km assignment 2

7/31/2019 KM Assignment 2

1/25

Knowledge ManagementAssignment 2

5419822 - Kristophorus H.


2/25

I. Organization Knowledge

Creation1. How does an organization create

knowledge?

2. Explain tacit and explicit knowledge

3. What are four modes of knowledge

conversion?

4. What is knowledge spiral?


3/25

1. How does an organization create knowledge?

Organization cannot create knowledge by itself. Organization

needs the members of organization which have tacit

knowledge as starting point for create the knowledge. They can spread their knowledge by sharing their experience/

knowledge to others. When others understand, they also can

contribute for enriching the knowledge by merge it with their

personal experience and knowledge.

The enriching process of knowledge is consist of severalsteps that involve changing from tacit into explicit knowledge

and vice versa for creating new knowledge based on previous

knowledge.

The enriching process is occurs in the individual level as a

members of organization. This process became the basis formembers or individuals to build tacit knowledge. So we can

see that individual tacit knowledge is the basis for

organizations to create their knowledge.

For create knowledge, organizations must mobilize and

accumulated the tacit knowledge at individual level.


4/25

2. Explain tacit and explicit

knowledge Tacit Knowledge are:

Personal knowledge that context specific, hard toformalize and communicate (Nonaka, I., &Takeuchi, H. (1995))

Unwritten, unspoken, and hidden vaststorehouse of knowledge held by practically

every normal human being based on his/heremotions, experience, insights, intuition,observation, and internalized information.(http://www.businessdictionary.com)

Knowledge that hard to transfer by

writing/verbalizing to another person. Effectivetransfer of tacit knowledge generally requiresextensive personal contact and trust. It is noteasily shared, it involves learning and skill butnot in a way that can be written down. Itsdescribed as know-how.

(http://en.wikipedia.org)
http://www.businessdictionary.com/http://en.wikipedia.org/http://en.wikipedia.org/http://www.businessdictionary.com/http://www.businessdictionary.com/


5/25

Tacit Knowledge (conclusion) Tacit knowledge is knowledge in the mind of

persons which context specific and hard/noteasy for formalize and communicatesbecause its unwritten, unspoken, and hiddenin the mind.

This kind of knowledge is related withsomeones experience including emotion,intuition, observation, and internalizationprocess about something/information.

For transferring tacit knowledge, it requires

extensive personal contact, trust, andinvolves learning and skill.

Tacit knowledge also described as know-how (like learn to ride a bike)


6/25

Explicit Knowledge are: Knowledge that transmittable in formal and

systematic language. (Nonaka, I., &

Takeuchi, H. (1995)) Articulated knowledge, expressed and

recorded as words, numbers, codes,mathematical and scientific formulae, andmusical notations. Explicit knowledge is easyto communicate, store, and distribute and isthe knowledge found in books, on the web,and other visual and oral means. Opposite oftacit knowledge.(www.businessdictionary.com)

Knowledge that has been or can bearticulated, codified, and stored in certainmedia. It can be readily transmitted to others.(http://en.wikipedia.org)
http://www.businessdictionary.com/http://en.wikipedia.org/http://en.wikipedia.org/http://www.businessdictionary.com/


7/25

Explicit Knowledge

(conclusion) Knowledge that can be expressed,

recorded/stored, articulated, codified

as words, numbers, codes,

mathematical and scientific formula, oreven musical notations.

Its easy to communicate, distribute,

and transmit in formal and systematiclanguage


8/25

3. Four models of knowledge

conversion Socialization

Transferring knowledge through imitation,

observation, and experience. It requires

extensive personal contact, trust, andinvolves learning and skill.

Knowledge transfer level still from tacit to

tacit / from someone to someone else.


9/25

3. Four models of knowledge conversion

(contd)

Externalization Transferring knowledge through

metaphor/analogy when cannot find adequateexpression for explaining something to others.

Knowledge transfer level from tacit to explicit

This part become the key of knowledge creationbecause based on the activity of creating newand explicit concept from tacit knowledge

The conversion process in this model is onsequential use of metaphor, analogy, and model

The metaphor part in this part is the importantkey for create a network of new concept

The analogy part process will help us forunderstanding the unknown and make a bridge

above the gap between an image and a logicalmodel


10/25


(contd) Combination

Is a process of systemizing concepts into aknowledge system.

This process involves the combining process ofdifferent bodies of explicit knowledge by anindividual through several media such as

document, meetings, conversation by phone, orcomputerized communication networks.

Play critical part on creating new knowledge /concepts through networking of codifiedinformation and knowledge.

By reconfiguring existing information of explicitknowledge, it leads to create new knowledge.

Knowledge creation can be conducted in formaleducation and training.


11/25

Internalization

Is a process of translating explicit knowledge into tacitknowledge and this process is closely related with

learning by doing

The sequential process of socialization,

externalization, and combination will be ended in

internalization by persons and become new tacitknowledge of that persons.

For creating knowledge in the organization, tacit

knowledge must be accumulated at the individual

level and must be socialized with other members oforganization. This process is known as knowledge

creation spiral.

The transforming process from explicit to tacit

knowledge will helpful if the knowledge itself can be

verbalized or diagrammed into documents, manuals,


(contd)


12/25

4. What is knowledge spiral? Knowledge spiral is known as an interaction between

tacit and explicit knowledge. Starting with thesocialization mode. In this mode, field building

become a facilitator for sharing experiences and

mental model among members.

Second step is externalization mode that triggered by

dialogue or collective reflection usingmetaphor/analogy for articulating hidden tacit

knowledge.

Third step is combination mode that triggered by

building a network among newly created and existingknowledge from others person.

The last step is internalization mode that triggered by

learning by doing based on the new knowledge that

they have through three steps before.

Each mode of the s iral will create different content


13/25

II. Learning Organization

1. What is learning organization(lo)?What are the characteristic of them ?

2. What is organizational learning

(ol)? What is the relationshipbetween ol and lo ?

3. Explain 5 disciplines in learning

organization by Senge4. Explain team learning, Dialogue vs

Discussion


14/25

Organization that has members continuouslyexpand their ability to creates result based ontheir desire and learn how to learn togetherwith other peoples in the organization.(Senge)

Organization that acquires knowledge and

innovates fast enough to survive and thrive ina rapidly changing environment and will: Create a culture that encourages and supports

continuous employee learning, critical thinking, andrisk taking with new ideas.

Allow mistakes, and value employee contributions Learn from experience and experiment.

Disseminate the new knowledge throughout theorganization for incorporation into day-to-dayactivities.

(www.businessdictionary.com)

1.a. What is learning organization?
http://www.businessdictionary.com/http://www.businessdictionary.com/


15/25

Organization that has members with the

ability for continuously expands their ability tocreate innovation and learn how to learn

together.

Learning organization also refers to a culture

that: Continuously encourages and supports his

members for learning, critical thinking, risk taking

with new ideas.

Learn from experience and experiment, Allow mistakes, and value employee contributions

Disseminate the new knowledge throughout the

organization for incorporation into day-to-day

activities.

1.a. What is learning organization?

(Conclusion)


16/25

The characteristic of learning

organization are System Thinking

Personal Mastery

Mental Models Shared Vision

Team Learning

1.b. What are the characteristic of them


17/25

2.a.What is organizational learning? Continuous process that enhances

collective ability of organization toaccept, make sense of, and respond tointernal and external change.

Organizational learning is more than thesum of the information held by

employees. It requires systematicintegration and collective interpretation ofnew knowledge that leads to collectiveaction and involves risk taking as

experimentation. (knowledge spiral)(www.businessdictionary.com) The way an organization learns and

adapts. (http://en.wikipedia.org)
http://www.businessdictionary.com/http://en.wikipedia.org/http://en.wikipedia.org/http://www.businessdictionary.com/


18/25

Organizational learning is a

process/way that makes theorganization capable to continuously

enhance their collective ability to

accept, make sense of, and respondto internal and external change by

systematic integration and collective

interpretation of new knowledge thatleads to collective action and involves

risk taking as an experiment area.

2.a.What is organizational learning?

(concln)


19/25

2.b. What is the relationship between

organizational learning and learning

organization ?

Organizational learning and learningorganization is not different.

They concern on an ability of an

organization to gain insight andunderstanding from experience

through experimentation, observation,

analysis, and a willingness to examineboth successes and failures.


20/25

5 disciplines in learning

organization by Senge (1) System Thinking

Is a conceptual framework to make the full

patterns clearer and help to see how to

change them effectively Personal Mastery

Is the discipline of continually clarifying

and deepening our personal vision, of

focusing our energies, of developing

patience, and of seeing reality objectively


21/25

Mental Models Deeply ingrained assumption,

generalizations, pictures or images that

influence how we understand the worldand how we take action

Building Shared Vision

When there is a genuine vision which

people excel and learn not because they

are told to, but because they want to


organization by Senge (2)


22/25

Team Learning Suspended all assumption of each team

members and engaging true dialogue


organization by Senge (3)


23/25

Explain team learning, Dialogue

vs Discussion Team learning viewed as the process of

aligning and developing the capacities of ateam to create the results its members trulydesire

Dialogue is the basic level of team learning.In dialogue, different views presented as ameans toward discovering a new view.Dialogue not seek an agreement but a richer

of complex issues Discussion is the counterpart of dialogue. In

discussion, different views are presented anddefended and will provide useful analysis ofthe whole situation. Discussion converge ona conclusion or course of action


24/25

III. Challenge of knowledge

sharing1. Why do people share or not share

their knowledge?


25/25

Why do people share or not

share their knowledge? Sharing knowledge is not about giving or getting

something from people.

Sharing knowledge occurs when people reallyinterested in helping one another to develop newcapacities for action.

People share knowledge because To help another people things done and built

relationships so they in turn help back

Have something to gain

reward

People not share knowledge because Knowledge is power

Lack of time and trust

Not realizing how useful particular knowledge is toothers

km assignment 2

Documents