A knowledge productive organsiation
Do you spend an inordinate amount of time searching through Dropbox or a mess of Google Docs for a piece of content? Quality is as important as quantity Output is complicated.
Who has the best strengths for this assignment knowledge, skills, qualifications, and experience to produce the desired results? Can an individual complete the assignment or will it require a team of knowledge workers?
But what if that email builds a relationship with a contact who turns out to be a critical investor down the road? On an individual levelconsider what parts of your job require your skills and knowledge, and what parts amount to chores.
A knowledge productive organsiation
Does it utilize his or her strengths? The resulting effect on individual productivity, given incomplete knowledge of the interactions of these many variables, is far from certain. It has largely been the direct result of the productivity gains in manual work as mentioned here. Monitor performance and provide feedback: The measurement system provides a means to check progress toward an objective. For more tips on selecting a knowledge sharing solution, click here. Knowledge workers are not motivated by fear, but are motivated by achievement — they want to see the results of their work. The fundamental question is not, what productivity measures should be used? As such, they are more committed to their professions rather than to the organization where they are employed.
Defining the "Task" or the "Results" According to Drucker, "The first requirement in tackling knowledge work is to find out what is the task is so to make it possible to concentrate knowledge workers on the task and eliminate everything else — at least as far as it can possibly be determined. Support innovation: Productivity analysis, combined with cost data, aids in the evaluation of proposed changes to existing products or processes and the introduction of new ones.
Importance of knowledge management ppt
And, more importantly, how we can increase output while holding input constant. The HR function can decrease the barriers to the flow of communications between departments by transforming internal policies and investing in relevant communication tools, such as social collaboration , at the organization level. This emphasizes a much more symbiotic relationship between companies and employees. Knowledge workers are not motivated by fear, but are motivated by achievement — they want to see the results of their work. Set Clear Goals and Provide Feedback Employees or personnel will be more motivated if they know what they are expected to achieve. Encourage various forms of knowledge sharing. In the manual-work scenario, the company owns the means of production, usually machinery or some other system, and the worker simply iterates tasks within that system. Each of these sets of variables involves one or more disciplines; together they approach the boundaries of the body of knowledge of work. The task of what they are to do is given, including the tools and equipment to use, with the focus on how to do it and to do things right, or efficiency. What is that output worth? Knowledge workers need challenging work — opportunities to pursue and problems to solve. Since the organization has no control over the individual's goals or the non-work-related goals of the group, it must accept them as given and design the organization to be compatible with them. In addition, it can be a major part of the employee's performance evaluation leading to rewards or disciplinary action. Most have no official owner of knowledge management and the HR function is ideally placed to take on that ownership.
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