All entries for May 2011
May 30, 2011
Now we are living in the information technology era where information should be easy to transmit, store and share between people. Thus, it triggers many organizations to develop their IT system and infrastructure to help their people communicate in effective manner. The word effective here means that by having appropriate IT support, people will exchange information easily, which eventually improve their expertise by sharing their knowledge. One simple example of IT system initiative to support KM practice is Intranet. Intranet is local portal that allow people within organization to see other department activities and provide necessary feedback to improve current process. Thus, by having this initiative, organization can de-codify tacit knowledge that embedded in particular people into explicit. However, this practice should be encourage by leader to foster creation of supportive culture where people can speak up their mind without fear get public criticism. it also good if organization develop total reward system that emphasize on intrinsic knowledge which help people to gain recognition and acknowledgment for contributing in the intranet. Again and again, calling to my working experience, this practice is superb! Very powerful indeed to share valuable knowledge! In the context of sharing knowledge, people empowered to share their knowledge so everybody in the company can learn and gain experience of particular subject. It feels so good if an organization can develop their supportive culture where people have passion to share without felling competitive among each other and supported by appropriate IT system and infrastructure. Yet, it's quite difficult to avoid competition between people in organization since we get use to do this since it believed might improve our performance.
Still struggling with KBAM PMA, I found some interesting fact that people willingness to in regards sharing knowledge has strong correlation with reward system. It believed that people have tendency to share if some reward involve in the process. Thus, it makes me again remember what really happened in my previous company about sharing culture. Indeed, people in my company will have more tendencies to share their knowledge if organization supports it by providing certain rewards. For instance, in group work that involving senior and junior workers. In that case, my organization put some point on those senior workers’ KPI and award several percentage if they success to develop junior workers. However, this case not always to happen since many of my senior colleagues have sincere willingness to share their knowledge without hoping any extrinsic reward. Yet, saying thank you sometimes more impactful for senior worker to maintain this practice and ensure that culture of sharing knowledge is substantial to help organization achieve its objectives. Again, I think it’s part of leader role to foster this supportive environment by developing appropriate total reward system that not only emphasize on extrinsic approach, yet also try to focus on intrinsic in order to develop culture of sharing between people within organization.
May 28, 2011
I think one of the most important aspect to foster KM initiatives within organization is to provide enough space for people to express their opinion and listen to them carefully. Leader who straight away reject or decline an idea that seems ridiculous to organization’s objective might end up with demotivation to foster creativity. Thus, as result, it will limit sharing knowledge practice among people.
Perhaps, the key issue here embedded with leader and the culture of organization. However, I see leader play more important role here. If leader can create a culture on what deming believe as “drive out fears”, perhaps it might foster people within organization to speak what they are thinking about something. Share idea and provide constructive feedback upon organization’s objective. Again, I like to use my working experience as real-life phenomenon to every module that I took. I learnt that when particular employee comes up with bizarre idea about something, she/he feels demotivate and disappointed which affect her/his productivity level. Thus, it will impact their loyalty in the long run that again, organization will get disadvantages since that particular employee might reserve valuable knowledge in form of tacit. Under this circumstance, I think organization should be more open to every idea comes up. At least, listen to them first and provide constructive feedback why particular idea is not fit in regards organization’s objective.
May 25, 2011
More and more organizations try to retain their most valuable asset, people, since they have fundamental knowledge that act as competitive advantage to help organization strive for excellence. Yet, for people who have that particular knowledge, it becomes their unique selling point for management to ask salary increasing and even promotion at year-end. It’s quite dilemmatic problem for organizations that on the one side, they want to develop people into certain level that provide expertise and competitive edge that help transform organization into better one. However, on the other hand, people tend to look better option, in this case other organization that can provide their certain needs, for instance; monetary factors, benefits and so on. Thus, what approach should organization do? Impose contract agreement that avoids those people to threat our organization as stepping-stone? Limit training and education from development program? Again, if I may recall my memory from my previous company. Organization has spent huge investment and time to develop a person in order to make her expert on particular field that expect her to share and transfer valuable knowledge she got from training to other people in organization. However, she decided to resign and leave company to purse other career as top management in other organization. What a mess!!! How come, companies can life with this kind of situation? That lady, gain huge advantages and also knowledge from my company to fulfill her needs without considering ethical factors.
May 24, 2011
It’s undeniable that in order to strive excellence, organization should able to capture, store and share valuable knowledge, both explicit and tacit. Reading to many journals, many authors agreed that tacit knowledge is fundamental aspect to build competitive advantage since it’s unique and hard to imitate. However, how organization extracts this intangible asset then transform it to explicit knowledge that easy to transfer? In my personal opinion, it will depend on leader behavior and ability to foster creation of supportive environment that encourage employee to sharing their expertise, experience and knowledge to other workers. If I may recall my experience, it something substantial for leader to ensure this environment exists so when something bad happened to that particular employee, let say she/he resigned, retired or died, organization might not jeopardize its operational activities. I remember when my colleagues told me that his line manager has all skills and capabilities kept for himself which result turbulence when he decide to move other function. So, it quite obvious to me that leader should create culture of cooperative, collaboration and sharing in order to avoid this situation.
May 22, 2011
In manufacturing industry, maintenance play important role to enhance overall performance by ensuring availability of equipment in acceptable condition, so organization can maintain its on time delivery and quality. Nevertheless, i just realize that many organizations, in the past, pay less attention to this aspect since cost related is quite high n hard to predict. This condition happened because; those organizations mostly apply corrective or reactive maintenance initiative, which related to fire fighting activity. Thus, by having this approach, organization jeopardizes its performance since high downtime, frequent breakdown and quality issues most likely to occur compare to organization that apply proactive and preventive maintenance initiative.
In regards, preventive maintenance, I see TPM as the most comprehensive approach to respond today's competitive environment. Thus, TPM apply continuous improvement approach through involvement of all people within organization in order to foster creation of ownership in regards of the equipment. In knowledge management, organization can initiate several activities such as training, education and empowerment which assist workers to create, share and store valuable data and information then transform into knowledge that useful to help organization enhance its performance.
if i may recall my working experience, organization who implement TPM initiatives show supportive culture that start from top management to shop floor level that aim to foster sense of ownership in regards equipment and machinery so it empower people to maximize their contribution to help organization achieve its objectives and enhance performance level.
it's quite nice to have this assignment when you have appropriate working experience to see real-life example on how asset management (maintenance) through knowledge management initiatives can help organization performance.
May 19, 2011
Doing my KBAM PMA and choose H&S as my asset management gives preliminary insight that many organizations still has put less consideration to this very important aspect. Perhaps, I would say most issues happen in developing country. I remember when I discuss with a friend of mine about construction workers that work without wearing safety equipment and they work 10 meter high from the ground with no protection at all. My friend told me that those workers are paid by numbers of items in construction part finished. Thus, by wearing that safety equipment it will make them works slower and again they not able to finish enough items and get money they wanted. It’s quite pathetic situation, since no parties has consider this aspect to protect their most valuable, people, from serious injuries or even casualties that lead to dead. Although there are rules and laws in place, but it doesn’t help to make those company to comply. I figure out from some literatures were arguing that H&S is very costly investment and complex process since the return will limited in intangible perspective, company image and perspective and require series of systematic approach that start from risk assessment to determine control mechanism in order to maintain any hazard or risk controllable. In the context of knowledge management, those organization seems doesn’t learn from series of events or accidents that happened and choose to continue that practice for sake profitability.
It’s quite interesting that there are huge gap between developed and developing country regarding this matter. What I saw during my time here, workers are always consider health and safety as the most important aspect and people here tend to reject any works which jeopardize their safety. While, in developing countries, they will accept any kind of jobs as long as meet their economic of scale calculation.
Hopefully, by going through this PMA I will get more and more learning why this matter bothers by many organizations.