All entries for July 2014
July 06, 2014
Numerous aspects of “KNOWLEDGE” ! ..
The word “Knowledge” can be referred to a number of meanings as well as a number of directions to directly use it, especially within business environment. Also, there are varieties of knowledge across the world, which all of them are all meaningful for another factor with respect to the scope that knowledge was surrounded. Thence, who can genuinely obtain the values of the knowledge whether in terms of business or not seems to be a person who is lucky. Due to a number of knowledge are concealed by an expert, which normally he or she is not fully express his or her knowledge out to another people as much as taker is expected, especially in working environment that contains many obstacles or causes regarding sharing knowledge. In addition, knowledge seems to be a powerful weapon in each person to compete with others, thus, obviously, there is no one who will drop or give their weapons to another people surely and that is because their own weapons can also be able to raise them up into next achievements in that field of competition (Within organisation that they are working with).
However, there are still some people who contains more than one weapon such as business owner or executive who always share their own thoughts or attitudes to their employees whether in managerial or operational level because it worth for them to share their knowledge to another person due to as much as knowledge that expressed by them will be turn to something values into their organisation eventually in some ways.
Therefore, fundamentally, there are a number of thoughts of people concerning sharing knowledge whether in organisational or another context whereas it seems to be more difficult in order to let people share their knowledge within working environment, so, applying or using some assisting tools or practices such as methodology of knowledge management seems to be one of the excellent options in order to let people share their knowledge directly and sincerely.
Emotional aspect within boundary of sharing knowledge ..
Basically, there are various practices for organisation in order to utilise its internal knowledge for purposes of organisational improvement and development. Therefore, a number of organisations always think that using or implementing expensive or costly strategies or practices is the best option in order to get best practice for using knowledge within company whereas actually it is not an only efficient option to do. However, there are still numerous techniques that costless but effective as well as reliable and easy to follow the step of implementation as well. But, trying to seek for the most suitable and appropriate in accordance with overall organisational circumstances is vitally important. Otherwise, a number of negative effects can be occurred within a firm that directly caused by this practice likewise. Therefore, obtaining best-fit of organisational knowledge management in order to optimise another organisational sector will be occurred.
In addition, both tacit and explicit knowledge can also be transferred or shared through recommended methodology also. In reality, I personally think this practice seems to be one of the effective options for organisation to share knowledge whether in private or public sector. Also, a number of organisations contain skilled employees whereas they are not willing to share or express their knowledge to another and even to a firm that they are working with because they are not feel enough comfortable as well as trust on their surrounding environments that seems to be the main cause of concealed knowledge within enterprise.
Therefore, aiming to build trust or excellent organisational environment that mainly focused on emotional aspects of personnel to let them share knowledge to others is essential. Due to emotional aspect is one of the main influences to let people share their expertise whether in the aspects of working or another also. Meanwhile, trying to continuously sustain knowledge that received from personnel from one generation to another generation within an enterprise in order to gradually improve and develop organisational capability is important.
July 05, 2014
Emergency planning, ISO 14001 and Corporate Social Responsibility practices ..
Due to one organisation, especially for huge organisation is consisted of a number of facilities in it, also, different facilities can be able to provide different values to a company likewise. Therefore, trying to make them more secure as much as a firm can seems to be another essential practice for company that contains variety of facilities. However, aiming at the most suitable policy and practice in accordance with overall organisational situations is crucially important, which is called emergency planning. Hence, an enterprise will be able to handle or manage unexpected events (e.g. the natural disasters or emergency that occurred by nearby facilities) when they are occurred in terms of reducing damages as well as recovering from damages faster than general organisations who did not well-prepared in terms of emergency planning, which this practice is very important because all facilities in organisation seems to be the root of organisational improvement and development also.
On the other hand, as much as facilities within organisation can be able to produce a number of pollutions or negative impacts for external environments likewise, which is seemed to be one of the crucial aspects at the moment within our earth as well. Therefore, trying to sustain, maintain or reduce those kinds of problem is essential for organisations, which there are also some of effective standards that defined criterion in accordance with this issue such as ISO 14001. Also, doing corporate social responsibility (CSR) simultaneously with ISO 14001 in order to be a green organisation is seems to be a type of organisation that genuinely needed for our environment at the moment. Meanwhile, reducing world’s serious problem such as global warming can be emerged also, if a number of manufacturing organisations are doing this practice.
In addition, for an organisation as WaveRiders who produces boats is essentially required that practice also because it can be able to reduce world’s pollutions as well as increasing organisational image at the same time, which caused by the CSR practice. So, in my opinion, intensively focused on whether emergency planning, ISO 14001 or CSR is vitally important for current manufacturing organisations.
July 03, 2014
ONE of the best practices for Sharing Knowledge (Framework and Practice) !!
Actually, there are numerous ways to improve organisational capabilities or performances in order to be a competitive advantage in the middle of the market. Surely, personnel are essentially included within this practice together with some effective and useful practices that proposed by business owner or executive. Within this case, optimising internal capabilities in terms of knowledge that spread across a company to enhance organisational performances seems to be a good option. However, a number of personnel are always preventing themselves for sharing their knowledge to another, which is called tacit knowledge. Therefore, implementing or deploying strategies or practice that suit for this issue is vitally important for person who aims to optimise their organisational capabilities through knowledge that already existed within a firm whereas that knowledge are still conceal.
Nevertheless, some might think that it requires kind of expensive strategies or practices in order to let people share their knowledge whereas it is not like that in reality. Actually, I personally think that willingness of people is played an important role for sharing knowledge likewise even the strategies are supremely effective whereas that person is still feel uncomfortable to share his or her knowledge, hence, the strategies are turned to nothing eventually. So, applying theory or framework that suit for organisational circumstances that also focused on internal aspects, which people is included rather than focused on how to make people share knowledge seems to be a root for success concerning this issue.
Lastly, a framework or practice that already included people factor in it seems to be one of the best options for organisations in order to let their personnel share knowledge rather than just implement expensive practices that just only concentrated on holistic views in accordance with organisational structure.
Sharing knowledge ..Easy or Hard ?
In every organisation, there are a number of knowledge that not be disclosed from personnel whether managerial or operational levels. So, the main reason for that is people believe that their own knowledge will be able to push them up into further level within organisation, which can bring them a higher position or salary. In addition, as organisation that they are working with is not their own organisations that make them more egoistic in terms of sharing knowledge. But, if that organisation is owned by them, surely, they will be able to share their knowledge without doubt. Hence, the best practice of sharing knowledge is basically based on people perceptions, which make them feel that an organisation that they are working with is belong to them. Then, sharing knowledge between personnel will be surely occurred.
However, that practice is not an easy deal in accordance with the explanations. So, motivating and inspiring them by leader or manager seems to be one of the best techniques. In addition, some people are still prevent themselves from sharing knowledge to others because they are willing to keep rather than share. Still, emotional aspect plays an important role for sharing knowledge rather than defined strategies or frameworks in some ways. Moreover, due to human being seems to be an uncontrollable factor even they are working or living, but, at least, sharing some of knowledge will surely occur if an organisation is deployed some previous practices rather than do nothing and there are nothing to share also.
Lastly, all those contents are based on my understanding with regard to knowledge management in some ways, which is not totally correct or reliable whereas I just want to share some of my ideas after do some researches about KM. Therefore, implementing what is suited for your organisational circumstances in accordance with sharing knowledge is the best practice, which I also strongly suggest on this point. Importantly, do not underestimate every single personnel within your firm because someday they might provide you a hugely increase of organisational performances that caused by their own knowledge.