based view of knowledge. In this thesis, it is argued that the resource-based view of knowledge is limited and lacks social sensitivity. In this thesis, Knowledge Management is viewed as a social activity and the development and examination of an alternate approach to conceptualising the social processes of knowledge management in organisations, is the primary objective. In pursuing this objective, the question of whether an activity-based view of knowledge processes can assist the design of knowledge management practice and systems is examined. To address this research question, a conceptual framework is developed which redefines the conventional, universal approach to knowledge context . . . From an organisational perspective, the ABCs framework suggests that the institutionalisation and contextualisation of knowledge provides management with another dimension for considering knowledge management and knowledge management systems implementation. The findings from the case study suggest that knowledge workers are influenced by environmental factors. As a result, organisations can use this research to develop knowledge management practices that take environmental factors into consideration. As a starting point for organisations, the findings from the case studies are used to develop a set of guidelines for the design of knowledge management practice and systems. Further research is suggested in terms of extending to considerations of other aspects of Luhmann’s theories and exploring other complexity sciences as the basis of knowledge management.
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Hamlin, Anna. "Towards a network-based knowledge culture : An exploratory case study of cross-functional integration in new product development teams." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-55725.
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Background: The reason for conducting this master thesis within the field of knowledge management derived from the realization that there was a need for an increased understanding of the socio-cultural dynamics of the integration and transfer of knowledge in cross-functional new product development projects. Research advocates that organizations with organic project-based environments with fluid team boundaries may aggravate routine-based work and organizational memory, which in turn may lead to an organizations’ inability of capturing and storing existing personalized knowledge for internal storage and future transfer (Koskinen, 2004). For this reason, the conversion of knowledge for re-use between and within projects in an organization is not supported in a natural way (Lindner and Wald, 2011). To this end, organizational culture is critically important in facilitating a knowledge transfer culture within an organization that supports such knowledge conversion processes (Davenport and Prusak, 1998a). Thus, an increased understanding of the socio-cultural dynamics of knowledge integration and transfer in cross-functional projects is viewed as an opportunity to contribute with findings with interest in both industry and academia. Increasing the understanding of organizational culture’s role in knowledge conversion facilitation is particularly seen as an important research area in existing knowledge management research. The study aimed to produce a deeper understanding of these social processes by exploring and interpreting them in their real-life social contexts. Research question: How does organizational culture and knowledge management strategies support as well as hinder knowledge integration and transfer between cross-functional product development teams and specialists in a project-based organization? Purpose: To increase the understanding of the socio-cultural dynamics of knowledge integration and transfer in cross-functional projects. In order to study the socio-cultural elements, a case study in a global Swedish company engaged in new product development was conducted during the spring of 2016. Method: The research design of the study was case study. The empirical data was collected through face-to-face interviews, observations and studying of internal steering documentations. The author found it necessary to adopt an interpretivist epistemological position with a qualitative focus in alignment with employing abductive reasoning in order to understand the collected data and to explore the posed research question. Quality measures with respect to qualitative research studies were cautiously considered. Conclusion: This study found that an organization with a network-based knowledge culture and a standardized process with standards and routines for effective knowledge conversion processes are two sides of the same coin that can support the knowledge integration and transfer between cross-functional product development teams and specialists in a project-based organization. Further, both a single dominant organizational culture and multiple local cultures within an organization can both support and hinder the integration and transfer of knowledge. In extension to this finding, inconsistencies in the knowledge integration and transfer processes may evolve across these different cultural interpretations which may further support or hinder the social dynamics in an organization. Moreover, my study suggests that a network-based knowledge culture can interact with a standardized process in order to enable effective knowledge integration and transfer routines.
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PREGNER, JOHAN, and PHILIP SANDE. "Kunskapsöverföring som en integrerad process i en projektbaserad organisation." Thesis, KTH, Industriell Management, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-189613.
Full textAbstract:
Kunskap har kommit att bli ansedd som en strategiskt viktig tillgång för organisationer. I projektbaserade organisationer där projekt bedrivs fristående har problem med att systematiskt integrera ett arbete med kunskapsöverföring identifierats. Projekt kan beskrivas som fristående organisationer utan historia vilket medför att kunskap inom projektet måste skapas under projektets gång om den inte inhämtas utifrån. Denna studie adresserar utmaningen med att bedriva en effektiv kunskapsöverföring inom organisationer. Då många satsningar på kunskapsöverföring misslyckas syftar denna studie därför till att undersöka hur kunskapsöverföring kan bli en integrerad del av en projektbaserad organisation. För att uppfylla syftet med studien har en fallstudie genomförts på Försvarets Materielverk i Stockholm. I studien har processen för kunskapsöverföring analyserats där de ingående delarna i processen identifierats. Vidare har även de faktorer som påverkar integrering av ett bredare arbete med kunskapsöverföring identifierats. Utifrån processen för kunskapsöverföring och dess påverkande faktorer har en strategi för arbetet med kunskapsöverföring inom en projektbaserad organisation presenterats. Det empiriska materialet har inhämtats via intervjuer, en enkätundersökning samt interna dokument. Resultatet från den empiriska datainsamlingen visar att det är flera parametrar som måste samverka med varandra för att kunskapsöverföring ska bli en integrerad del av en projektbaserad organisation. Inom den studerade organisationen ses barriärer som förhindrar effektivt tillvaratagande, distribuering, lagring och återvinning av kunskap. För att hantera dessa barriärer och möjliggöra en utveckling av kunskapsöverföringen inom organisationen ges följande rekommendationer till organisationsledningen: Styrning för kunskapsöverföring från organisationsledningen för att uppnå ett systematiskt arbete med kunskapsöverföring i organisationens projekt. Skapa funktionella förutsättningar i projekt för att utgöra en grund för hur arbetet med kunskapsöverföring ska bedrivas Arbeta långsiktigt då en förändringsprocess är tidskrävandeKnowledge has in recent years become considered as a strategically important asset for organizations. In project-based organizations, a problem with a systematic integration of knowledge management has been identified. Projects can be described as separate organizations without history, which means that knowledge must be created within the project if it is not acquired from the outside. This study addresses the challenge with conducting effective knowledge management within organizations. As many efforts in knowledge management fail, the aim of this study is therefore to investigate how knowledge management can become an integrated process of a project-based organization. In order to fulfill the purpose of the study, a case study at the Swedish Defense Materiel Administration has been conducted. The study has analyzed the process of knowledge transfer, where the components of the process have been identified. Furthermore, factors affecting the integration of a broader work with Knowledge Management have been identified. Based on the process of Knowledge Management, together with the factors affecting the process, a strategy for working with Knowledge Management in a project-based organization has been presented. The empirical material is gathered through interviews, a survey and internal documents. The result shows that there are several parameters that must interact in order for Knowledge Management to become an integrated process in a project-based organization. Within the studied organization, barriers that prevent effective acquisition, distribution, storage and retrieval of knowledge, are identified. To address these barriers and enable development of the Knowledge Management process within the organization, the following recommendations are given to the management of the organization. Governance for Knowledge Management from organizational management in order to achieve a systematic approach to Knowledge Management within the projects. Create functional prerequisites in order to provide a basis for how the Knowledge Management process is to be conducted. Work with a long-term perspective, as change processes takes time.