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.

Ake_Sitthikorn B.  

Sitthikorn Benjavanichroj : 06 Jul 2014 20:12 |  Comments (2) |  Close comments |  Report a problem

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.

Ake_Sitthikorn B.

Sitthikorn Benjavanichroj : 06 Jul 2014 00:52 |  Comments (0) |  Close comments |  Report a problem

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.

Ake_Sitthikorn B.

Sitthikorn Benjavanichroj : 05 Jul 2014 02:14 |  Comments (0) |  Close comments |  Report a problem

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.

Ake_Sitthikorn B.

Sitthikorn Benjavanichroj : 03 Jul 2014 23:09 |  Comments (0) |  Close comments |  Report a problem

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.

Ake_Sitthikorn B.

Sitthikorn Benjavanichroj : 03 Jul 2014 02:38 |  Comments (0) |  Close comments |  Report a problem

Dear, Management for Business Excellence 13–14 !!

I would like to use this blog in order to say Thank You for everything that was happened in here (WMG - Management for Business Excellence 2013-2014). Due to it brings me such an excellent experience whether in terms of learning or living, which basically shaped me by a surrounding environment. I truely believe that MBE will assist me a lots in my future life, especially for my working aspect. As there are numerous useful and effective strategies, techniques or frameworks provided by a course, which will be able to differently deployed into various circumstances also. In addition, the learning environment of MBE is completetly different from another course in accordance with my observation, which I personally think that is very efficient and valuable for my learning expeiences that I never faced before due to this is my first time for studying abroad as well.

Importantly, I would like to Thanks Paul and all of the tutors for every single thing that you gave to us, which I think is more than just a knowledge for sure. Likewise, I would like to Thanks Silvio, Carlo, Charles, Crystal, Fidan, Goktug, Helen, Kaushal, Kenny, Andy, Miriam, Oge, Rasheed, Roma, Sehee, Sid, Uzair, Vanessa and Jennifer (Sorry if my spelling was wrong) whether the one who I had a chance to worked with or who that I nerver worked with for everything that we did here. I personally think it was very awesone ! Even sometime we had conflicted in terms of working, but, eventually we still understand each other.

I hope that this relationship, this friendship that we have made here will stay in our memories forever and ever.

I do appreciate and glad to be here, at MBE & Thank You Paul and all my classmates.

Ake_Sitthikorn B.

Sitthikorn Benjavanichroj : 07 Jun 2014 00:49 |  Comments (0) |  Close comments |  Report a problem

One of the best practices for sharing knowledge !

Actually, it seems to general that human beings are looking for a compensation when they do something for others whether in terms of tangible and intangible objects, which completely depended on each person such as some might say I just want to hear the words "Thank You" or just smiling face for a compensation rather than cash, so, within organisational context, especially for business environments, those practices seem to be one of the most importants element within a company. Otherwise, decreasing or even stopping shared valuable matters can be occurred due to they may feel they are doing nothing for themselves but just only for another person and organisation whereas this thought can be emerged in some person but not always occurred in all personnel. Anyway, therefore, encouraging people to share valuable matters between each other through the methodology of rewarding within a firm seems to be vitally important.

So, implementing the methodology of rewards in order to enhance as well as motivate others to share their valuable matters, which mainly focused on knowledge factor to another person maybe in terms of appropriated additional benefits such as reputation or credibility of that person is significantly involved whether in group or individual as well. Due to some might comfortable to share knowledges in form of team or group to support each other rather than individual form. Importantly, I personally think that sharing knowledges in the form of team or group to others seems to be more effective if compared to individual aspect because building trust within that team is primarily caused before the knowledges are sharing to others within organisation. Due to those people are supposed to genuinely trust between each other, otherwise, they will not willing to share their knowledges to another person surely even within the same team or department. Therefore, obtaining both essential benefits from personnel whether trust and knowledge sharing is automatically emerged within a firm after the implementation process of suggested practice, which is rewards for sharing knowledge within an internal factor.

More importantly, in accordance with my own experiences, no knowledges will be shared if there are no motivations or inspirations in order to do that, especially for the salary man because they always think that they also get nothing from a company after they sharing their valuable knowledges. Hence, they decide to keep all their own knowledges within them whether in terms of ideas or attitudes that should be raise during the meeting. Due to I used to talk with them regarding this point and what I have typed are directly came from my colleagues thoughts. Thus, it seems to be fewer options to let personnel want to genuinely share their knowledges, which gathered from their own experiences. But, rewards can be one of the most effective practices to solve all that problems. Also, trust among personnel within group is subsequently happened.

Ake_Sitthikorn B.

Sitthikorn Benjavanichroj : 05 Jun 2014 20:50 |  Comments (2) |  Close comments |  Report a problem

Avoiding the errors !

In accordance with every situation that mainly aimed at organisational context, there are numerous instabilities can be occurred due to some significant errors that mostly caused by human factor. To be more specific, memorisation aspect seems to be one of the most influence causes concerning the problem, meanwhile, be benighted as well as unawareness are also another cause that lead to the problem. Therefore, intensively and subtly cared on them is the best way out from all the problems whereas it seems impossible that the problems can be 100% removed as we are human being, so, mistake is the general thing that can always be made by us whether in working or studying life. However, identifying essential errors that can be occurred within all situations in accordance with human mistakes will analyse and explain within this blog.

So, basically, in terms of perceiving and understanding information is one of the causes concerning instability. For instance, there is no instruction of how to properly and correctly used machine or tools and equipment maybe in terms of language or nothing provided, also, some information are already provided but hardly to observe them such as small texts or some obstructions right in front of the instruction or sign of something hazard, which can be able to caused a number of negative effects if it is not appropriate used. In addition, forgetting on something or incorrect understanding on something can also be leaded to drawbacks as well, which seems to be normal practices of our human being concerning these problems, which sometime are incorrectly perceived or obtained the distorted information from some sources or even correctly received information from reliable sources whereas they are just automatically forgot by themselves in accordance with period of time. Hence, gradually and continuously reminded and repeated necessary information to them whether in the aspects of working or learning in order to avoid negative effects seems to be the best practices, likewise, improving and developing their knowledge or thoughts that specifically focused on that matter are simultaneously emerged.

Actually, according to our human beings, it cannot say that we will be able to 100% protect errors or mistakes that caused by us, whereas, I personally think that these kind of factors can be dramatically reduced or decreased through the methodology of situation awareness in all levels, which will surely declined unnecessary costs or expenses in accordance with wastes factor. Also, avoiding interference from the hazards or damages that caused by instability disaster is genuinely happened within organisation as well. Then, gradually improve, develop or even fix organisational defects that whether made from previous generation or another generation people within a company can be continuously solved in accordance with all these effective practices.

Ake_Sitthikorn B.  

Sitthikorn Benjavanichroj : 04 Jun 2014 22:53 |  Comments (0) |  Close comments |  Report a problem

Sharing knowledge to others ..

Generally, all people contain various and different kinds of knowledge within themselves, which normally are seperately gather from different sources such as literatures, educations or experiences factor. So, within an organisational environment, it seems to be difficult in order to let them share their knowledges with each other due to some people might think that their knowledges can provide them a benefit or advantage among others. Also, competing with each other in order to gain organisational compensation such as higher salary or promotion is the main reasons that is why they are basically not willing to share their own knowledges. Hence, it is very essential for an organisation who aims to be a competitive advantage among the market due to human resources is the most important element within organisational context. Still, it is not that easy to do that practices.

Significantly, focusing on different factors that why people are not want to share their knowledges is primarily essential because it requires a number of effective and useful practices for unlocked their perspectives about sharing a knowledge. So, based on my group meeting as well as my opinion, we realise that culture, process and leadership are the three main effective strategies to let personnal share knowledges. For instance, building trust among them to let them perceive that no one is competing with another one whereas all of them are doing for organisation, also, sharing their cultures in order to provide them more deeply understanding between each other is vitally important. Meanwhile, arranging like gradually, weekly or even monthly meeting between people who are working within the same group, department or even different department for the purpose of brainstorming or discussing between them regarding works, which basically focused on organisational improvement and development seems to be another effective practice to let them automatically and genuinely share knowledges. Likewise, more importantly, gathering all people within a firm in order to motivate or inspire them for sharing their thoughts with respect to work is another useful method, which this practice seems to be one of my daily studying life in MBE because Paul always let us share our own thoughts concerning specific point before the class, which personally I think it is very useful and effective practice even for the student who chooses to be a good listener instead of sharing thoughts can also be received some new and effective knowledges from another student instead of only from Paul, which the person who perfers to sharing their knowledges are directly received new ideas or attitudes from Paul also.

Therefore, I personally think sharing knowledge between each other even within school or workplace is very essential for success whether for studying or working purpose because people will obtain more skills and abilities in accordance with their fields to develop their further perceptions of what they are currently doing. So, in my opinion, all of these points are one of the most effective practices in order to enhance or optimise our own's skill set.

Ake_Sitthikorn B.

Sitthikorn Benjavanichroj : 03 Jun 2014 21:05 |  Comments (0) |  Close comments |  Report a problem

Ensuring situation awareness within organisational context !

In all organisation contexts, a number of practices are primarily done by human factor and that seems to be the general practices within all firms. So, concerning those practices, especially in decision making part, its requires some certainties in order to start or do the processes, otherwise, some organisational drawbacks may be occurred in accordance with carelessness of people. Also, some people might think that their knowledges that gather from literatures or working experiences are effective enough to implement or apply within any further examinations regarding future results, which this issue seems to be one of the most frequently emerged in decision making practices within an organisation. Hence, ensuring that the concept of awareness is taking into account within all situation is essentially important in order to avoid those types of event.

So, to be more precise, focusing on collecting information practices to avoid from the errors will be discussed within this blog. Basically, information within organisation can be missed in some parts concerning mistakes that made by human as well as some information are not be able to detect or observe in each particular event, which some people decide to start or continue their processes without any concerns of those problems ans that will be able to cause disaster. In addition, referring to our human being, some information or data that we are not familiar with even sometime we need to spend a lot of times on them still can be forgotten as well such as right after the exam period, a number of students are all forgot their knowledge that specifically focused on the test. Likewise, previous problem can also be happened within working environment. Thus, continuously review them in order to avoid mistake or misapprehend before perform is very important, especially for the people who are working with hazard objects or unsafe environments that required a number of cautions before implement or do them.

Importantly, ensuring that all previous practices are taking into consideration in each stage of decision making is extremely important. Due to gather information issue is the most frequently occurred errors if compared to another error, which are interpret and anticipate errors. So, in my opinion, I personally think that all previous practices are very important for all organisations who operate within unstable or even stable environments such as chemical, drilling or even engineering firm. Due to these types of company are always require to do experiment in order to looking for something effectively new to the market or another purpose, which I also want to say that human factor is the most influence part concerning all these events, so, emphasising effectiveness on them to avoid uncertainties seems to be one of the most effective practices for situation awareness within organisation.

Ake_Sitthikorn B.

Sitthikorn Benjavanichroj : 02 Jun 2014 18:59 |  Comments (0) |  Close comments |  Report a problem