||IMPORTANT OF KNOWLEDGE SHARING IN THE ORGANIZATIONS||
"Implementing knowledge management is difficult in organisations as many employees are afraid of sharing their knowledge."Why this situation happened?This is because lack of idea to understand the true definition of knowledge.Other than the,there's still small amount of people that understand about the important of knowledge management in their organisations.There's still don't know the important of sharing knowledge among them.The solutions for this situation is we can refer to the theories and knowledge that we learn in this subject,Organisational behaviour for K-management.Based on this theory and knowledge we can see how this two subject related to our daily life.
Before i go further,let me tell u what is knowledge management.There is many definiton for knowledge management for each individu.Knowledge management can defined as any structured activity that improves an organization's capacity to acquire,share,and use knowledge for its survival and success..In the area of knowledge management,a large part of knowledge is not explicit but tacit.Following Polanyi's epistemological investigation,tacit knowledge is characterized by the fact that it ispersonal,context specific,and therefore hard to formalize and communicate.Explicit on the other hand,is the knowledge that is transmittable through any systematic language.Polanyi contends that human being acquire knowledge by actively creating their own experiences.Thus,explicit knowledge represents only the tip of the iceberg of the entire body of knowledge.While knowledge sharing is a systematic process for creating,acquiring,synthesizing,learning,sharing and using knowledge and experience to achieve organizational goal.
Ok,let we see how organizational behaviour knowledge and theories can encourage the team members to share their knowledge.We can use social identity theory,that explain self-perception and social perception in terms of our unique characteristics(personal identity)as well as membership in various social groups(social identity).As developed by Tajfel, social identity theory is a diffuse but interrelated group of social psychological theories concerned with when and why individuals identify with, and behave as part of, social groups, adopting shared attitudes to outsiders. It is also concerned with what difference it makes when encounters between individuals are perceived as encounters between group members. Social identity theory is thus concerned both with the psychological and sociological aspects of group behaviour.We identify ourselves with several groups and are motivated to create and present a positive self-image.If we can practise this theory,the sharing knowledge process can happened in any organizations.It is composed of four elements:
by Thomas A. Stewart.A community of practice is "a diverse group of people engaged in real work over a significant period of time during which they build things, solve problems, learn and invent in short, they evolve a practice that is highly skilled and highly creative.More than a "community of learners," a community of practice is also a "community that learns." Not merely peers exchanging ideas around the water cooler, sharing and benefitting from each other's expertise, but colleagues committed to jointly develop better practices.
Four-drive theory also important in sharing knowledge process.Four-drive theory is a holistic and humanistic theory of motivation by Paul Lawrence and Nitin Nohria. It organises drives into four categories: the drive to acquire, to bond, to learn and to defend. These drives are considered innate and universal, independent of one another and are "proactive", in that the individual regularly tries to fulfil them.
The drive to acquire is the drive to seek, take, control and retain objects and personal experiences. Four-drive theory states that the drive to acquire is insatiable, theorising that the purpose of human motivation is not just for psychological fulfilment but also to achieve a higher position than others. This drive fuels competitive behaviours.
The drive to bond is the social factor, the intention to form relationship with others and develop mutual caring commitments. This component of the theory aligns with social identity theory, explaining why an individual chooses to form their social identity by aligning their self image with that of various social groups. It motivates cooperation.
he drive to learn is the drive to satisfy curiosity and to understand ourselves and the world around us. It occurs when observing something which is unknown or inconsistent with the individual's existing knowledge set, creating a knowledge gap which they will then seek to fill. The result of this drive to learn fulfils the needs of growth and self-actualisation.
The drive to defend is a self-protective drive both physically and socially. It originates from the 'fight-or-flight' response when responding to dangerous situations but also involves defending relationships, acquisitions and belief systems. Unlike the other three drives, which are proactive, the drive to defend is reactive and is triggered by perceived threats.
While the four-drive theory incorporates much solid evidence of the existence of the four innate drives and the interaction of emotions and cognitions, this is still a theory in development. Whilst it accomodates the idea of learned needs, it does not fully explain them.
Beside that positive reinforcement also can encourage team members to share their knowledge.Positive reinforcement is introducing a desirable consequence-increases or maintains future behavior.For example receiving a bonus after successfully completing an important project.
WHY KNOWLEDGE SHARING IS IMPORTANT FOR ME?
as a student,i have many things to learn during my study.so that,sharing knowledge is very important to me to get knowledge that related to my course as mush as i can so i can finish my study and get my degree.during the learning process,we as a student have to share our knowledge with each other.Let me make it more clear.we as a student is one of members of our organisation which is our course of knowledge management.all students in MMU is members for their organisations which is course that they taking.For example KM programme objective is to develop competent knowledge executive who are able to lead and contribute meaningfully to the Malaysian information and knowledge industries.so as a student of this course,we have to create,acquire,learn,share and used knowlege and experience to achieve organisation goals.How we can achieve this goals by contribute in class activity.
REFERENCES
1.http://www.co-i-l.com/coil/knowledge-garden/cop/definitions.shtml
2.http://hbswk.hbs.edu/item/2543.html
3.http://www.mmu.edu.my/%7Ebm/fbl/
4.http://www.geoconnexions.org/en/newsmedia/articles/id=932
"Implementing knowledge management is difficult in organisations as many employees are afraid of sharing their knowledge."Why this situation happened?This is because lack of idea to understand the true definition of knowledge.Other than the,there's still small amount of people that understand about the important of knowledge management in their organisations.There's still don't know the important of sharing knowledge among them.The solutions for this situation is we can refer to the theories and knowledge that we learn in this subject,Organisational behaviour for K-management.Based on this theory and knowledge we can see how this two subject related to our daily life.
Before i go further,let me tell u what is knowledge management.There is many definiton for knowledge management for each individu.Knowledge management can defined as any structured activity that improves an organization's capacity to acquire,share,and use knowledge for its survival and success..In the area of knowledge management,a large part of knowledge is not explicit but tacit.Following Polanyi's epistemological investigation,tacit knowledge is characterized by the fact that it ispersonal,context specific,and therefore hard to formalize and communicate.Explicit on the other hand,is the knowledge that is transmittable through any systematic language.Polanyi contends that human being acquire knowledge by actively creating their own experiences.Thus,explicit knowledge represents only the tip of the iceberg of the entire body of knowledge.While knowledge sharing is a systematic process for creating,acquiring,synthesizing,learning,sharing and using knowledge and experience to achieve organizational goal.
Ok,let we see how organizational behaviour knowledge and theories can encourage the team members to share their knowledge.We can use social identity theory,that explain self-perception and social perception in terms of our unique characteristics(personal identity)as well as membership in various social groups(social identity).As developed by Tajfel, social identity theory is a diffuse but interrelated group of social psychological theories concerned with when and why individuals identify with, and behave as part of, social groups, adopting shared attitudes to outsiders. It is also concerned with what difference it makes when encounters between individuals are perceived as encounters between group members. Social identity theory is thus concerned both with the psychological and sociological aspects of group behaviour.We identify ourselves with several groups and are motivated to create and present a positive self-image.If we can practise this theory,the sharing knowledge process can happened in any organizations.It is composed of four elements:- Categorization: We often put others (and ourselves) into categories. Labeling someone a Muslim, a Turk, a Gimp or a soccer player are ways of saying other things about these people.
- Identification: We also associate with certain group (our ingroups), which serves to bolster our self esteem.
- Comparison: We compare our groups with other groups, seeing a favorable bias toward the group to which we belong.
- Psychological Distinctiveness: We desire our identity to be both distinct from and positively compared with other groups.
by Thomas A. Stewart.A community of practice is "a diverse group of people engaged in real work over a significant period of time during which they build things, solve problems, learn and invent in short, they evolve a practice that is highly skilled and highly creative.More than a "community of learners," a community of practice is also a "community that learns." Not merely peers exchanging ideas around the water cooler, sharing and benefitting from each other's expertise, but colleagues committed to jointly develop better practices.
Four-drive theory also important in sharing knowledge process.Four-drive theory is a holistic and humanistic theory of motivation by Paul Lawrence and Nitin Nohria. It organises drives into four categories: the drive to acquire, to bond, to learn and to defend. These drives are considered innate and universal, independent of one another and are "proactive", in that the individual regularly tries to fulfil them.
The drive to acquire is the drive to seek, take, control and retain objects and personal experiences. Four-drive theory states that the drive to acquire is insatiable, theorising that the purpose of human motivation is not just for psychological fulfilment but also to achieve a higher position than others. This drive fuels competitive behaviours.
The drive to bond is the social factor, the intention to form relationship with others and develop mutual caring commitments. This component of the theory aligns with social identity theory, explaining why an individual chooses to form their social identity by aligning their self image with that of various social groups. It motivates cooperation.
he drive to learn is the drive to satisfy curiosity and to understand ourselves and the world around us. It occurs when observing something which is unknown or inconsistent with the individual's existing knowledge set, creating a knowledge gap which they will then seek to fill. The result of this drive to learn fulfils the needs of growth and self-actualisation.
The drive to defend is a self-protective drive both physically and socially. It originates from the 'fight-or-flight' response when responding to dangerous situations but also involves defending relationships, acquisitions and belief systems. Unlike the other three drives, which are proactive, the drive to defend is reactive and is triggered by perceived threats.
While the four-drive theory incorporates much solid evidence of the existence of the four innate drives and the interaction of emotions and cognitions, this is still a theory in development. Whilst it accomodates the idea of learned needs, it does not fully explain them.
Beside that positive reinforcement also can encourage team members to share their knowledge.Positive reinforcement is introducing a desirable consequence-increases or maintains future behavior.For example receiving a bonus after successfully completing an important project.
WHY KNOWLEDGE SHARING IS IMPORTANT FOR ME?
as a student,i have many things to learn during my study.so that,sharing knowledge is very important to me to get knowledge that related to my course as mush as i can so i can finish my study and get my degree.during the learning process,we as a student have to share our knowledge with each other.Let me make it more clear.we as a student is one of members of our organisation which is our course of knowledge management.all students in MMU is members for their organisations which is course that they taking.For example KM programme objective is to develop competent knowledge executive who are able to lead and contribute meaningfully to the Malaysian information and knowledge industries.so as a student of this course,we have to create,acquire,learn,share and used knowlege and experience to achieve organisation goals.How we can achieve this goals by contribute in class activity.
REFERENCES
1.http://www.co-i-l.com/coil/knowledge-garden/cop/definitions.shtml
2.http://hbswk.hbs.edu/item/2543.html
3.http://www.mmu.edu.my/%7Ebm/fbl/
4.http://www.geoconnexions.org/en/newsmedia/articles/id=932
