knowledge Sharing

Implementing knowledge management is difficult in organizations because many employees are afraid to share their knowledge. This sentence is true for me because nowadays people are afraid to share their knowledge and experience with other because want to keep in the job position. We need to change the people mind that “sharing knowledge” is the common cultural in our life. Therefore, I will suggest way to encourages people thought to share their knowledge.

Before we go on, I will discuss about what are the different between knowledge and knowledge management to make more understanding and interesting of our discussion. Knowledge has two types: “Tacit and Explicit Knowledge”. Tacit or uncodified knowledge is considered more valuable because it provides context for people, places, ideas, and experiences. Effective transfer of tacit knowledge generally requires extensive personal contact and trust. Example, the team meeting and discussion. On other hand, explicit or codified knowledge is obvious and easy to communicate to others. Example, specific instructions by supervisor to employees on how to operate machinery.

Figures: Nonaka's spiral of knowledge

There are many definitions of Knowledge Management (KM) and one of the definitions by the person Hibbard. Knowledge Management is the process of gathering a firm collective expertise where it resides in database, on paper, or in peoples head and distributing it to where it can help produce the biggest payoff. (Hibbard 1997).

Beside that, KM is the discipline of capturing knowledge-based competencies and then storing and diffusing that knowledge into business. It is also the systematic and organised attempt to use knowledge within an organization to improve performance. (KPMG 2000) KM is conscious strategy of getting the right knowledge to the right people at the right time, it also helping people share and put info action in way that strives to improve organisational performance. (O Dell catal 2000).

I here want suggest that the places such as knowledge bank are able to encourage people to share knowledge, expertise, and experiences on the better way. Example knowledge Bank in Multimedia University Malaysia, all staff and students are freely share of their knowledge in that bank. With this system student and staff can access to the knowledge bank and get the information they required on doing assignment and staff can get the knowledge to preparing learning material to students and also this create a better cultural on this university between staff and students.

Knowledge bank is a better way to share knowledge because people are afraid, ashamed and feel not secure to do sharing in openness and this will waste the knowledge, but with knowledge bank people can share their expertise and knowledge in the free way without any cost( just sign up) and in any time they want (password and user ID).

The most effective way to encourage people to share knowledge was motivating them with rewards. There are many types of the rewards such as membership and seniority-based, job status, competencies-based rewards and performances based rewards. As we know people are greedy with money and will not share anything if they do not have any benefit or rewards, so with power of money we can encourages them to share their expertise and idea to organisation and people. For example, the motto competitition in Multimedia University (MMU) encourages the students to come out the new motto for MMU by giving them the certificate and rewards to the winner. So rewards are playing an importance tool to people to share out their knowledge.

I still remember with my topic of my assignment, the communities of practises (CoPs)This is the knowledge management best tool. Communities of practise is a place people to exchange, to reflect and a place to find new information, and etc. With CoPs , member of a community tend to make better progress, knowledge are through enculturation (collective memory) and good communities are knowledge management awareness. Besides that, CoPs is one of the most effective ways to create and leverage the knowledge an organization needs to sustain a strategic advantages.

Community of Practise Model

Theory of learned needs

Need for Achievement (nAch)

People with a high need for achievement (nAch) seek to excel and thus tend to avoid both low-risk and high- risk situations. For example, achievers avoid low-risk situations because the easily attained success is not a genuine achievement. In high-risk projects, achievers see the outcome as one of chance rather than ones own effort. High Need for achievement individuals prefer work that has a moderate probably of success. Achievers need regular feedback in order to monitor the progress of their achievements. They prefer either to work alone or with other high achievers.


Need for Affiliation (nAff)

Need for affiliation (nAff) refers to a desire to seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontation. Those with a high need for affiliation (nAff) need harmonious relationships with other people and need to feel accepted by other people. They tend to conform to the norms of their group. High Need for Affiliation individuals prefer work that provides significant personal interaction. They perform well in customer service and client interaction situations.


Need for Power (nPow)

People with a high need for power (nPow) want to exercise control over others and are concerned about maintaining their leadership positions. A person need for power (nPow) can be one of two types – personal and institutional. Those who need personal power want to direct others, and this need often is perceived as undesirable. Persons who need institutional power want to organize the efforts of others to further the goals of the organization. For example, manager with a high need for institutional power tend to be more effective than those with a high need for personal power.

In my perspective, knowledge is very valuable intangible asset, but without sharing knowledge people will lost a lot of experience and expertise that can’t be find back if knowledge is died. So share the knowledge when we still alive in the way that I has suggested as above.


REFERENCES

1. http://www.wikipedia.com

2. McShane & von Glinow2007, from Organizational Behaviour, McGRAW. HILL INTERNATIONAL EDITION

3. http://www.knowinc.com

4. http://tecfa.unige.ch/guides/tie/html/tie-talk06/tie-talk06-20.html

5. http://informationr.net/ir/8-1/paper142.html