July 07, 2014

The knowledge is power

Writing the PMA and studying the concept of KM, I understand that Knowledge Management affects every aspect of organisational process. The companies could derive knowledge from everything, from any employee and element. From the workers experience to senior managers and CEO, everyone could contribute and exchange knowledge. “The knowledge is power” and thus the organisations could use it in order to improve their process. Also, Knowledge Management could occur unconsciously and the employees, exchanging knowledge, could learn from the shared experience. Finally, the KM could be deployed through the dialogue and trained learning teams which would ensure the information flow and the record of the knowledge.

July 05, 2014

Knowledge Management: “I know that I know nothing”

After a year in MBE and the study of Knowledge Management, I think that the Socratic paradox is true. MBE broadens our horizons and teaches a new way of thinking, achieving an unconsciously change. This new way of thinking reveals a new world to us, giving us the opportunity to explore it. However, when a new knowledge world is arisen, the explorers (students) feel fear because they do not know the new conditions. When the explorers (students) have to overcome the common habits and rules of the society, investigating new revolutionary ways, they feel fear to face the new environment and they do not feel ready for the change, feeling incapable. Thus, I believe that the Socratic paradox is based on this fear. Hence, when we have to face a new changeable environment, surpassing ourselves, we feel that we are not ready and that we know nothing in order to face the new difficulties.

Nonetheless, maybe we know nothing but through the overcoming difficulties we gain experience which forms a new way of thinking. We can adapt the new way of thinking in order to face the new difficulties to explore the new worlds. Hence, I believe that we do not know the solutions or the tools but we know how we have to think in order to face any obstacle.

July 03, 2014


 I chose to write about how WaveRiders could improve their inventory policy. The inventory is a critical element for the success of the company, as it costs money and it is an important part of the asset. However, every company could not implement the same policy, as each enterprise has different needs. For example, I was working for two different companies. The first was a retail company and the second a construction company. The retail company has to maintain a very big inventory because it has to satisfy the customers and to deliver directly the products. On the other hand, the construction company has to deliver only projects. Thus, when the company has a project, then it orders the suitable materials, which they transferred directly to the construction site.

Moreover, the suppliers also have a very important role. The retail companies in Greece could make orders only two-three times per year and they have to choose products in order to use them after 4-6 months. Thus, they must predict the customer expectations and the demand. On the other hand, the construction company could make an order whenever it wants and when the projects and the constructions need extra materials.

Nonetheless, JIT philosophy could help both of the companies. The retail company could identify the customer expectations, to assure the quality of the products and to make order according to the demands, avoiding extra costs. Moreover, the construction company could implement the JIT philosophy, investigating the projects needs and making lean orders according to them.

Thus, at the last assignment, I try to investigate how JIT philosophy could help WaveRiders.

June 08, 2014

Disagreements better than silence

 In learning organisation and according the knowledge management the employees’ opinion is really important in order to understand the business environment and to improve it. However, sometimes it is observed that the employees hide their real opinion or they avoid to express it because they afraid that there is possibility to be punished, they do not want to provoke tension or they do not think that it is important, etc… The leader attempt to motivate the employees to express their self but again they stay silent or they don’t express their real view. Thus, what a leader could do?

Maybe, He can do personal interviews to the employees and through his pressure to reveal their opinion. Moreover, the leader could establish question boxes which offer anonymity or to create a survey.

However, I believe that it is good to express your opinion even if it is not correct. The dialogue, the debate and the exchange of opinion are basic tools in order to build a learning organisation and to manage the knowledge. The dialogue also is base of the democracy. So, not only the dialogue but also the disagreements are very useful in order to improve the business efficiency. The leader could refine the opinions which are expressed during dialogue and the disagreements. Through the tension and its pressure, useful results could emerge which maybe could change the business environment. Furthermore, the dialogue members reveal their way of thinking and their mental process, thus the leader could use this information in order to manage them more efficiently and to understand them.

Therefore, I believe that even the disagreements are better that the silence and it is good to challenge the business status quo.

The "need

In a former blog entry, I supported that nobody obliged the ancient philosophers to express their opinions. After a discussion with some good friends about this, they supported that “someone” obliged the philosophers, they emphasized that it was the “need” and they said that it was the need of the society.

However, I almost agree with them but I also believe that the main motivator to write is the human’s internal need which maybe is unconscious, the need to be creative and to spend the mental energy.

Nonetheless, we conclude that in general the need is great motivator. Thus, I was thinking and I am still thinking the connection of need with ethic. During every lecture, Paul says something about ethic and he underlines how much important is. Also, he emphasized that we should not work in an unethical company.

In my opinion it is almost impossible to find a completely ethical company but it is not this problem. My question is when the employees have great need for job and their only choice is something unethical, what they could do? Should they compromise or not? I think that it is extremely difficult to answer it. For example, during an economic crisis, with very limited jobs offers, an employee would deny to work?

I cannot answer and I cannot say what is correct. However, during my work experience, I cooperated with many unethical people and employees with only target the profit and so maybe I am unethical with an indirect way…

However, the thousand employees of Shell or BP and the millions of their customer are also unethical? Because I cannot believe that their CSR programme transforms these companies to ethical when they kill, they pollute and they cooperate with many intelligence agencies in order to increase their profit; or there is no problem when they attempt to deploy and preserve an ethical internal business environment but their external activities are illegal. In my opinion, this is hypocritical.

If we have to change these habits, we have to change our self and the change process needs time. The people need time to understand that the profit is not the main target…

June 05, 2014

Ethic and competition

During the last class, Paul made a discussion about ethics. Last night, I watched a BBC movie for the life of Aristoteles Onassis, one of the richest men in the world during his time. He said that in the business game there is only one rule, that there are not rules. Thus, he broke the law many times in order to fulfill his vision. So, once again I was wondered what is ethical? Has the ethic practical implementation in real life or the people descried as ethic only that which brings profit? Our master underlines the need of the ethic and I almost agree having some restrictions.

I believe that an ethic business environment make the employees to feel safe. The safety and the feeling of security could help the employees to be focused on their tasks and to be creative. However, as it is proved from the history and the daily routine the employees’ relationships and the external business environment are not ethical because they are dominated by the competition. I do not support that but I think that it is the reality. Nonetheless, I do not think that the competition is something “bad”. It could be used as the oil of the business machine which asks pressure on the employees. This pressure could be creative but also could be strenuous. Hence, I believe that the managers should not eliminate it but to control it. Similarly, this is the reason why we have the last module some weeks before the deadline for the dissertation. We learned to work under pressure, managing many tasks and also be creative. Thus, competition is another tool to ask pressure, if the managers manipulate it properly, it could be effective.

June 03, 2014

Situation Awareness

There are many dangers in a business environment. I still remember the high precautions in different construction sites where I worked during my career. However, during my military service I was observer of many real danger accidents which appealed not only our life but also the existence of the naval base and I strongly remember the panic of my officers.

Thus, it is really important to know what is going around us. The situation awareness is key principle which could prevent many accidents and failures.

As we learned, the situation awareness is consisted by three stages. Firstly, the employees should gather the information, to accumulate knowledge observing, discussing and gaining experiences. Then, the staff has to interpret the information. The correct interpretation is critical in order to understand deeply the process. Finally, the last stage is the anticipation which includes the potential consequences.

Nonetheless, during the three stages the employees could make many errors which guide to accidents. The information may is not available or the personnel could not observe and detect. Sometimes, the staff could memorize the information, because there are too much. Moreover, the employees could make error during the interpretation stage. It is called incorrect mental model. The employees could not think clearly or they cannot evaluate correctly the situation. Finally, the staff could fail to think ahead, making anticipation errors, ignoring the danger’s consequences.

The employees have to face many dangers, so they should be properly trained in order to be capable to identify the dangers, to collect the information and to refine them, avoiding the mistakes.

May 30, 2014


Still, I cannot understand why the blog is useful… anyway it is obligatory, so I must do it. We must be creative… what contrast… The “Writing” is art, for first time in my life I listened that the art and creativity is obligatory and that is the only new topic which I learned from my MSc. The ancient Greek philosopher would be absolutely disappointed and Goebbels would be satisfied as only during fascist regime the art is obligatory in order to create the suitable propaganda… The creativity and the innovation are results of the freedom, as the most authors support, however in MBE we do the opposite.

So, during the first team meeting we discussed about asset and knowledge management.

We concluded that asset management could be applied to both intangible and tangible goods. Like the intellectual property, the fame or the buildings. Asset management is the procedure which attempts to maintain, upgrade and operate effectively the organisation’s asset, decreasing the cost.

Knowledge management is the procedure which identifies, refines, deploys and finally shares the knowledge in the organisations. The companies use the past experiences and the knowledge in order to avoid future mistakes and de more effective.

After the definitions, we identified the skills of every team member and we split the task, creating steps. The first step is the deep understanding of the two concepts. After that, we would identify their connections with EFQM. When we will complete the step, we will find the connection with WaveRiders.

March 31, 2014

Leadership's five rules

There are many different approaches in the modern business environment. The role of a leader is to encourage the correct and desired behaviours and discourage the ineffective approaches. I conclude to five rules. Firstly, a leader must show respect in order to enjoy respect. In many occasions the team members imitate their leader. Thus, the leader should have an exemplary behaviour. The calm sensible reactions, without nerves and characterizations facilitate communication between team members, helps to reduce friction and solve problems. The second rule it the recognition and the encouragement of the partners. Another method for the adoption and introduction of professional conduct in the workplace is the recognition and the encouragement of staff which has the desired behaviour. For example, if an employee performs effectively or if he handles properly a very difficult case, then the leader has to give both verbal reward and encouragement with some positive comments and feedback. Thirdly, the leader has to identify and avoid the improper habits. Behaviours like apathy, relaxation and negativism should be recognized and discouraged immediately, investigating and analysing their causes and consequences. Fourthly, the leader has to target on the consistency and the persistence. He must monitor the progress of the work and insist on achieving the objectives. The consistency and the perseverance help the leader’s continuous amelioration and team’s performance improvement. Finally, the honesty and the communication are very significant principles. Communication between members should be governed both by respect and honesty. The leader should be honest and talk about issues that concern the organisation and the performance, without breaking the rules of the respect. Talking with arguments and honest, the leader create a safe environment with strengthen of the employees relationship.

Eudemonia and Leadership

Eudemonia means happiness at Greek language. In my opinion, as first priority the leader has to target on the internal eudemonia. With other words, a leader must focus on the core of the company. An organisation cannot be alive with a rotten core. Thus, the leader has to build a friendly and innovative business environment in order to increase the effectiveness of the employees. If the internal system is healthy and efficient, it will emerge ameliorating also the external image of the company. Moreover, a leader must achieve his personal eudemonia. The leader must have a balanced and healthy psychology in order to be capable to lead. A person with tensive problems, incapable to achieve internal eudemonia, is dangerous to have power. Consequently, the eudemonia, the happiness, the self-balance are crucial for the success of a system.

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  • Dear All, Thank you for contributing to an interesting and I hope useful discussion for all who took… by Paul Roberts on this entry
  • Dear Silvio, I think you got to an interesting point in distinguishing what it is or it is not ethic… by Carlo Carpinteri on this entry
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