- May 4, 2014
- Posted by: essay
- Category: Term paper writing
Depending on the area of ”‹”‹knowledge it is possible to name technological knowledge (knowledge about technology to create the product), market knowledge (about the groups of consumers, pricing, methods of product promotion, etc.) and macroeconomic knowledge (about the trends in currency exchange rates, foreign economic trends, prospects for increased domesticÂ demand, etc.) It is also necessary to distinguish between individual and group knowledge.Â The traditional view is based on the fact that knowledge belongs to the individual, and the group is just a simple sum of the members of this group, so that group knowledge is the sum of their knowledge.Â ButÂ thereÂ is another, modernÂ point of view,Â according to which a groupÂ of peopleÂ forms a team – a newÂ entity withÂ its uniqueÂ characteristics.Â Under thisÂ view, we canÂ talk aboutÂ groupÂ behavior andÂ groupÂ knowledge, as well as knowledge management.Â Thus,Â knowledge can beÂ not only individual,Â butÂ of a group of people. (Liebowitz 1999)
B.Â Gates,Â in his book “Business @ the SpeedÂ ”‹”‹of Thought”Â writes about theÂ need to improve theÂ predictiveÂ capacity of the organization,Â or corporateÂ intelligence quotient (IQ).Â However, heÂ has in mind notÂ only the number ofÂ smartÂ employees, but alsoÂ the accumulation ofÂ knowledge in theÂ company and theÂ free flow of information, which allows employeesÂ to enjoyÂ each other’sÂ ideas.Â The ultimateÂ goal of aÂ highÂ corporateÂ IQ isÂ that theÂ group couldÂ developÂ ideas andÂ implement themÂ as effectivelyÂ as a one man, concentratingÂ their forcesÂ on solvingÂ the problem.Â “WhenÂ recruitedÂ a critical mass ofÂ people with highÂ IQ,Â workingÂ hand in handÂ with each other, the potential ofÂ the companyÂ simplyÂ fliesÂ up to heaven.Â This mutualÂ stimulationÂ generatesÂ a lot of new ideas andÂ promotesÂ the exitÂ of less experiencedÂ employees atÂ the highest levels ofÂ skill. The companyÂ as a wholeÂ begins to workÂ better.” (Gates B. 1999)
However,Â knowledgeÂ aloneÂ can not solveÂ all the problemsÂ of effectiveÂ organization. Thus,Â thereÂ may be presentÂ quiteÂ advanced understandingÂ of activities of individualÂ employees, knowledge about theÂ prospects,Â of theÂ factorsÂ (“know why”).Â At the same timeÂ without properÂ motivationÂ it is difficult toÂ expect aÂ high return onÂ such knowledge.Â Construction ofÂ new knowledgeÂ is a comprehensive, interactiveÂ and non-linearÂ process.Â Professional managersÂ must actÂ on all levelsÂ to createÂ new knowledge:Â cognitive,Â advanced, system integration,Â creativeÂ and intuitiveÂ -Â and thereforeÂ to manage knowledge throughÂ training, incentives,Â appropriate organizationalÂ structures, control of theÂ results.
Some researchers, including Stonehouse G. (1999), pointed out Â a separate group of organizational knowledge. Organizational knowledge is a distributed set of principles, facts, skills, rules that provide information and decision-making processes, behavior and actions within the organization.Â Organizational knowledge is developed based on the knowledge of everyone in the organization. (StonehouseÂ 1999)