All entries for June 2016
June 27, 2016
KBAM – Health&Safety, EFQM, Knowledge management
I have chosen Health & Safety for my PMA, because for me health means one of the most important thing in life. Without healthy, happy, satisfied employees who work in a safe working environment, companies cannot progress forward. Hence, all the enables of the EFQM Excellence Model contribute to achieve this. First of all, effective leadership can communicate the vision through and emphasize the importance of H&S in the company. Without a proper plan and strategy, an organisation cannot develop itself. Without committed, competent, knowledgeable people with skills and experience, the company cannot improve towards excellence. The company has to have its resources (tangible, intangible) and good partnership with all the stakeholders in order to promote H&S in the company. Finally, without improved processes, a proper H&S policy cannot be implemented. We can see that everything links to each other based on the knowledge of the employees through effective communication.
June 19, 2016
I strongly believe that everyone's presentation skills and confidence developed in the last 8 months together with the contents and details of the presentations. I think we see everything more systematically and comprehensively with the ability to link something to something else. :-) We have learnt a lot of techniques, tools, methods, but for me the best experience was to learn from different people from different countries with different abilities and skills who have great values and who are very good human beings. I believe that Paul did a fantastic job to select everyone in this course, the best people all over the world who shared their knowledge, experience, time with me. I am very grateful for this, I learnt how to appreciate things more, I learnt a lot of patience, I learnt to shut up and listen more :-). My problem solving skills definitely developed, and I became better to sort out things effectively in a short period of time. Thank you very much MBE that I could be a part of this.
Before we want to change anything, we need to change ourselves and our way of thinking. Leaders need to create a working environment with the right organisational culture by showing examples how teamwork, values, principles, standards, creativity, new ideas and different supports (help from other colleagues) are promoted. As I am writing my dissertation about retention, people like to feel valued and being a part of something "bigger". It is important to involve employees in the decision making processes, so they can feel that they can also have a "word" in order to change the organisation for better. Challenging work, learning from colleagues, teamwork, ethical behaviour, work-life balance, organisational culture, company's facilities (good food, company car, gym, healtcare) are more important to most of the people regardless of different generations than salary for instance. Thus, organisations need to create all the facilities (virtual, physycal, human) that contribute to the happinness of the employees so they can enjoy working in that company.
It is crucial to be aware of any human errors, hazardouos materials, chemicals, verbal and non-verbal factors that may influence the working situation, because these may have enormous consequences/impacts on people and on other physical assets of the company. It is very important to eliminate any potential errors or factors that can cause danger to anyone's health and safety. UK takes this very seriously, as anything might happen with an employee besides his/her mistakes, the employee might sue the company. For instance, if the cleaning lady washed the floor and didn't put a warning sign on and an employee or a customer fell over and let's say broke his/her leg, the person can sue the company, and the company has to pay out a lot of money to the person to recover. That is why, it is crucial to carry out different analysis in the company, for instance risk analysis, to make sure that all the standards and procedures all followed.
June 13, 2016
How do you convert tacit to explicit knowledge?
Tacit knowledge is based on experience and observation. On the other hand, explicit knowledge can be clearly communicated to others, it can be written down, it can be learned. So if we observ time after time, over again, the tacit knowledge can create an explicit one. Someone needs to have a clear vision to see the line between all the observations. Tacit knowledge can be transformed by using database, wikis, blogs, forums which transforms the knowledge in an electronic form. It is important to integrate tacit and explicit knowledge in order to make better decisions and appropriate actions.
Lack of KM
I believe that organisations might have the following impacts in case of a lack of knowledge management on the decision making process:
- due to the lack of communication, there can be a delay in decision making process that can be resulted in higher costs or longer production
- the employees might make wrong decisions because of the lack of KM, lack of training or skills
- employees might have difficulty in using company software or database which can be resulted in wrong documentation, error, costs, delays ect.
- barriers in transforming tacit knowledge to explicit
- lack of knowledge sharing --> no innovation --> lack of improvement --> diminished organisational performance
- lack of business purposes, mission and vision
- poor planning
- inadequate use of the resources
- lack of accountability
- resistance of change - people will stuck in the same situation, no development
- lack of prioritisation
- inadequate budgeting and cost expectations
- lack of leadership
- lack of awareness
and so on...
June 12, 2016
Thoughts of knowledge sharingI am just having a conversation with my friends about knowledge sharing and we reached a point where sometimes knowledge sharing is not that advantageous. For example, if you share your thoughts, your ideas, your innovative suggestions, some of your colleagues might use these information against you in order to get your position at work, or look better in the eyes of the boss, or even to ruin your status. I come from a country where we like to share information with each other. I like to help people, it is a good feeling for me and I feel better when someone get a good result with my help or through my connections I can help someone. But I realised that in some countries and some people from different countries do not think this way, and they don't want to help or share any information with you. I believe that most of the organisations are like this, because people afraid of losing their job or status, etc. Especially, in a hierarchy where people fight for better positions even more...what do you think..?
June 04, 2016
KBAM entry 2
It is also important how we manage our knowledge, those information, facts and skills that we experienced and learned theoretically and practically; how we share this knowledge among other people/organisations; how we make decisions and how we make reasoning. The learning organisation also encourages learning and knowledge sharing for the purpose of better business performance. Also, the involvement of individuals needs to be maximised in order to reach better results. Companies need to create the right working environment for the employees to learn, to collaborate, to follow the company's standards and policies which guide people to the same direction with the right behaviour, shared values and norms.
It is inevitable that organisations manage their assets well, as they invested a lot of time, money and effort into them. However, during operation, anything can happen, therefore organisations need to predict the unpredictable. In other words, they have to plan to react well in any situation. They have to increase their awareness, carry out various trainings, improve areas where necessary, innovate, and so on. Additionally, they need to consider environmental, economic and social sustainability.