All 3 entries tagged Kbam

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June 08, 2013

KBAM_Organizational Culture, the barrier myth

Barriers are created psychologically in firms by having wrong perceptions and thoughts about other people and processes. Understanding each other whether in social life or at work by having a good communication and being a good listeners could unfreeze barriers between people. Organizational culture as far I know, acts as a barrier in every single improvement implementation I have studied so far. However, who is creating that?? It is us who did that “THE PEOPLE”. People starting to give false promises and lies to deceive others doing what they want, therefore, people start to have a trust issue with others. It is very difficult to build trust, but very easy to destroy it. When talking about organizational culture as a barrier I think it should be focuses deeply about people. Management should start to act and talk in simple and honest way with no misleading speeches. Talk simple, be simple, understand, be honest, value the others, give others a credit for their achievements, you name them. Everyone knows about them inside, but very few who really act on that. So start fixing yourself first, in order for you to start with the others.


April 23, 2013

KBAM_Things Affecting KM implementation

Limitation in knowledge management arises from the behaviour of people and organisational culture. It is observed that employees or resources are reluctant in sharing information with their counter parts because they believe that their value in the firm will be lost or reduced once the information has been made accessible to other employees. Furthermore, attitude of employees is also extremely critical in this process as information and knowledge can lose their value or meaning if they are expressed in a way that is clouded by a person’s own opinion about it. People have different perspectives on every single aspect and transmitting information with its true essence in such scenarios becomes a tedious task. This is considered as an organizational cultural barrier. The thing is that most reward systems in many firms promoted and rewarded people based on their individual performances, which proved to be very detrimental for knowledge sharing. Therefore reflecting is this knowledge is to try to avoid individualistic culture in processes and support rewarding the sharing behavior with a sense of appreciation for those shared their experience, since they will lose their value in the company. Awareness of importance of KM is circular in here; therefore employees should fully understand the benefits and advantages of knowledge management that it is not taking experience but even add to their experience as well.


April 22, 2013

KBAM_Four Stages of Competence

Paul has mentioned in the class today a model I found really interesting called "Four Stages of Competence". In simple this model explain how individuals go through the process of learning from not knowing anything about for example a skill, to the point that this skill being second nature of this person. Although it is a learning process, but again talking about awareness, isn't something employees need to know at the early stage when employed. New entries are actually presenting the first stage "Unconscious incompetence" and those with experience are presenting the fourth stage "conscious competence". So it can be considered serving many issues in here if the fourth stage people are introduced to early stage ones with a sense of transferring knowledge and experience. A simple way to be : 1- A learning organization implementing a simple tool of knowledge management. 2- Creating a sense of involvement between employees by giving them a chance to be part of developing others performance. 3- Enhancing awareness within firms that some issues even the management themselves are not as aware as their employees do. 4- By the time it is a good tool to extract tacit knowledge from employees by the raise of questions from new entries. 5- Strengthen knowledge of those in the fourth stage by keeping them reflecting and avoiding unconsciousness. These are few points I figured out from thinking in how helpful this learning model could be if integrated in a proper manner and really would like to know more ideas in this area.

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  • A good blog Waddah. I believe that this goes a long way to answering your blog dated 6 March about g… by Paul Roberts on this entry
  • Thanks Hasan for commenting and adding more valuable info to the topic. by Waddah Alharthi on this entry
  • Great blog Waddah, There are so many leadership lessons one can learn from following the example of … by on this entry
  • Exactly Waddah, its not about leaders and followers, it is about the one common goal which is establ… by Muhammad Khan on this entry
  • An example of socio–emotional issue is when you want to introduce new technology to your system. Tho… by Waddah Alharthi on this entry

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