Culture of Knowledge-Sharing is to Improve Organization's Learning Capability.
"Knowledge
sharing culture" as a goal for leadership is to encourage & recognize
talent, and make it practical for the members to help them do their
work. Perhaps the thing to focus on is the three-step knowledge-sharing behaviors:
Learning before each event, and sharing learning after each event, and then
co-creating the new knowledge and insight. it is often easier to have people
sharing what they know, but more difficult to see people reusing what others
have developed. To promote the "knowledge sharing culture" in any
enterprise organization, a reward motivation program shall be applied along with
KPI measurements exercise.
Knowledge management
is very related to the culture of organization: It's important to create the right culture
that fits both the organization and the employees is hence important. There are
several elements that make the process faster, such as; trust, mutual respect,
sense of unity, and mutual gain. Employees should think of knowledge sharing as
something they gain, rather than
lose. Knowledge is more like a commodity, only a couple of clicks away at
today’s information abundance, only through sharing and updating, it can be
refreshed and refined into insight and wisdom.
"Knowledge is power" could be seen as a part of "Intrinsic
Motivation": Knowledge workers with intrinsic motivation like to share
their knowledge to learn more by themselves. Most of the times knowledge
workers are perfectly able to find a balance between sharing knowledge and
ensuring sharing knowledge will not become a goal in itself. One’s
knowledge is the other one’s information only, the ultimate business goal is to
improve productivity and encourage innovation.
What about cognitive,
psychomotor, and affective knowledge? Knowledge is dynamic and
multidimensional it’s not just spoken or transferred in hard-copy, it’s also
transferred visually and through emotions /feelings. There’s a very wide range
of knowledge to be considered. Traditionally you have look at knowledge
transfer in three formats listed as follows:
• Cognitive; intellectual outcomes
• Psychomotor; new physical skills
• Affective; attitudes, values, beliefs
• Cognitive; intellectual outcomes
• Psychomotor; new physical skills
• Affective; attitudes, values, beliefs
The success of KM is
mainly tied to Culture. KM-Knowledge Management is the overarching
umbrella, which can include culture as soft, but key success factor –it’s a management
domain upon how information flows in the organization ... People's beliefs and values are normally distilled through a
long process of cultural cumulating, socio-culturally and organizationally. If
knowledge is not flowing smoothly in the organization, figuring out the causes
is a significant contribution to KM. Knowledge sharing is embedded in the work
styles, and well-placed KM systems, KM methodologies/tools do play a major
role. Knowledge sharing becomes an effortless activity, it is not a separate
exercise- one does it because every bit of information in the organization is
tagged and flows through KM channels
Take holistic KM
approaches. An effective KM platform or tools are efficient, however, many
other aspects of knowledge management cannot be solved by technology only. KM
needs to look at all the present collaborative processes already being used to
evaluate them for improvements to enhance knowledge sharing, decision making,
and follow on actions based on the decisions made. Innovation and knowledge
creation, access and knowledge usage appear to be linked. And now at the age of
information explosion, it is about managing knowledge to create new knowledge
with vast knowledge repositories available for talent to work with. The
knowledge sharing culture is strongly influenced by both
corporate/organizational and social structures, KM is not only about sharing
knowledge. It is better to talk about the knowledge you need to do your job.
Then you can determine what you need to do to get the right information or
experience at the right time.
Keep the end-the ultimate business goals in mind, If
everyone already agrees that it is good to satisfy the customer, and they come
to understand that by sharing knowledge, you help coworkers to succeed and so
better satisfy the customer, then the culture will begin to value sharing
knowledge and the organizatons move towards an "Knowledge-Sharing culture.
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