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1
Newk-Fon, Hey Tow William Foong Kim. "A Study on the Contribution of Knowledge Identification to Knowledge Management Effectiveness." Thesis, Curtin University, 2017. http://hdl.handle.net/20.500.11937/56424.
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Many organisations have blind spots; they often do not know what they know already. This research investigates how organisations establish what knowledge they have and to what extent this process of identifying relevant and needed knowledge that exists within organisational boundaries (a process referred to as Knowledge Identification or KI) contributes to effective Knowledge Management (KM). Following a three-phased, mixed-method research design, results confirmed the critical nature of the relationship between KI and KM.
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Shoop, Jessica A. "SENIOR INFORMATION TECHNOLOGY (IT) LEADER CREDIBILITY: KNOWLEDGE SCALE, MEDIATING KNOWLEDGE MECHANISMS, AND EFFECTIVENESS." Case Western Reserve University School of Graduate Studies / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=case1491489274525242.
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Tran, Thien Anh. "Strategic Evaluation of University Knowledge and Technology Transfer Effectiveness." PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/1059.
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Academic knowledge and technology transfer has been growing in importance both in academic research and practice. A critical question in managing this activity is how to evaluate its effectiveness. The literature shows an increasing number of studies done to address this question; however, it also reveals important gaps that need more research. One novel approach is to evaluate the effectiveness of this activity from an organizational point of view, which is to measure how much knowledge and technology transfer from a university fulfills the mission of the institution. This research develops a Hierarchical Decision Model (HDM) to measure the contribution values of various knowledge and technology transfer mechanisms to the achievement of the mission. The performance values obtained from the university under investigation are applied to the model to develop a Knowledge and Technology Transfer Effectiveness Index for that university. The Index helps an academic institution assess the current performance of its knowledge and technology transfer with respect to its mission. This robust model also helps decision makers discover areas where the university is performing well, or needs to pay more attention. In addition, the university can benchmark its own performance against its peers in order to set up a roadmap for improvement. It is proved that this is the first index in the literature which truly evaluates the effectiveness of university knowledge and technology transfer from an organizational perspective. It is also the first method that incorporates hard data of university technology transfer and expert judgments into the evaluation of the effectiveness of the activity. Practitioners in the area of academic technology transfer can also apply this evaluation model to quantitatively evaluate the performance of their institutions for strategic decision making purposes.
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Sitlington, Helen. "Impact of downsizing, restructuring and knowledge sharing on retention of knowledge in organisations : implications for organisational effectiveness." Thesis, Curtin University, 2008. http://hdl.handle.net/20.500.11937/1092.
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This research considers the organisational factors and processes that impact on knowledge retention and subsequent perceptions of organisational effectiveness during downsizing/restructuring events. By exploring these relationships, the research seeks to help organisations facing downsizing/restructuring to identify best practices to support employees during the process and achieve positive organisational outcomes. The thesis presents a detailed review of the literature in the field of downsizing and organisational restructuring, together with knowledge, knowledge sharing and organisational effectiveness. A conceptual framework and hypotheses, informed through the literature and qualitative focus group process, were developed for testing. Data were collected from 81 organisations, drawn from both the private and public sectors. Analyses enabled detailed consideration of the impact of perceived levels of organisational knowledge on perceptions of post-downsizing/restructuring organisational effectiveness. The significance of relationships between downsizing/restructuring events, both decisions and processes, and knowledge sharing in organisations undergoing downsizing/restructuring were also examined. Findings indicate the need for open and honest relationships between managerial (Decision Makers and Implementers) and non-managerial employees (Affected Employees) in order to achieve successful organisational outcomes. The impact of knowledge sharing on organisational knowledge was assessed by studying the extent of both formal knowledge sharing and informal networks present in respondent organisations. The direct impact of knowledge sharing on organisational outcomes was also analysed and discussed.Conclusions are reached that both formal knowledge sharing and informal networks have a significant impact not only on perceived levels of organisational knowledge but also on post-downsizing/restructuring organisational effectiveness. However, different aspects of knowledge sharing appear to be more significant to Decision Makers and Implementers and Affected Employees. For business, the findings of this research demonstrate a need to concentrate on organisational knowledge during downsizing/restructuring in order to achieve improved outcomes. The findings suggest this can be done through attention to ensuring that intent and interpretation of the decisions and processes involved are open and honest. Assessment of the knowledge present in the organisation and a focus on retention of key individuals with important knowledge is also advisable. Communication of what is planned and inclusion of employees in both planning and implementation were identified as ways in which organisations can do so, thereby promoting distributive and procedural fairness throughout the process. Formal knowledge sharing strategies arose as being important to achieving improved organisational outcomes, particularly to Decision Makers and Implementers. These strategies included identifying, capturing and storing information in ways that are accessible to employees. Documentation of practices and procedures was also found to be important as was careful planning of the change.Communication, providing training and support to survivors and allowing the necessary time for sharing knowledge were also identified as key strategies. Overall, developing a culture and climate within the organisation that is supportive of knowledge sharing was found to be central to achieving improved organisational effectiveness. Informal networks were identified by Affected Employees as impacting on both perceived levels of organisational knowledge and, indirectly on organisational outcomes. The research indicates the Decision Makers and Implementers and Affected Employees have different perceptions about the role and importance of informal networks. Those implementing downsizing/restructuring may therefore need to examine the structure and operation of informal networks prior to downsizing/restructuring to ensure they are adequately supported during the process. Informal networks may also be utilised to assist in bringing about the change. The findings of this research are important to assist organisations develop best practice approaches to downsizing/restructuring. With increasing acceptance of downsizing/restructuring as a business strategy, this research provides insights into key issues of downsizing/restructuring events and knowledge retention as predictors of improved organisational outcomes.
5
Glaeser, Volker. "Toward a process-oriented knowledge transfer framework for a Knowledge Intensive Firm (KIF)." Thesis, University of Gloucestershire, 2017. http://eprints.glos.ac.uk/5833/.
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Managing and transferring knowledge within a corporation becomes the ultimate key for survival in the Knowledge Age. Internal knowledge is often unique and lays the foundation for a company’s competitiveness. Effective and fast knowledge transfer (KT) is particularly critical to KIFs such as IT consultancies, R&D based companies or firms in the software industry. Intrafirm KT is a complex undertaking though and a number of initiatives fail. Therefore, achieving optimal KT is a compelling need. The aim of this thesis is to explore what kind of process-oriented framework helps create optimal KT practices in a KIF by applying and adapting the Scrum management and control practices. Scrum was initially formalised for the development of software and can be used to manage complex projects. Enhancing Scrum to enable intra-firm KT represents a novel approach, involving diverse roles across a team of employees and making use of their respective capabilities. The work makes a contribution to knowledge by introducing clearly defined KT process steps and documentation tools - underpinned by motivational practices, transparency and accountability of individual employees to find ways for them to impart their knowledge. It proffers an extension to existing frameworks and models. The study could be highly relevant for practitioners concerned with intra-firm KT for two reasons. Employing the newly developed approach helps investigate appropriate organisational contexts and, more importantly, provides a practical set of tools to assist with the task of enabling KT. The form of a case study within a KIF, a consultancy firm focussed on digital business transformation, has been chosen as the foundation for the inquiry. The research strategy is rooted in a participatory paradigm. Qualitative data captured in the company were specifically developed through participatory action research (PAR). Documentary analysis, non-participant observation, and open-ended interviews ahead of iterative action-reflection cycles contributed to providing new learning for a team of highly qualified Knowledge Workers (KWs). Overall the team of consultants that was the focus of this case study believes that knowledge in the firm will be transferred faster and sustainably by employing practices of interaction and adaptation within a knowledge-friendly and motivational environment. The time required to phase new consultants into existing projects, where KT was indispensable, was reduced significantly by 50% from four to two weeks. The research suggests that the newly developed process-oriented framework can greatly improve KT practices in a KIF by applying practices of gathering data and information (Aggregating), prioritising them (Featuring), reviewing KT progress (Reviewing), and utilising newly acquired knowledge (Doing). The key findings of this work, the AFRD-process and the AFRD-framework, were subject to an audit by an expert panel from the Fresenius University of Applied Science in Munich, Germany, and practitioners in a machine engineering company in Augsburg, Germany.
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Beeken, Wilhelm Frederik Hartmann. "A model for sustainable operational excellence through knowledge management practices and continuous improvement principles." Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/1061.
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Integrating Knowledge Management maturity with associated Continuous Improvement efforts in order to remain competitive, is absent in most Operational Excellence initiatives. Furthermore, the intertwined relationship of Continuous Improvement and work development becomes a crucial focus area for organisations that wish to establish a continuously evolving management system consisting of core values, methodologies and tools with the aim of creating more satisfied customers with less resources. The old industrial paradigm that focused on labour, capital, materials, and energy viewed technology and knowledge as external influences on production. This framework is now being challenged and a new trend is emerging. This trend seeks to transform the old industrial system to that of a knowledge-based which one can lead to innovation and hence economic advantage. Continuous Improvement as a concept has roots in many other fields, including social-technical system design, human relations progress and the discussion surrounding ‘lean manufacturing’. This study will focus on Continuous Improvement as a noun, referring to on the outcome of the process of a stream of emergent innovations. The primary objective of the study is to create a model that will present an organisation with a three-layer knowledge reference process grid, which will align and depict the surrounding business knowledge functions, knowledge-enabling processes and knowledge-manipulating processes aiming for enabling Operational Excellence. This study promotes the theory that the cognitive domain layer, functional domain layer and resources layer of an organisation can be increasingly stimulated by focusing effort through Continuous Improvement routines towards the associated inter-organisational knowledge processes sustaining Operational Excellence. The proposed model is structured to review, compare, evaluate and integrate existing Knowledge Management practices of ii an organisation within the context of clear definitions for important concepts of Knowledge Management. Additionally the model provides an assessment instrument for evaluating the organisation’s Knowledge Management maturity level. The study concerns itself with two concepts towards business value creation which will lead to increased Operational Excellence. Firstly, the maturity of Knowledge Management processes, and secondly the level of the organisation wide process of focused and continuous incremental improvement namely, Continuous Improvement. A case study with PriceWaterhouseCoopers was concluded and an on-line Internet survey was used with a stratified sample from knowledge workers to test the factors from both a Knowledge Management and Continuous Improvement perspective. These factors were verified by means of a hypotheses network, describing in a structured and descriptive way, the importance of Knowledge Management and Continuous Improvement collectively on sustainable Operational Excellence as an integral development of Operational Excellence. With respect to Knowledge Management practices, the hypothesis network proposed at least three domains, which of knowledge generation, knowledge mobilisation and knowledge application as important input to the proposed process grid of knowledge development and associated layer elements. From a Continuous Improvement principles perspective it is apparent that elements from Continuous Improvement routines and Continuous Improvement characteristics are associated with the organisation Continuous Improvement ability. These findings are also a result of the deliberate design of processes, tools, structures and environments with the intent to increase, renew, share or improve the use of knowledge represented in any of the three elements for structural, human and social of intellectual capital. The proposed model combines the framework of the Boyd cycle as it is conceptualized as self-assessment activities, for it becomes possible to use them as basis of a self-assessment with sense making navigational properties across iii the proposed knowledge process grid for the model. The model will facilitate the concept of a three-layer knowledge reference process grid, which represents the main components of the knowledge processes within the cognitive domain layer, functional layer and resources layer of an organisation. The proposed model will deliver a single value that co-exists with the Knowledge Management maturity level and Continuous Improvement readiness index rating attained. Logical relationships to dynamic, evolving and flexible enabling Knowledge Management practices for each layer of the proposed three-layer knowledge reference process grid will be integrated as output of the proposed model. The research has limitations as Knowledge Management practices were measured using a subjective norm scale. It is suggested that a more comprehensive measure of Knowledge Management maturity processes may be needed to represent this construct. The complexity of the proposed model and the number of associated variables included in the results need further confirmation using possible multiple samples and additional measures of Knowledge Management maturity and Continuous Improvement readiness elements. The benefit of the proposed model as a practical Operational Excellence tool is to overcome the perceived gap of implementing Knowledge Management practices and Continuous Improvement principles collectively to deliver and sustain Operational Excellence.
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Lakkaraju, Sai Kiran. "Synchronising subjective knowledge and knowledge management systems in organisations." View thesis, 2008. http://handle.uws.edu.au:8081/1959.7/31670.
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Thesis (Ph.D.)--University of Western Sydney, 2008.<br>"A thesis submitted to the University of Western Sydney, College of Health and Science, School of Computing and Mathematics in fulfilment of the requirements for the degree of Doctor of Philosophy." Includes bibliography.
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Sitlington, Helen. "Impact of downsizing, restructuring and knowledge sharing on retention of knowledge in organisations : implications for organisational effectiveness." Curtin University of Technology, Curtin Graduate School of Business, 2008. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=18868.
Full textAbstract:
This research considers the organisational factors and processes that impact on knowledge retention and subsequent perceptions of organisational effectiveness during downsizing/restructuring events. By exploring these relationships, the research seeks to help organisations facing downsizing/restructuring to identify best practices to support employees during the process and achieve positive organisational outcomes. The thesis presents a detailed review of the literature in the field of downsizing and organisational restructuring, together with knowledge, knowledge sharing and organisational effectiveness. A conceptual framework and hypotheses, informed through the literature and qualitative focus group process, were developed for testing. Data were collected from 81 organisations, drawn from both the private and public sectors. Analyses enabled detailed consideration of the impact of perceived levels of organisational knowledge on perceptions of post-downsizing/restructuring organisational effectiveness. The significance of relationships between downsizing/restructuring events, both decisions and processes, and knowledge sharing in organisations undergoing downsizing/restructuring were also examined. Findings indicate the need for open and honest relationships between managerial (Decision Makers and Implementers) and non-managerial employees (Affected Employees) in order to achieve successful organisational outcomes. The impact of knowledge sharing on organisational knowledge was assessed by studying the extent of both formal knowledge sharing and informal networks present in respondent organisations. The direct impact of knowledge sharing on organisational outcomes was also analysed and discussed.<br>Conclusions are reached that both formal knowledge sharing and informal networks have a significant impact not only on perceived levels of organisational knowledge but also on post-downsizing/restructuring organisational effectiveness. However, different aspects of knowledge sharing appear to be more significant to Decision Makers and Implementers and Affected Employees. For business, the findings of this research demonstrate a need to concentrate on organisational knowledge during downsizing/restructuring in order to achieve improved outcomes. The findings suggest this can be done through attention to ensuring that intent and interpretation of the decisions and processes involved are open and honest. Assessment of the knowledge present in the organisation and a focus on retention of key individuals with important knowledge is also advisable. Communication of what is planned and inclusion of employees in both planning and implementation were identified as ways in which organisations can do so, thereby promoting distributive and procedural fairness throughout the process. Formal knowledge sharing strategies arose as being important to achieving improved organisational outcomes, particularly to Decision Makers and Implementers. These strategies included identifying, capturing and storing information in ways that are accessible to employees. Documentation of practices and procedures was also found to be important as was careful planning of the change.<br>Communication, providing training and support to survivors and allowing the necessary time for sharing knowledge were also identified as key strategies. Overall, developing a culture and climate within the organisation that is supportive of knowledge sharing was found to be central to achieving improved organisational effectiveness. Informal networks were identified by Affected Employees as impacting on both perceived levels of organisational knowledge and, indirectly on organisational outcomes. The research indicates the Decision Makers and Implementers and Affected Employees have different perceptions about the role and importance of informal networks. Those implementing downsizing/restructuring may therefore need to examine the structure and operation of informal networks prior to downsizing/restructuring to ensure they are adequately supported during the process. Informal networks may also be utilised to assist in bringing about the change. The findings of this research are important to assist organisations develop best practice approaches to downsizing/restructuring. With increasing acceptance of downsizing/restructuring as a business strategy, this research provides insights into key issues of downsizing/restructuring events and knowledge retention as predictors of improved organisational outcomes.
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Mok, Wee Piak. "Exploring organisational learning and knowledge management factors underlying innovation effectiveness." Thesis, Brunel University, 2013. http://bura.brunel.ac.uk/handle/2438/13561.
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Innovation is widely seen as a basis for competition and knowledge plays a key role in underlying its effectiveness in the present economy which is knowledge-based. The innovation process is highly complex and uncertain; it is fraught with ambiguity, risks, errors and failures. How organisations respond to these downsides is not well reflected in the literature. They are often placed in a black box and left empirically unexplored. This researcher attempts to penetrate this box with an exploratory empirical study consisting of two research phases rooted in positivism. In Phase 1, a questionnaire survey is carried out with error management culture, organisational learning and knowledge management as antecedents of innovation effectiveness. The survey data collected are deductively analysed to test these four constructs. In Phase 2, the same data are inductively explored to determine the factors underlying innovation effectiveness. From deduction, knowledge management is found to be the sole antecedent of innovation effectiveness, affirming the importance of knowledge to innovation. From induction, autonomy and trust are found to be key factors underlying innovation effectiveness. Their attributes in this study are collaboration, knowledge sharing and control (for autonomy) and behaviour, relationship and reciprocal faith (for trust). The contributions from this study are – (a) an empirical confirmation on the importance of knowledge to innovation and (b) the derivation of autonomy and trust as key factors underlying its effectiveness. In addition, it contributes to research methodology with an exploratory integration of deduction and induction as complimentary modes of inference to facilitate the understanding of complex subjects like innovation. As a positivist research does not answer the causal how and why of innovation, it is recommended that future research on a similar topic moves to critical realism as a philosophical realm when an ontological dimension can be added to the epistemological exploration posited in positivism as found in this study.
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Burton-Jones, John Alan, and n/a. "A COMPARATIVE CASE STUDY OF KNOWLEDGE SUPPLY AND ORGANIZATIONAL EFFECTIVENESS." University of Canberra. School of Professional Communication, 2007. http://erl.canberra.edu.au./public/adt-AUC20070814.114351.
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It has been widely observed that economic activities are increasingly dependent on
intangible, knowledge-based resources (Hayek, 1945; Drucker, 1966; Bell, 1973;
Brinkley, 2006). One result of the move to a knowledge economy is that traditional
notions of work and human resources have broken down and organizations have adopted
new methods of sourcing knowledge. This thesis addresses the question of how
organizations can optimally determine their requirements for knowledge from within and
outside their boundaries. The objective of the thesis is to develop a theory of
organizational knowledge supply and to test the theory in explaining and predicting the
effectiveness of an organization's knowledge sourcing strategies. The research question
driving this thesis therefore is: "eCan knowledge-based theory of the firm explain the
relationship between organizations' mix of internal and external human resources and
organizational effectiveness?"e
The aim of this thesis is to contribute to human resources and organizational theory
through its theoretical model and empirical evidence of the relationship between
knowledge sourcing and organizational effectiveness. The thesis also aims to contribute
to practice by informing organizations about the effectiveness of different human
sourcing practices.
Knowledge-based theory of the firm and contingency theory were used to develop an
initial theoretical model of fit and effectiveness. To extend existing theoretical models,
and to support the case study, the initial theoretical model was refined so that it not only
included fit and effectiveness (as in past research), but it also posited a model of the
intervening process by which fit leads to effectiveness.
To test the posited theoretical model, a comparative case study was commenced in mid-
2004, in two 4.5 star inner city hotels in Australia, each a member of a different hotel
group. Qualitative and quantitative research methods were used, with semi-structured
interviews and questionnaires as the key data collection methods. The main data
collection process was completed in April 2005.
The findings from the study generally support the theoretical model. The case study
however also revealed that much of the effect of the fit of human capital on
organizational effectiveness was constrained and enabled by two other organizational
resources (hotel systems and processes, and the hotel brand standard). This finding
suggests that existing theoretical models that suggest an independent effect of human
capital fit on performance may be incomplete.
In summary the thesis research question was answered with a conditional affirmative. In
other words, knowledge-based theory can explain the relationship between organizations'
mix of internal and external human resources and organizational effectiveness, but
existing knowledgehuman capital-based models of this relationship can be extended and
thus improved in two ways:
1) By positing a model of the intervening process by which human capital fit leads to
organizational effectiveness.
2) By positing a model of the degree to which the effect of human capital fit on
organizational effectiveness depends on other organizational resources.
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Carbonara, Leonardo. "Improving the effectiveness and the efficiency of Knowledge Base Refinement." Thesis, University of Aberdeen, 1996. http://digitool.abdn.ac.uk/R?func=search-advanced-go&find_code1=WSN&request1=AAIU602039.
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Knowledge Base Refinement is an area of Machine Learning whose primary goal is the automatic detection and correction of errors in faulty expert system's knowledge bases. A very important feature of a refinement system is the mechanism used to select the refinements to be implemented. Since there are usually different ways to fix a fault, most current Knowledge Base Refinement systems use extensive heuristics to choose one or a few alternative refinements from a set of possible corrections. This approach is justified by the intention of avoiding the computational problems inherent in the generation and testing of multiple refinements. On the other hand, such systems are liable to miss solutions. The opposite approach was adopted by the Knowledge Base Refinement system KRUST which proposed many alternative corrections to refine each wrongly-solved example. Although KRUST demonstrated the feasibility of this approach, the potential of multiple refinement generation could not be fully exploited since the system used a limited set of refinement operators in order to contain the number of alternative fixes generated for each fault, and hence was unable to rectify certain kinds of errors. Additionally, the time taken to produce and test a set of refined knowledge bases was considerable for any non-trivial knowledge base. This thesis presents a major revision of the KRUST system. Like its predecessor, the resulting system, STALKER, proposes many alternative refinements to correct each wrongly classified example in the training set. Two enhancements have been made: the class of errors handled by KRUST has been augmented through the introduction of inductive refinement operators; the testing phase of Knowledge Base Refinement has been speeded up considerably by means of a technique based on a Truth Maintenance System (TMS). The resulting system is more effective than other refinement systems because it generates many alternative refinements. At the same time, STALKER is very efficient since KRUST's computationally expensive implementation and testing of refined knowledge bases has been replaced by a TMS-based simulator.
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Eloff, Paul. "Knowledge emerging from chaos : organisational sensemaking as knowledge creation." Thesis, Link to the online version, 2008. http://etd.sun.ac.za/jspui/handle/10019/1921.
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Peachey, Todd Allen Hall Dianne. "An examination of the effects of cultural, climatic, structural, and technological factors on knowledge management effectiveness." Auburn, Ala., 2006. http://repo.lib.auburn.edu/2006%20Fall/Dissertations/PEACHEY_TODD_58.pdf.
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Gardiner, Claire M. "The Generation and Sharing of Knowledge within Organisations: Macro-level and Micro-level Influences on Individual Knowledge Sharing Orientation and Behaviour." Thesis, Griffith University, 2008. http://hdl.handle.net/10072/367182.
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The ability of an organisation to respond quickly to changing circumstances and marketplace demands has been identified as an important factor in organisational effectiveness, particularly where work innovation is involved. Hence, knowledge generation and sharing practices in an organisational setting are central to organisational effectiveness. This dissertation identifies the mediating influence of relations between organisations and their workers, and the relations among workers, on knowledge generation and sharing practices. The dissertation elaborates occurrences within a socially-constructed system, specifically, within a public sector organisational setting, that shape knowledge sharing. Through an analysis of both macro and micro level organisational practices and behaviour, it identifies factors shaping the relations between organisations and knowledge sharing. These comprise: (a) the generation of knowledge, (b) the contested nature of the process of knowledge construction, (c) the impact of the individual worker’s experience of the organisation’s internal environment on shaping their knowledge sharing orientation, (d) how the organisation is understood to value knowledge sharing, (e) the impact of relations with colleagues on knowledge sharing behaviours, and (f) the perceived outcomes of knowledge sharing behaviours.
The organisation’s external environment was found to create premises for its practices, bases for its workers’ beliefs, orientations and actions, and was an important factor influencing knowledge generation and sharing goals and activities. Factors in the internal macro-level environment (e.g. the organizing principles, control systems, networks and power relations), framed the structure, exercise, coordination and communication of individual expertise and patterns of cooperation. These are important because they constitute an introduction to the organisational dynamics that workers experience in the organisation on a daily basis, thereby informing their perceptions, beliefs and decision-making about knowledge generation and sharing.
Salient micro-level factors that influence the development of the individual’s relationship with their organisation and their knowledge sharing orientation and are all held to act as important influences, are identified as: (a) the individual worker’s affective organisation commitment; (b) trust levels between individuals, groups and between an individual and their supervisor; (c) feelings of security (including feeling valued personally and for specific expertise); (d) role clarity and linkages; (e) rewards for job involvement and extra-role behaviour, (f) the experienced reciprocity of effort and reward, (g) experienced organisational justice, and (h) discretion to question, innovate and improve.
This dissertation makes clear connections between action and theory. Through adopting a case study approach, its contribution is uniquely integrative. It elaborates an understanding of knowledge generation and sharing practices and why these practices need to be accounted for in an organisation’s activities and social practices. Yet, because of both micro and macro level contributions these behaviours need to be understood in the specific contexts of organisation members’ activities and practices. Hence, the dissertation advances insights to inform future practice, arising from the centrality of knowledge sharing to organisations’ sustainability and the dependency on workers’ understanding of their relations with the organisation, its representatives and their co-workers.<br>Thesis (PhD Doctorate)<br>Doctor of Philosophy (PhD)<br>School of Education and Professional Studies<br>Faculty of Education<br>Full Text
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Galushko, Nastia. "The role of the teacher in the effectiveness of student's knowledge." Thesis, Київський національний університет технологій та дизайну, 2019. https://er.knutd.edu.ua/handle/123456789/13049.
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Herbst, THH, and PDP Conradie. "Leadership effectiveness in Higher Education:Managerial self-perceptions versus perceptions of others." SA Journal of Industrial Psychology, 2011. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1000556.
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It is generally accepted that effective leadership is an essential element of positive social change in any institution. It also seems evident that no society can continue to grow and develop without
it and that no institution can thrive where it is unavailable. However, these statements raise a number of questions such as:
• Whose perceptions of effective leadership is applicable here – the perceptions of those in
leadership positions themselves, or the perceptions of others?
• What is likely to happen in the case of conflicting perceptions of leadership effectiveness?
This study explores this issue by focusing on the relationship between self-ratings and otherratings
of managerial leadership within a particular context, namely a South African higher education institution that is in the throes of a radical merging process and on the prevalence of self-perception accuracy amongst the managers of that institution.
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Cummings, Jeffrey L. "Knowledge transfer across R&D units an empirical investigation of the factors affecting successful knowledge transfer across intra- and inter-organizational units /." Full text available, 2002. http://images.lib.monash.edu.au/ts/theses/cummings.pdf.
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Said, Abas M. "The effectiveness of a knowledge-based system as a simulation front-end." Thesis, Loughborough University, 1997. https://dspace.lboro.ac.uk/2134/14124.
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This research has shown that a knowledge-based system is an effective tool to help novice simulation users interpret and understand simulation output. The thesis describes the development and empirical evaluation of the prototype. A simulation program which adopts the discrete-event simulation approach simulates the behaviour of a local area network protocol, i.e., the Ethernet, with different sets of parameter values. The knowledge-based system carries out the 'analysis' of the simulation output covering the protocol efficiency and throughput. The knowledge-based system summarises the simulation output and upon request from the user, provides explanations to a conclusion arrived at. The summary is the relationship between any pair of variables; and the explanation is the justification as to how the pair are related. The strategy for building the knowledge base using production rules is also elaborated. There are different functions performed by the different sets of rules (or rule-sets). Their major functions, In parallel with the development objective, are interpreting numerical data, presenting output to users and providing explanations interactively. The rules are grouped accordingly to make the knowledge bases easier to maintain. In the explanation aspect, the few approaches attempted by other researchers to improve expert system explanation is discussed. It is argued that a mere regurgitation of 'fired' rules to explain the Ethernet behaviour is not adequate in this case. To circumvent this problem, a 'constructive' approach to explanation is employed. The explanation procedure rewrites the 'fired' rules in a more understandable form than the if-then rules. Unnecessary parts of the rules are ommitted to make the explanations clearer. Finally, an experiment carried out to evaluate the effectiveness of the prototype is described in detail. The effectiveness is measured from a few different perspectives. These are test scores, completion time for the test and the users' degree of confidence, both in the interpretation and explanation tasks. The results show that although some responses are mixed, there is evidence to suggest that the knowledge-based simulation system environment is beneficial to the target users.
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Hancock, Sean C. "The effect of content knowledge on students' perceptions of instructors' teaching effectiveness." Scholarly Commons, 2013. https://scholarlycommons.pacific.edu/uop_etds/76.
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In response to the continued reduction in higher education funding at the state and federal levels, educational administrators at both public and private institutions have had to reduce the number of course offerings, resulting in layoffs of those faculty members who do not meet regulated degree requirements for enough courses to retain their fulltime status. This study examined the effect of instructors' content knowledge (subject matter degree) on the results of the students' evaluations of teaching effectiveness (SETE) at a private for-profit junior college. The study employed an ex post facto causal-comparative research design. The data were analyzed through a hierarchical multiple linear regression in order to determine how much of the variance in students' responses on their evaluations of teacher effectiveness was accounted for by the instructors' content knowledge after controlling for gender, course experience, formal training in education and/or instruction, and time of day (session). The questions were categorized into four subscales using Shulman's Model of Pedagogical Reasoning and Action: comprehension, transformation, instruction, and evaluation. The data were then disaggregated into the following course subjects: English, math, natural science, psychology, and sociology. Results of the analyses suggest that instructors' content knowledge may have a negative effect on SETE results for the subscale evaluation. No effect of content knowledge was found on SETE data in the areas of comprehension, transformation, or instruction. The data suggest that the control variable of morning session has a negative effect on SETE data for the subscales comprehension, transformation, and instruction, while course experience shows evidence to suggest a positive effect within comprehension and transformation. When disaggregated by course subject matter, data suggest a negative effect of formal training on SETE results for English and psychology. Data also suggest a negative effect of morning session on sociology while course experience had a positive effect. The evidence suggests that a subject matter degree has no practical significance in defining instructional effectiveness from the perspective of the student, and that decision makers look to other assurances of instructional quality and not rely solely on a subject matter degree as a proxy for the requisite content knowledge.
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Chieppa, Joanne. "The effectiveness of nutrition education on nutrition knowledge of female college athletes." Morgantown, W. Va. : [West Virginia University Libraries], 2000. http://etd.wvu.edu/templates/showETD.cfm?recnum=1240.
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Thesis (M.S.)--West Virginia University, 2000.<br>Title from document title page. Document formatted into pages; contains v, 53 p. : ill. Vita. Includes abstract. Includes bibliographical references (p. 32-34).
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Moosdorf, Andreas G. "The determinants of international knowledge transfer effectiveness : conceptual advances and empirical verification." Thesis, University of Leeds, 2008. http://etheses.whiterose.ac.uk/781/.
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This thesis extends the academic debate on the determinants of international knowledge transfer effectiveness. In a sample of German organisations that transfer knowledge to their Chinese subsidiaries, it is shown that organisations with distinct teaching skills (eloquent capacity) perform significantly better at intra-organisational, cross-border knowledge transfers than other organisations. It is further illustrated that organisations with high levels of self-efficacy and low levels of partner differences develop significantly better eloquent capacity, channel capacity, and absorptive capacity. The thesis thereby provides insights into the determinants of knowledge transfer effectiveness that go beyond the concepts established in the literature. It also contributes to established concepts. The thesis shows that absorptive capacity is partly absolute and relative. Furthermore, it extends the view that knowledge transfers between unequal partners fail due to a lack of absorptive capacity to the view that they fail because of a lack of eloquent and absorptive capacity. The thesis integrates the antecedent literature. Analogical reasoning reveals that theories on effective communication fully cover the empirical evidence on effective knowledge transfers. As such, a holistic approach to understanding knowledge transfer effectiveness in a single theoretical framework is found. This helps to dispose of the lack of integration of research output in the discipline and offers other researchers a valuable framework within which research into knowledge transfer effectiveness can be conducted. The thesis contributes to research methodology by illustrating the value of combining conceptual, qualitative and quantitative findings. The qualitative and quantitative data collected from the same sample lead to seemingly opposing conclusions in one area of investigation. This apparent discrepancy is eliminated after the conceptual, qualitative and quantitative findings are triangulated and combined. The thesis thereby shows the value of a mixed-methods approach to understanding knowledge transfer effectiveness. In sum, the thesis offers advanced explanations for the empirical reality of international knowledge transfer effectiveness. It suggests methodologies and frameworks that can guide and improve future inquiries into the effectiveness of international knowledge transfers.
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Nandjembo, Lucia Pandulo. "The Effectiveness of the Swkopmund Protocol on the Protection of Traditional knowledge in Namibia." University of the Western Cape, 2017. http://hdl.handle.net/11394/6402.
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Magister Legum - LLM (Mercantile and Labour Law)<br>Traditional knowledge has been around for centuries and has gained over the
centuries and adapted to the local culture and environment, traditional knowledge is
transmitted orally from generation to generation. It tends to be collectively owned and
takes the form of stories, songs, folklore, proverbs, cultural values, beliefs, rituals,
community laws, local language, and agricultural practices, including the development
of plant species and animal breeds. The Swakopmund Protocol has been one of the
legislations that has been put in place to protect Traditional knowledge and has to be
reviewed. With Traditional communities playing a huge role at the in the Namibian
communities, the aim of the protocol is to protect them by establishing its
effectiveness.
The mini thesis aims to study the intellectual property system in Namibia as a system
of protection which is inadequate for protecting Traditional knowledge, and as a result
there is a huge need for Namibia to develop its national sui generis system for
protecting TK. There are so many gaps existing in Namibia with regards to the existing
intellectual property laws that need to be filled with all the results from the research
this mini this will provide, it could provide the direction the country needs to go in.
The research focuses on the effectiveness of the Swakopmund Protocol that was
implemented in 2010. Questions in the paper to be answered are such as what the
protocol has achieved in the time that it has been in place, but more importantly how
effective the Protocol is in protecting TK within the country and ways forward to
protecting TK and making the protection as efficient as possible to extending
necessary protection for TK and allow the next generations of people to have access
to such knowledge. The mini thesis will be a desk-based research focusing on the
Swakopmund Protocol.
There is today a growing appreciation of the value of traditional knowledge. This
knowledge is valuable not only to those who depend on it in their daily lives, but to
modern industry and agriculture as well. Many widely used products, such as plantbased
medicines, health products and cosmetics, are derived from traditional
knowledge. Other valuable products based on traditional knowledge include
agricultural and non-wood forest products as well as handicraft.
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Philippart, Monica F. "Improving business performance through the integration of human factors engineering into organizations using a systems engineering approach." Orlando, Fla. : University of Central Florida, 2008. http://purl.fcla.edu/fcla/etd/CFE0002445.
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Wade, Mark T. "Effectiveness of a Posture Education Program to Increase Teacher Knowledge on Postural Hygiene." Thesis, Capella University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10750146.
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<p> Maintenance of appropriate posture is essential for the prevention of various musculoskeletal disorders. Postural stress is a common issue in elementary school children. The literature review indicated that schoolteachers have inadequate and improper postural knowledge. Based on such concepts, elementary schoolteachers in this present study implemented a postural awareness education program designed by the American Posture Institute. The present study indicated that postural awareness amongst schoolteachers was significantly low before the start of the program and was significantly increased after implementing the program (<i>p</i> < 0.01). Moreover, the program results seemed to match the expectations of the posture awareness program. However, the analysis also indicated that teachers failed to achieve requisite postural knowledge on all postural concepts (<i>p</i> < 0.01). Hence, the study necessitated the need for improving the postural awareness program (which was designed and developed by API). The study participants failed to develop a holistic knowledge on postural concepts and could not correlate different postural concepts with one another (<i>p</i> > 0.05). The study necessitated the need for sensitizing schoolteachers on different aspects of physiology and anatomy before implementing a postural education program.</p><p>
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Trammell, Jeffie Elisha. "Assessment of hydration knowledge, attitude, behaviors and fluid replacement effectiveness of collegiate athletes." Connect to this title online, 2007. http://etd.lib.clemson.edu/documents/1181251748/.
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Hannabuss, Courtney Stuart. "The representation of effectiveness in management : an investigation into knowledge, meaning, and discourse." Thesis, Heriot-Watt University, 1992. http://hdl.handle.net/10399/2202.
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The thesis investigates the representation of knowledge and meaning in management, with special reference to 'effectiveness' in library and information services. It is argued that management is a socially constructed and negotiated reality in which the meaning of management is the management of meaning. Knowledge paradigms, ideologies, and values form key components of this reality, and operate in a state of change, particularly that arising between 'service' and 'entrepreneurial' models of library management over the last decade. Issues of consensus, hegemony, organisational culture, and learning are investigated with reference to practitioner ('expert') and student ('novice') managers, and to the dialectic between traditional managers ('craftsman managers') and adaptive generalistic managers ('gamesman managers'). The research methodology is based on ethnographic, ideographic, grounded theory, and semio-narrative principles. These are selected as being appropriate and effective interpretative ways of obtaining an understanding of what managers know and know they know, and how they reflect an how they act. It utilises a range of test instruments (including consensus table, scalogram and narrative structure analysis) to elicit knowledge and meaning from representative groups of respondent managers. The central component of this approach is a referential hierarchy. This consists of four major forms of discourse (concepts, propositions, scripts, and stories), in terms of which it is possible for researchers to elicit, and then comprehensively organise and analyse, the main ways in which managers express knowledge and meaning. A model is constructed in which six dimensions of knowledge and meaning receive effective expression through such discourse : the experiential, the teleological, the axiological, the deontic, the epistemic, and the praxiological (acronymically, the PETADE model). it is argued that this approach brings together work hitherto dispersed over a wide variety of disciplines and that it provides an important and useful method of understanding and eliciting the representation of knowledge and meaning in the domain of management.
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Sandjong, Arielle Dora Nganya. "A critical evaluation of knowledge transfer management in improving organisational effectiveness within MNCs." Thesis, Cardiff Metropolitan University, 2015. http://hdl.handle.net/10369/7530.
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This thesis would be trivial if it did not aim to assist organisations to continuously improve their activities and sustain long-term profitability in today’s competitive market. It reports the development of a knowledge transfer model within MNCs with the major focus on knowledge flow within international Lean and Six Sigma teams. The model highlights the inhibitory and facilitatory factors in knowledge transfer processes. To remain among the leaders in the market, firms must continuously strive for better performance. This often implies the best management practices such as continuous improvement processes. Lean and Six Sigma are two well-known approaches which are strategically important for businesses. The adoption and deployment of both Lean and Six Sigma, however, cannot be successful without a robust knowledge management structure, especially when deployed in an international dimension where subsidiaries and HQ constantly interact to maintain a high performance level. For many decades, efforts to develop knowledge management in multinationals have been important. Some of the well-know authors in this field are Davenport and Prusak, Szulanski, Minbaeva, Gupta and Govindarajan, and Holden. Although there have been many attempts to understand the phenomenon of knowledge management in multinationals, there are limited studies reported in the literature regarding knowledge transfer in international Lean and Six Sigma teams within MNCs in the broad triad of developed, underdeveloped and developing countries. Moreover, a number of knowledge transfer models have been proposed and described in many other research studies, but none is fully adaptable to the context of these international teams because of their lack of specificity to this particular field of practice. In fact, besides working within an international team, Lean and Six Sigma project leaders in MNCs are often seen as internal consultants, providing their services to two different categories of individuals: people with basic Lean and Six Sigma knowledge and those with no Lean and Six Sigma knowledge. Hence there is a need for a strong communication system to maintain good information flow and understanding in such international firms. This research thus investigated the existing phenomenon of knowledge transfer in Lean and Six Sigma teams within MNCs through a single case study carried out in four main regions Asia (Malaysia), Europe (France, Germany, the UK), Latin America (Argentina, Brazil) and the USA. It emphasised evaluating and comparing how (1) Lean and Six Sigma knowledge was developed, transferred and implemented in these different units, and (2) how the team members interacted together in order to successfully deploy Lean and Six Sigma projects internationally. This enabled the researcher to identify and understand the difficulties behind the success of knowledge transfer effectiveness in such teams. This study was conducted in three phases. In the preliminary phase, the literature review enabled the researcher to identify the gaps and establish the conceptual framework that helped the presentation of the phenomenon. Definitions of knowledge and knowledge management are put forward to highlight the characteristics of these concepts and to show how a good understanding of the complexity of ‘knowledge’ itself can improve knowledge absorption. An evaluation of the development of Lean and Six Sigma methodologies in MNCs was conducted. Secondly, the framework guided the researcher through interviews with Lean and Six Sigma experts and document analysis which resulted in a selection of frameworks. Finally, the resulting insights from the data analysis using expert knowledge, understanding, interpretation and experience enabled the refinement and validation of the proposed conceptual framework. A final model was then recommended to help Lean and Six Sigma project leaders and managers to effectively communicate and internalise, implement and innovate knowledge within their area of practice. This model contributes to knowledge in the area of international business, management practices and knowledge management within MNCs by incorporating new factors that affect knowledge transfer processes. To begin with, it suggests ensuring a balance between subsidiary autonomy and HQ–subsidiary networking for effective communication flow while investing more time in developing trust and understanding culture since cross-cultural differences appeared also to be seen as a positive asset for organisations, offering new opportunities for learning new ways of doing things and thus leading to innovation. Secondly, it proposes reinforcing the relationship base (common interest, individual commitment, trust, credibility and respect) in teams for better interaction, decision-making and change management. Thirdly, it emphasises training for knowledge development and internalisation, mentoring and coaching, and IT compatibility for ‘knowledge leveraging’. Knowledge transmission channels such as IT compatibility systems and mentoring and coaching enabled non-duplication of a piece of knowledge in the sense that it minimises the reinvention of knowledge that already exists elsewhere in the network. This thesis provides a constructive basis for further research within the field of both knowledge management and continuous improvement methodologies (Lean and Six Sigma) within MNCs and the researcher’s goal is to expand its analytical generalisation. Although DAS was specifically using Lean and Six Sigma as continuous improment methodologies, the company was the most appropriate case for this study as it has shown remarquable results in the deployment of continuous improvement methodologies (Lean Six Sigma). This success is mainly due to their capacity in improving organisational effectiveness by expanding knowledge transfer within their MNC through networking in international teams and geographically disperced units. Besides, they have a strong organisational culture which they try to align with other unit’s cultures. Other MNCs using continuous improvement teams can thus draw on this example to improve their organisational effectiveness.
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Massawe, Pascal A. J. "A framework for critical evaluation of strategies for value creation within knowledge-driven organisations." Thesis, Coventry University, 2012. http://curve.coventry.ac.uk/open/items/64c3d05b-cddc-478d-948e-bc96856ee6b3/1.
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Technological breakthroughs experienced globally have opened new avenues of opportunities; creating a virtual environment that transforms and changes businesses, organisations, social, economical and political landscapes. Such a wave of change affects all walks of life as internet connectivity gives the web a presence that engulfs workplaces and other organisational settings. In maintaining competitiveness, organisations strive to use knowledge to create value in the challenging new environment. The study aimed to develop a framework that will be used for the critical evaluation of strategies for value creation within knowledge-driven organisations using available resources. The research used mixed methods in two case studies; the first for developing a conceptual framework and the second for critiquing it. Through a literature review and observation at AB institute main venue, case study 1 identified crucial intangibles for creating value. Knowledge workers (academics and non-academics) were the study participants in primary research that used indepth interviews and questionnaires to collect data. Over four phases, the study unfolded to three neighbouring institutions for a wider representation. All the institutions covered in case study 1 were within the higher learning industry. The data were analysed and the findings revealed six features and six themes in two separate models, which formed the conceptual framework. The framework models were denoted as part A and B. Part A: the organisational Critical Evaluation of Strategies for Value Creation xv perspective shows the context within the features: ‘knowledge flow, departments, new entrants, dynamic, recognition and the deliverables’. The individual global perspective forms part B with the themes: individual commitment, emotional capital, proactive environment, workplace interaction, value creation process and endless global connectivity. The four phases of the research process in case study 1 eased data collection, in triangulation for the convergance of evidence which produced the conceptual framework. Case study 2 started in the UK and later in Tanzania was designed to critique the conceptual framework, the outcome of case study 1. Knowledge workers comprising ‘academics and non-academics’ from higher learning and other organisations formed the participantsin the 57 in-depth interviews of which had data collection under the instrument based on informed consent and confidentiality. Using mixed methods the data were analysed and findings presented as a condensed ‘qualitative knowledge’ of themes and features in ‘focused codes’ as a matrix to merge the models of the framework. The findings suggest that the framework will enhance understanding as a guide to unleash and create value; a lens for both decision makers and knowledge workers to use action research in endeavour to seize opportunities and initiatives for creating value through existing practices. It is a guide to harness ideas from interconectivity changing them into workable realities. The main contribution of the research is the developed framework and body of knowledge from the primary research findings of case studies 1 and 2.
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Ye, Su-Hua, and 葉蘇華. "To Analyze the Effects of the Knowledge Management Infrastructures, Knowledge Management Processes, and Knowledge Effectiveness on Organizational Effectiveness." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/41685748640771381204.
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碩士<br>南台科技大學<br>資訊管理系<br>94<br>Knowledge management is an important issue in the domain of knowledge-based economy. In the study, we explore the mediating effects of the knowledge management processes and knowledge effectiveness among knowledge management infrastructures and organizational effectiveness. We collect data by questionnaires and use hierarchical regression analysis to conduct the data. The results indicate that organizational culture, the formalization of organizational structure, leadership, and information technology have significantly effects on knowledge management processes. At the same time, knowledge management processes have a significantly effect on knowledge effectiveness, and knowledge effectiveness has a significantly effect on organizational effectiveness. Furthermore, it appears that knowledge management processes and knowledge effectiveness individually play mediating roles on knowledge management infrastructures-knowledge management processes and knowledge management processes-organizational effectiveness. Therefore, we suggest that organization should enhance knowledge management infrastructures, pay much attention to knowledge management processes and the satisfaction of employee for knolwdege management in order to improve organizational performance.
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Fan, Po-Sheng, and 范博昇. "The Effects of Knowledge Sharing Types on Knowledge Learning Effectiveness." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/06368793597767019787.
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碩士<br>義守大學<br>資訊管理學系<br>103<br>Based on the knowledge-based perspective, knowledge is always perceived as the most valuable resources. Therefore, everyone should keep learning to increase knowledge. However, the key to effectively increase knowledge lies on the effective knowledge sharing. After a review of literature, it was found that the studies related to knowledge sharing mostly focused on knowledge sharing intention or behavior, while there are a few studied on knowledge sharing types. Therefore, this research applied the questionnaire method to investigate the influence of knowledge sharing types on knowledge learning effectiveness. Moreover, self-efficacy and personality traits could possibly influence the relationship between knowledge sharing types and knowledge learning effectiveness. Hence, this study further investigated the moderating effects of self-efficacy and personality traits on the relationship between knowledge sharing types and knowledge learning effectiveness. The results showed that technology/documentation, interpersonal interaction and experience knowledge sharing types had significantly positive influence on knowledge learning effectiveness, while the level of self-efficacy showed a significant moderating effect on the relationship between knowledge sharing types and knowledge learning effectiveness. Lastly, this research proposed concrete suggestions for enterprises to increase knowledge learning effectiveness among their staff.
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Chun-Lung, Chiou, and 邱俊龍. "Knowledge assets, Knowledge-sharing effectiveness and Firm performance: An empirical investigation." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/29800555791114600220.
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碩士<br>亞洲大學<br>會計與資訊學系碩士班<br>99<br>Knowledge management is being discussed more than ever in contemporary academic and practical world when the research has shown that knowledge management and knowledge assets have direct relationships. On the other hand, the importance that knowledge-sharing effectiveness has contributed to knowledge assets and firm performance is in fact seldom being paying attention. Therefore, a research imitates such of development to further understand the relationships among knowledge management, knowledge-sharing effectiveness, and firm performance. The development of this research is based on the relative theories of the knowledge management and the effectiveness of knowledge-sharing and using firm performance as the final evaluation indicator of management. Furthermore, the results are as following: in knowledge management, (1) experiential knowledge asset does not have significant influences on financial performance measures and nonfinancial performance measures, but it has significantly impacts on Knowledge-sharing effectiveness. (2) Systematic knowledge asset has little influences on knowledge-sharing effectiveness; however, it has considerable influences on financial performance measures and nonfinancial performance measures. (3) Conceptual knowledge asset has significant impacts on knowledge-sharing effectiveness, financial performance measures, and nonfinancial performance measures. (4) Routine knowledge asset has a large effect on knowledge-sharing effectiveness, financial performance measures, and nonfinancial performance measures. (5) knowledge-sharing effectiveness also has significant impacts on financial performance measures and nonfinancial performance measures.
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Chen, Yichen, and 陳奕丞. "Employees Effectiveness of Knowledge Sharing in Knowledge Intensive Business Service.(KIBS)." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/46938709171373342532.
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碩士<br>明志科技大學<br>服務與創新管理研究所<br>100<br>In a rapidly changing global economy, economic values created by manual labor have gradually declined, replace by fast growing service and knowledge economy. At an era where information and knowledge exchange occur at an extremely fast pace, the creating, controlling, preserving, and applying professional knowledge while keeping heads above this torrent of information should be the focus of the service industry. The service industry, on the other hand, has transformed from menial, manual service to that of knowledge services to provide professional services to clients by means of knowledge applications, forming high value-added, knowledge-intensive service industry.
Since the knowledge-intensive service industry is based on knowledge, a sound knowledge management is definitely indispensable. By means of case studies, this research looked into several different type of knowledge-intensive service firms, conducted in-depth interviews with high-level managers in Taipei commercial law firm, Gino Information Co., Ltd. and the Taiwan Design Center executives to explore how different types of knowledge are transmitted through documents, human interactions, and information technologies in these firms that were laden with time-accumulated vast amount of data and information. This results show that, the primary reason for such firms to adopt knowledge-sharing media was to increase worker efficiency, and that even tough with the same knowledge sharing medium, its effectiveness varied according to the business types of these firms.
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Cheng, An-Yu, and 鄭安裕. "The Study on the Relationships between Knowledge Management Capacity and Knowledge Effectiveness." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/50705511200742776607.
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碩士<br>國防管理學院<br>資源管理研究所<br>90<br>This study analyzes the knowledge management capacity including organizational infrastructure（information technology, organizational structure and organizational culture）and knowledge management process（knowledge access, knowledge transfer and application）. The purpose of knowledge management capacity is to promote knowledge effectiveness of the organization and to enhance the business ability.
Purpose. The purposes of this study were to investigate：（a）the composed elements of knowledge management capacity,（b）the correlations in these elements, and （c）the relationships between knowledge management capacity and knowledge effectiveness.
Methodology. Data were obtained from the List of the top 1,000 big enterprises in Taiwan evaluated and ranked by China Credit Information Service, Ltd. There are 144 valid samples. Multivariate analysis of variance（MANOVA）, hierarchical multiple regression analysis（HMRA）, linear structure relation nested model（LISREL）and the whole model were implemented for selecting the controlled variable, asserting the hypotheses and deciding the best module.
Findings. One of the five hypotheses has statistically support：（a）knowledge management capacity has a significant positive effect on knowledge effectiveness. And the remainder of the hypotheses have the partial support：（b）organizational infrastructure has a positive effect on knowledge management process , （c）organizational infrastructure has a positive effect on knowledge effectiveness,（d）knowledge management process has a positive effect on knowledge effectiveness ,（e）knowledge management process achieves a middle effect between organizational infrastructure with knowledge effectiveness.
Conclusions. （a）The enterprises put a greater emphasis on managing the codify knowledge in Taiwan（b）The organizational cultures have no encouragement for the enterprises to implement the knowledge activities in Taiwan（c）The enterprises do not give sufficient knowledge resources to their staffs in Taiwan（d）The three constructs （organizational infrastructure , knowledge management process and knowledge effectiveness）affect mutually, The enterprises will work out the organizational infrastructure and formulate the knowledge management process to build the knowledge management capacity.
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Mazorodze, Alfred Hove. "Knowledge management and its effectiveness for organisational transformation through knowledge sharing and transfer." Diss., 2017. http://hdl.handle.net/10500/23811.
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Knowledge Management aims to improve organisational performance and it marks the beginning of organisational transformation. The two types of knowledge managed are respectively categorised “tacit” and “explicit.” This research investigated the effectiveness of Knowledge Management for organisational transformation in Namibia. It was necessitated by the lack of knowledge sharing among employees and also lack of appropriate tools for effective Knowledge Management. Moreover, some organisations engage in Knowledge Management practices without a full understanding of the processes involved. This was determined by a through literature review which indicated that there were very few studies conducted on Knowledge Management in Namibia as shown on Table 1.1 on page 6. The study therefore provided a nuanced understanding of Knowledge Management. The study additionally established that the use of appropriate tools and technologies to better manage the knowledge ultimately improves organisational performance.
The research objectives sought to explore the initiatives deployed to enable knowledge sharing, identify barriers to effective Knowledge Management, analyse the role of social media for knowledge sharing and also measure the effectiveness of the knowledge transfer activities. A mixed method research methodology was used to conduct this investigation. Participants were selected through purposive sampling. Out of 130 questionnaires distributed, 112 were fully completed and returned. This represented an 86.1% response rate. The results of the study revealed that organisational transformation is dependent on effective Knowledge Management. In addition to that, the study found that there is a correlation of 0.6 between Information Technology and Knowledge Management. The study further revealed that initiatives to enable knowledge sharing start with executive support and the employees should be motivated to share knowledge. More so, it was also found that lack of funds for Knowledge Management projects is the greatest barrier in organisations. Effective Knowledge Management is facilitated by social media. Finally, it was found that the most effective knowledge transfer activity is a collaborative virtual workspace followed by Communities of Practice.<br>School of Computing<br>M.Sc. (Computing)
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Lakkaraju, Sai Kiran, University of Western Sydney, College of Health and Science, and School of Computing and Mathematics. "Synchronising subjective knowledge and knowledge management systems in organisations." 2008. http://handle.uws.edu.au:8081/1959.7/31670.
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The aim of this study is to develop a model for knowledge synchronisation in organisations. The research aim is further broken down into two research objectives that are handled during this study: • Examine and measure the gap between a typical organisation and a Learning Organisation and the corresponding organisation’s Subjective Knowledge and Knowledge Management Systems, and • Examine and create appropriate models and methods to synchronise organisation’s Subjective Knowledge and Knowledge Management Systems. This research attempts knowledge synchronisation in view of creation and maintenance of Learning Organisations. This study combines three broad areas in an organisation: Learning Organisations, Intellectual Capital, and Knowledge Management Systems. This research proposes a new organisational epistemology in the context of the Subjective and Objective Knowledge. The organisational ontology consists of five hierarchical layers: observation, data, information, knowledge and wisdom. Wisdom and observations, being embodied, are subjective in nature and they are referred to as Subjective Knowledge throughout the thesis. Data, information and knowledge of an organisation, being objective in nature, are contained in Information Systems or Knowledge Management Systems; and throughout the thesis they are referred to as Objective Knowledge. The significance of this research and its major contribution resides in the development and validation of a comprehensive model for Subjective - Objective Knowledge synchronisation, with a view of creation and maintenance of Learning Organisations. A Knowledge Synchronisation Model (KSM) has been proposed to measure the gap between a typical organisation and a Learning Organisation. Furthermore, KSM also deals with the gap between an organisation’s Subjective Knowledge and Knowledge Management Systems. A web-based survey has been conducted to validate the proposed Knowledge Synchronisation Model. The unit of analysis has been ‘an organisation’ with Knowledge Management initiatives. Snowball sampling technique has been used to contact such organisations and five hundred and ten responses have been received. Four hundred and seventy responses have been considered for analysis. Responses have been classified into four clusters: Learning Organisations, whose Subjective Knowledge and Knowledge Management Systems have been in sync, Technology oriented organisations with high Knowledge Management Systems and relatively low Subjective Knowledge, People oriented organisations with high Subjective Knowledge and relatively low Knowledge Management Systems, and finally, the organisations with no Knowledge Management strategy. Regression analysis has been used to validate the hypotheses. The orientation towards technology or people will present itself as missing organisational characteristics. Two organisations from the survey participants have been selected for knowledge synchronisation through Action Research Studies. The first organisation has been identified as technology oriented and lacking organisational ‘Awareness’ and ‘Systems Thinking’. A Community of Practice (CoP) and a knowledge portal have been suggested to the first organisation for knowledge synchronisation. The second organisation has been identified as people oriented and lacking ����Personal Mastery����. A Community of Practice (CoP) and a knowledge base have been suggested to the second organisation. The limitation posed by the sampling technique ‘snowball sampling’ is a significant limitation in this research. This research does not consider the effects of location and investor capital on the proposed model. This is another limitation of this research. This research has academic implications for the theories of Learning Organisations, Intellectual Capital and Knowledge Management. Further investigations will be necessary to study the effects of location and investor capital, human related issues such as trust and culture, and the latest technologies such as web 2.0 and mobile devices, on the proposed model.<br>Doctor of Philosophy (PhD)
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Chen, Chung-Yi, and 陳中一. "An Empirical Study of the Relationship among Knowledge Stickiness, Knowledge Transfer Effectiveness and Innovation." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/85703696864029480063.
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碩士<br>國立成功大學<br>企業管理學系碩博士班<br>94<br>Form the industrial revolution age to a knowledge economic one, knowledge has become the most important asset for a company’s operation. Whether an important knowledge’s transfer is effective or not is not only the key to the survival of a company, but also the key element to its innovation. Drucker once said: innovation or die. Hence we may say that the transfer of important knowledge is the key to a company’s innovation.
Simultaneously, as the environment changes so fast, companies set subsidiaries in the overseas marketplaces in order to response to the cost pressure or to reach the trend of localization or internationalization. In most of the cases, the overseas subsidiaries need the support from their parent firms, especially the transfer of unique operational knowledge. However, this kind of knowledge is often difficult to transfer, and scholars called this property as knowledge stickiness.
This study investigated the relationship among knowledge stickiness, knowledge transfer effectiveness and innovation. Meanwhile, it also studies the moderating effects caused by causal ambiguity and social influence. The major findings are as follows:
1. Knowledge stickiness has negative influence on knowledge transfer effectiveness and innovation.
2. Knowledge transfer effectiveness has positive influence on innovation.
3. Causal ambiguity and social influence have negative moderating effects on the relationship between knowledge stickiness and knowledge transfer effectiveness and between knowledge stickiness and innovation.
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Chou, Wei-Ko, and 周維克. "A Study on the Correlation between Knowledge Oriented Organizational Cultures and Knowledge Management Effectiveness." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/21525446506107693726.
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碩士<br>義守大學<br>工業工程與管理學系<br>92<br>The main purpose of this study is to explore the relationships between knowledge-oriented organizational culture and knowledge management effectiveness in teaching hospitals. The five types of knowledge-oriented organizational culture are based on the viewpoints proposed by Aycan et al. (1999) and Wu (2001). The knowledge management effectiveness measurement is based on Chen’s work (2003).
This study used structured questionnaire. The samples selected from the teaching hospitals listed in the web of Department of Health, Taiwan. There are 126 teaching hospitals inclusive of medical center, district hospital, local hospital, excluding the mental asylums. This research has distributed 504 copies of questionnaire and the valid respondent rate is 53%. The statistical methods we applied are Descriptive Statistics, Correlation, Canonical Correlation, Linear Regression, and Logistic Regression.
According to the results, this research offers some suggestions as follows:
1. Knowledge-oriented organizational culture and knowledge management effectiveness exist in teaching hospitals and they have great relationship with each other.
2. Knowledge-oriented organizational culture is influenced by teaching evaluation, budget of research, and the establishment of research unit in the teaching hospital.
3. Knowledge management effectiveness increase for their different basic conditions.
4. Knowledge management effectiveness depends on knowledge-oriented organizational culture.
5. The correctness rate of anticipation on knowledge management effectiveness through knowledge-oriented organizational culture is about 60%.
6. Knowledge management effectiveness can be anticipated by some factors of knowledge-oriented organizational culture.
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Wang, betty, and 王思秀. "INFLUENCE OF SOCIAL CAPITAL ON KNOWLEDGE CREATING ACTIVITIES, INTELLECTUAL CAPITAL AND KNOWLEDGE MANAGEMENT EFFECTIVENESS." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/64498686094531443817.
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碩士<br>大同大學<br>事業經營學系(所)<br>92<br>As Alvin Toffler said, we are now living in a “knowledge-based society”, where knowledge is the source of the highest quality power. In a world where markets, products, technologies, competitors, regulations and even societies change rapidly, continuous innovation and the knowledge that enables such innovation have become important sources of sustainable competitive advantage. Executives also argued that to implement knowledge management effectively, the social capital will play a catalyst. However, how social capital influence knowledge management is subject to further studies. The purpose of this study is to investigate the impacts of social capital on knowledge creating activities, intellectual capital and knowledge management effectiveness.
Research framework is divided into 4 parts: (1) knowledge creating activities; (2) social capital; (3) intellectual capital; (4) knowledge management effectiveness. From literature review, we inference draw 3 hypotheses. The subject of this study was the Taiwanese manufacturing industries, including the food & cigarette, textile, shoemaking, paper-making, chemical, and electrical machinery & electronic device industries and service industries. According to the large business ranking of top 1000 by China Credit Information Service, Ltd., this study adopted convenience sampling and sent 600 copies of the questionnaire, of which 104 were returned. By eliminating 3 invalid responses, there remained 101. We are used for statistical analysis, including descriptive statistics, Pearson correlation analysis, factor analysis, canonical correlation analysis, and stepwise regression analysis.
The study concluded the following results: (1) more frequent knowledge-creating activities increase more intellectual capital; (2) the levels of intellectual capital tend to significantly impact on knowledge management effectiveness; (3) there are significant moderating effects of social capital on the relationships between knowledge creating activities and intellectual capital.
Although many research studies have looked into the influence of knowledge creating activities on knowledge management effectiveness, few efforts have been made to involve the aforementioned intellectual capital and social capital to discover a more comprehensive model of knowledge management. With a holistic consideration, this study investigates the interrelationship among knowledge creation, intellectual capital, social capital, and knowledge management effectiveness in hope that the study results could provide valuable contributions to academicians and practitioners.
This study only takes the knowledge-creating activities into consideration to look at their influence on the accumulation of intellectual capital. Future research can include other influential factors when investigating the accumulation of intellectual capital.
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Fang, Chen Hui, and 陳慧芳. "Effectiveness analysis for the knowledge promotion of Sedative-Hypnotics." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/u694tp.
Full textAbstract:
碩士<br>嘉南藥理大學<br>藥學系<br>102<br>Based on the official reports by the Ministry of Health and Welfare, sedative hypnotics have been the most abused drugs in Taiwan. Promoting the knowledge about the pertinent use of the drug has thus become an important task potentially in drug abuse.
This research aims to catch the effectiveness of such knowledge promotion programs hosted by local pharmacist participants. The study use a cross-sectional design, being added by specific educational intervention on medication knowledge, has been conducted between July 2013 and January 2014, using 302 questionnaires collected from local health center visitors in the Nanzih and Ziguan districts, Kaohsiung. The research tools, proposed by Van Foundation, consisted of items & categories in sedative-hypnotics knowledge, attitudes, performance and the related assessment. SPSS12 statistical software package was used to process the data file.
The results showed that: 1. the before-and-after evaluation reflected the subject group scored better in all categories after the awareness campaign; 2. demographically only education level and residency location had the most impact on pre-campaign scores and campaign effectiveness (p<0.05); 3. awareness campaigns appeared to have better chance to achieve higher effectiveness rating for the subject group living in Nanzih district than those in the Fengshan area (OR=0.037). Additionally, the Nanzih group was also shown to score better effectiveness ratings (OR=0.044) than almost all other districts in Kaohsiung (p<0.05).
Conclusion: a long-term drug safety education advocacy program is mandatory to succeed in mitigating the risks, particularly in the drug abuse of sedative- hypnotics. Furthermore, the community pharmacists, armed with a well-preparedness of medical knowledge and are readily accessible to the public, can make a formidable first-line workers against sedative hypnotics abuse, rather, take into account the factors of their residence location and education level.
Keywords: drug abuse, sedative-hypnotics, medication knowledge, attitudes, & effectiveness, drug／medication ad.
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Ngouessy-Guibinga, Gabriel Landry. "Self-knowledge and leadership effectiveness in corporate South Africa." Thesis, 2020. https://hdl.handle.net/10539/30845.
Full textAbstract:
A thesis submitted to the Wits Business School in partial fulfilment of the requirements for the degree of PhD in Business Administration, University of the Witwatersrand, Johannesburg Faculty of Commerce, Law and Management Wits Business School, 2020<br>This study explored leadership effectiveness and self-knowledge through a constructivist grounded theory paradigm. The research also looked at the journey of some attributes of leadership effectiveness from the leaders’ selves to their bodies according to the dualistic effect, and the impact this has on shaping the effective actions taken by those leaders towards others. It finally presented the impact of those effective actions on others, as well as the manner in which they respond to the effective actions taken by their leaders towards them. The study was guided by the following research objectives: (a) to assess the leaders’ understanding of the concepts of self-knowledge, self-body dualism and leadership effectiveness; (b) to assess the informants’ view on the relationship that could exist between self-knowledge and leadership effectiveness; and (c) to build a theory of leadership effectiveness based on the concept of self-knowledge. Twelve leaders took part in the research, and all the models that emerged from this study are grounded in their presentation of their experiences. The results of this study suggest that the leaders experienced the acquisition of self-knowledge as the journey of a lifetime through continuous spiritual, emotional, verbal and physical exchanges of the self and the body with the external universes these leaders had described through self-doubt, self-reflection, unlearning, challenges, experience and feedback from others. A broader understanding of the way in which the interviewed leaders perceived their individual processes of acquiring self-knowledge and the impact this could have on the shaping of their leadership styles, which would determine whether or not they would be effective leaders, is permitted through the study of the leaders’ quotidian life experiences, which were subsequently mapped in the context of their professional, personal and informal social worlds. The entire self-knowledge acquisition experience was reflected by the inclusion of their individual experiences and knowledge, their social world and the descriptions they gave of these. Lastly, if the journey of self-knowledge for leadership effectiveness is assessed only from the viewpoint of having failed in one’s leadership role, then the whole purpose of undertaking the journey is missed. Immersing oneself in the individual experiences of the interviewed leaders has practical inferences for academics and consultants in the field of self-knowledge-based leadership<br>CK2021
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Wang, Sue-Fen, and 王淑芬. "An Assessment of Internet Advertising Effectiveness on Knowledge Community." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/46221358572320490018.
Full textAbstract:
碩士<br>中國文化大學<br>資訊管理學系<br>100<br>As the rapid development of the network, the network set up a lot of knowledge communities. As these communities accumulate a lot of professional knowledge, can bring together a large number of members of the same attributes. These online commu-nities gradually become valued by advertisers .The Internet advertising for one of the important source of revenue for knowledge community operators. However, seems still a lack of effective assessment and analysis of effectiveness of online advertising methods to track the knowledge community on the effectiveness of Internet advertising.
The literature review will identify the characteristics and knowledge of community assessment criteria related to advertising effectiveness. By way of interviews with ex-perts in the collective sum of its hierarchical structure, then Analytic Hierarchy (AHP) to find out the weight of it is assessment.. The most important assessment dimensions of the order of “Community brand image”, “Content quality”, “Web site traffic analysis”, “Quality of the management team”.Results available for the reference of the operators.
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Chen, Liang Chu, and 陳良駒. "The Study of Organizational Knowledge Capabilities, Knowledge Sharing, and Organizational Effectiveness: A Socio-technical Perspective." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/49711458131642761235.
Full textAbstract:
博士<br>國立交通大學<br>資訊管理研究所<br>94<br>Recent concerns about the issue of knowledge management (KM) for an intra-organization have accentuated the need for more efficient and effective knowledge sharing. Most scholars explore this issue from the economic and social capital perspectives, yet few research studies focus on organizational knowledge capabilities, specifically, the holistic perspective combined social with technological factors. Organizational knowledge capabilities are developed to perform knowledge processes more efficiency so as to achieve organizational success. Drawing from the theories of resource-based view (RBV), knowledge-based view (KBV), organizational capability, and KM, this study aims at investigating the relationship among organizational knowledge capability (OKC), knowledge sharing (KS), and organizational effectiveness.
Using structural equation modeling (SEM) with data from questionnaires collected in different industries, this study considers the knowledge managers and workers of knowledge-based organizations located in the north of Taiwan as research respondents. This study concludes four primary results: (1) IT/IS support can enhance the development of technical OKC; (2) organizational knowledge capabilities have a positive association with knowledge sharing, specifically in social OKC; (3) The more knowledge workers participate in knowledge sharing, the more organizational effectiveness can achieve; (4) firms which implement KM will be better in social OKC and knowledge sharing than firms which do not.
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Liou, Kuo-Shinn, and 劉國信. "A Study of the Knowledge Management, Professional Knowledge, and Teaching Effectiveness among Air Force Instructors." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/76039830122177595780.
Full textAbstract:
碩士<br>義守大學<br>工業工程與管理學系碩士班<br>94<br>The Air Force Academy and the Air Force Institute of Technology are both the places to cultivate the military cadre. If the faculty of these two schools can put forth the ideology of “knowledge management,” focusing on the development of professional knowledge, and thus promote the effectiveness of the teaching, there will be times of the effect in cultivating the elites in the Air Force. As a result, the purpose of this study is to explore the relationship among the knowledge management, professional knowledge and teaching effectiveness of the faculty so that the teaching effectiveness will be reinforced and the teaching quality will consequently be improved.
The population of this study includes the Air Force Academy and the Air Force Institute of Technology. There are in total 247 questionnaires distributed, with 224 valid copies. The descriptive statistics, independent samples t-test, one-way analysis of variance, correlation analysis, and regression analysis are the methods used to analyze the data from the questionnaires. The facts of the analysis are as follows:
1. The difference in personal characteristics have significant influence on the dimensions of knowledge management, professional knowledge and teaching effectiveness.
2. There is significant positive correlation between the knowledge management and professional knowledge of the faculty.
3. There is significant positive correlation between the knowledge management and teaching effectiveness of the faculty.
4. There is significant positive correlation between the professional knowledge and teaching effectiveness of the faculty.
5. Through the professional knowledge, the faculty’s knowledge management will have significant mediating effect on the teaching effectiveness.
According to the result from the empirical study, the suggestions to the military schools of the Air Force are as follows:
1. To actively work on the faculty’s knowledge management in order to promote the teaching effectiveness of the faculty.
2. To establish the concepts of “Knowledge storage” and “knowledge share” among the instructors.
3. To foster the faculty with professional knowledge in order to promote the teaching effectiveness.
4. To reinforce the policy of offering all the potential instructors the opportunities of being trained or educated.
5. To establish the system of interscholastic cooperation in teaching presentation.
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Chang, Wei-Che, and 張維哲. "Knowledge Sharing Mechanisms and Effectiveness of Knowledge Sharing Relationship -Organizational Culture as A Moderating Variable." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/90930835776288120150.
Full textAbstract:
碩士<br>中國文化大學<br>國際企業管理學系碩士在職專班<br>101<br>Knowledge is organized cornerstone of innovation, but because of the industrial system and multinational vertical integration and horizontal division of labor conditions become increasingly significant, so the organizational system within the unit or members on knowledge of current and sharing, as management on important issues.
This study by the leader of the formation of organizational culture, the formation among employees trust relationship established, as well as the organization of knowledge of current and knowledge sharing effectiveness of the relationship between the main object of study to external knowledge exchange frequent and internal knowledge sharing frequent industry dominated from front-line operational staff or in high RD personnel.
So will the IC channel electronics, computer peripheral components, optoelectronics industry and finance industries, conducting surveys. Study found that corporate leaders rationale significantly affect the relationship of trust between employees, thereby promoting innovation within organizations, the development of the necessary knowledge exchange and sharing.
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"A design option for optimising knowledge worker expertise." Thesis, 2010. http://hdl.handle.net/10210/3470.
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D.Phil.<br>The success of an organisation depends on the mental capability of a comparatively small number of highly proficient knowledge workers who innovate and clarify the business processes others must act on (Zemke, 2004). Many organisations utilise knowledge worker expertise to create a competitive advantage, but this expertise is not incorporated into the business processes and routine operations of the organisation. Organisational design does not create the conditions under which an organisation can optimise knowledge worker expertise (Grant, 1996). As a consequence, when the knowledge worker leaves the organisation, the knowledge created is lost and the competitive advantage is not sustainable. One of the foremost objectives of an organisation must be to optimise knowledge worker expertise to produce new products, services or ways of working for sustaining competitive advantage (Gold, Malhotra & Segards, 2001). Organisational design continues to be seen as the process of assembling and fine-tuning an organisation’s structure to achieve its goal. Much has been written about knowledge, knowledge management, the knowledge-based organisation and the knowledge worker. However, current organisational design methodologies do not place emphasis on the optimisation of knowledge worker expertise (Grant, 1996). For knowledge workers to contribute sufficiently to the production of new products, services or ways of working, consideration must be given to their motivation. Despite all our achievements in technology and product improvements, knowledge workers are not thriving in the organisations they work for because organisations are not clear about where knowledge workers fit and how their contribution is valued. Covey (2004) asserts that managers are still applying the Industrial Age control model to knowledge workers. For an organisation to succeed in the new economy, knowledge workers must be intrinsically motivated so that they can reach new heights of fulfilment (Covey, 2004).
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Lakkaraju, Sai K. "Synchronising subjective knowledge and knowledge management systems in organisations." Thesis, 2008. http://handle.uws.edu.au:8081/1959.7/31670.
Full textAbstract:
The aim of this study is to develop a model for knowledge synchronisation in organisations. The research aim is further broken down into two research objectives that are handled during this study: • Examine and measure the gap between a typical organisation and a Learning Organisation and the corresponding organisation’s Subjective Knowledge and Knowledge Management Systems, and • Examine and create appropriate models and methods to synchronise organisation’s Subjective Knowledge and Knowledge Management Systems. This research attempts knowledge synchronisation in view of creation and maintenance of Learning Organisations. This study combines three broad areas in an organisation: Learning Organisations, Intellectual Capital, and Knowledge Management Systems. This research proposes a new organisational epistemology in the context of the Subjective and Objective Knowledge. The organisational ontology consists of five hierarchical layers: observation, data, information, knowledge and wisdom. Wisdom and observations, being embodied, are subjective in nature and they are referred to as Subjective Knowledge throughout the thesis. Data, information and knowledge of an organisation, being objective in nature, are contained in Information Systems or Knowledge Management Systems; and throughout the thesis they are referred to as Objective Knowledge. The significance of this research and its major contribution resides in the development and validation of a comprehensive model for Subjective - Objective Knowledge synchronisation, with a view of creation and maintenance of Learning Organisations. A Knowledge Synchronisation Model (KSM) has been proposed to measure the gap between a typical organisation and a Learning Organisation. Furthermore,
KSM also deals with the gap between an organisation’s Subjective Knowledge and Knowledge Management Systems. A web-based survey has been conducted to validate the proposed Knowledge Synchronisation Model. The unit of analysis has been ‘an organisation’ with Knowledge Management initiatives. Snowball sampling technique has been used to contact such organisations and five hundred and ten responses have been received. Four hundred and seventy responses have been considered for analysis. Responses have been classified into four clusters: Learning Organisations, whose Subjective Knowledge and Knowledge Management Systems have been in sync, Technology oriented organisations with high Knowledge Management Systems and relatively low Subjective Knowledge, People oriented organisations with high Subjective Knowledge and relatively low Knowledge Management Systems, and finally, the organisations with no Knowledge Management strategy. Regression analysis has been used to validate the hypotheses. The orientation towards technology or people will present itself as missing organisational characteristics.
Two organisations from the survey participants have been selected for knowledge synchronisation through Action Research Studies. The first organisation has been identified as technology oriented and lacking organisational ‘Awareness’ and ‘Systems Thinking’. A Community of Practice (CoP) and a knowledge portal have been suggested to the first organisation for knowledge synchronisation. The second organisation has been identified as people oriented and lacking ����Personal Mastery����. A Community of Practice (CoP) and a knowledge base have been suggested to the second organisation. The limitation posed by the sampling technique ‘snowball sampling’ is a significant limitation in this research. This research does not consider the effects of location and investor capital on the proposed model. This is another limitation of this research. This research has academic implications for the theories of Learning Organisations, Intellectual Capital and Knowledge Management. Further investigations will be necessary to study the effects of location and investor capital, human related issues such as trust and culture, and the latest technologies such as web 2.0 and mobile devices, on the proposed model.
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Yung-ChenChao and 卓泳辰. "The impact of Knowledge Transfer Strategy in overseas subsidiaries on Knowledge Transfer Effectiveness –The moderating Effect of Knowledge Transforming Mechanism." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/69189967407623258956.
Full textAbstract:
碩士<br>國立成功大學<br>高階管理碩士在職專班(EMBA)<br>100<br>The progress of the times, the distance of the world closer, relative to the competition increasingly fierce, the knowledge management in the future with the using of a powerful weapon in the enterprise.If you have more effects to get the heritage、integration and innovation and knowledge of enterprises. If you get more knowledge that you can be able to retain the advantage. In recent years, knowledge management has been a hot topic of the pursuit of sustainable. Experts and scholars have different opinions, and some people think that way through the coding of the danger of being used, but some people will think only through inter-personal communication for the individual advantages and disadvantages and capabilities in different ways to teach subject knowledge is more appropriate. We will mainly by coding and personal way to do the effectiveness of the seminar.
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Lu, Pei-Shan, and 呂佩珊. "The effect of the knowledge transfer channels to learning effectiveness." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/91360656737463909913.
Full textAbstract:
碩士<br>中國文化大學<br>勞動學研究所<br>93<br>In the knowledge era of 21th Century, knowledge transfer has played a crucial role for enterprises to sustain and increase competitiveness. How do enterprises achieve this goal by utilizing knowledge transfer within employees and optimizing it? This study is aimed to further discuss how much impact knowledge transfer through trainings on various knowledge transfer channels brings to enterprises in relation to learning effectiveness.
Case study method is applied in this study, with supplement of questionnaires, and the study outcome is based on the analysis of first-hand case study and questionnaires results and desk research of international and national documents. A reputable domestic computer skills education center, with its new staff training programs implemented between January 2003 and May 2004, has been selected as the case study for this study. This study is to analyze the differences regarding training effectiveness between face-to-face knowledge transfer and e-learning.
Findings are generated as below regarding the research outcome of the significant impact on the Company’s new staff training effectiveness with the knowledge transfer channels:
1.This case study shows that different ways of knowledge transfer does bring significant impact on the Company’s new staff learning effectiveness. Face-to-face knowledge transfer method outweighs the e-learning method, on account of: better leaning atmosphere, good interaction, and simultaneous problem-solving.
2.The impact of knowledge transfer channel, e-learning, is not as effective as face-to-face knowledge transfer method for new staff training, regardless in knowledge learning, affective learning or affective learning.
3.In terms of new staff knowledge learning effectiveness, face-to-face knowledge transfer method is able to achieve more significance than e-learning knowledge transfer channels in the areas of knowledge transfer, affective learning or affective learning.
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Yu, Qiao, and 蔡喬育. "Theoretical Model Building for Adult TCSL Knowledge and Teaching Effectiveness." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/85305325778826237091.
Full textAbstract:
博士<br>國立中正大學<br>成人及繼續教育所<br>97<br>In the global tendency of Chinese Hot, not only the increasing population for learning Chinese, but the increasing demands for TCSL teachers. Therefore, educating TCSL teachers and ensuring the professional qualities of TCSL teachers is not only one important mission of Taiwan education policies, but one of focused issues on teacher professionalism in adult education and TCSL. It’s also a key issue to integrate Andragogy with TCSL into Andragogical TCSL. On the basis of the above-mentioned, exploring connotations of adult TCSL knowledge, building theoretical model for adult TCSL knowledge and teaching effectiveness and advising how to develop in adult TCSL and its teacher education are the purpose of the study.
In research methods, quantitative and qualitative survey methods were used in the study. In survey questionnaire, analyzing the 424 Taiwan TCSL teachers’ background by descriptive statistic; comparing with TCSL teachers’ different background to see the significance deviation in adult TCSL knowledge and teaching effectiveness by independent-samples t-test and One-way MANOVA; exploring the relationship among TCSL teachers’ different background, adult TCSL knowledge and teaching effectiveness by path analysis. In interview survey, 10 adult TCSL teachers with 6-10 year-above teaching experiences were interviewed on the basis of the saturation of interview data. Thematic analysis and editing analysis were used to understand what TCSL teachers need in professional knowledge to promote their teaching effective. Finally, according to the both outcomes, the theoretical model for adult TCSL knowledge and teaching effectiveness was built in the study.
The conclusions in the study are:
1. For Taiwan TCSL teachers’ background, from 2000 to now, the majority is
female; the average age is 40.81; the majority majoring in Chinese
literature; TCSL teachers taking related professional training programs in
numbers are increasing; the average of TCSL experiences is 9.91; teachers
with teaching Chinese in abroad in numbers is increasing a little; the
majority doesn’t participate in in-service education; in-service training
programs offered in over 60% TCSL education institutions; the majority with
English ability; a lot of Chinese learners are adults, in whom are from
Japan.
2. TCSL teachers, like senior, having longer TCSL experiences, participating
in in-service education, and so on, get higher scores significantly in
adult TCSL knowledge and teaching effectiveness.
3. The connotations of adult TCSL knowledge, like Andragogy, adult learning,
multicultural education and adult second language teaching, are significant
intervening variables between TCSL teachers with different background and
their teaching effectiveness.
4. For a TCSL teacher, Chinese content knowledge, Andragogical content
knowledge in Chinese, Pedagogy/ Andragogy, adult learning, multicultural
education, etc. are possessed.
On the basis of the above conclusions, firstly, the theoretical model for adult TCSL knowledge and teaching effectiveness was built in the study. Secondly, the contributions of the study in academic field, nation development and applied field were emphasized, and advices for TCSL administration and education institutions, TCSL teacher-educators, adult TCSL teachers and future researches were proposed.
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"Mathematical Knowledge for Teaching: Exploring a Teacher's Sources of Effectiveness." Doctoral diss., 2011. http://hdl.handle.net/2286/R.I.9097.
Full textAbstract:
abstract: This study contributes to the ongoing discussion of Mathematical Knowledge for Teaching (MKT). It investigates the case of Rico, a high school mathematics teacher who had become known to his colleagues and his students as a superbly effective mathematics teacher. His students not only developed excellent mathematical skills, they also developed deep understanding of the mathematics they learned. Moreover, Rico redesigned his curricula and instruction completely so that they provided a means of support for his students to learn mathematics the way he intended. The purpose of this study was to understand the sources of Rico's effectiveness. The data for this study was generated in three phases. Phase I included videos of Rico's lessons during one semester of an Algebra II course, post-lesson reflections, and Rico's self-constructed instructional materials. An analysis of Phase I data led to Phase II, which consisted of eight extensive stimulated-reflection interviews with Rico. Phase III consisted of a conceptual analysis of the prior phases with the aim of creating models of Rico's mathematical conceptions, his conceptions of his students' mathematical understandings, and his images of instruction and instructional design. Findings revealed that Rico had developed profound personal understandings, grounded in quantitative reasoning, of the mathematics that he taught, and profound pedagogical understandings that supported these very same ways of thinking in his students. Rico's redesign was driven by three factors: (1) the particular way in which Rico himself understood the mathematics he taught, (2) his reflective awareness of those ways of thinking, and (3) his ability to envision what students might learn from different instructional approaches. Rico always considered what someone might already need to understand in order to understand "this" in the way he was thinking of it, and how understanding "this" might help students understand related ideas or methods. Rico's continual reflection on the mathematics he knew so as to make it more coherent, and his continual orientation to imagining how these meanings might work for students' learning, made Rico's mathematics become a mathematics of students--impacting how he assessed his practice and engaging him in a continual process of developing MKT.<br>Dissertation/Thesis<br>Ph.D. Mathematics 2011