scholarly journals Drucker: On Learning (to Learn) Management

2007 ◽  
Vol 32 (4) ◽  
pp. 1-12 ◽  
Author(s):  
Shiva Kumar Srinivasan
Keyword(s):  
Life Span ◽  
Global Economy ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Self Awareness ◽  
Learning To Learn ◽  
Feedback Analysis ◽  
Contemporary World ◽  
Knowledge Based ◽  
Formative Experiences

This paper argues that there is an intrinsic link between the concepts of “learning-to-learn” and the “knowledge worker” in the work of Peter Drucker. This is because the increasing life-span of knowledge workers and the decreasing life-span of organizations in the contemporary world have changed the underlying nature of the “social contract” that has hitherto governed the relationship between workers and organizations. Furthermore, these changes are forcing all stakeholders to confront the demands of learning-to-learn and self-management as the necessary modalities of professional and social mobility for knowledge workers in the global economy. Drucker therefore argues that formalizing an ethic of learning-to-learn will provide both knowledge workers and organizations, by implication, with a competitive advantage in “the next society.” Understanding the importance of learning practices and knowledge management will also make it possible for knowledge workers and knowledge-based organizations to continually renew themselves despite the intensity of competition and the relentless demands for individuation, differentiation, and innovation in the global economy. Drucker cites his own career as an example of such a possibility by demonstrating that “intellectual omnivorousness” can serve as an emotional and intellectual reservoir of possibilities for knowledge workers over a long life span. What knowledge workers need then is a “method of study.” In addition to spelling out a possible model of study based on his own formative experiences, Drucker also cites the sources from which he initially learnt the modalities that he calls for in a general theory of learning-to-learn in knowledge workers and organizations. The essential modality in making knowledge “actionable” for Drucker is “feedback analysis,” a practice that he identifies with the Jesuits and the Calvinists in Europe. In other words, decision-makers must have the confidence and patience to write decision reports and check to see if they have been able to anticipate the consequences of a given decision through feedback analysis. They must also develop a high degree of self-awareness on what constitutes their cognitive style by deciding whether their style of information-processing demands the style of a “reader or listener” and act accordingly. This relates to the larger necessity of acting from strengths rather than from weaknesses in Drucker's thought. And, finally, the knowledge worker must be willing to learn from the experience of artists, musicians, and scientists on the possibilities of creativity in old-age and internalize the moral obligation to pursue perfection whenever or wherever possible.

Instilling affective commitment: insights on what makes knowledge workers want to stay

2016 ◽  
Vol 39 (3) ◽  
pp. 266-288 ◽  
Author(s):  
Sharmila Jayasingam ◽  
Muhiniswari Govindasamy ◽  
Sharan Kaur Garib Singh
Keyword(s):  
Knowledge Sharing ◽  
Service Sector ◽  
Affective Commitment ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Knowledge Retention ◽  
Future Research ◽  
Content Type ◽  
Knowledge Based ◽  
The Impact

Purpose – This study aims to examine factors that may influence affective organizational commitment among knowledge workers. The five final factors considered in this study include knowledge-sharing culture, autonomy, workplace value identity, promotion practices and, finally, management support. Gender was included as the moderator for the aforementioned relationships. Design/methodology/approach – A sample of 522 knowledge workers from manufacturing, retail and service sector anonymously completed a structured questionnaire that included measures of the variables of this study. Hierarchical regression was used to test the hypotheses. Findings – The findings provide evidence on the possible factors that organizations need to focus on and improvise to ensure the “want to remain in the organization” sentiment is enhanced among knowledge workers. Workplace value identity and knowledge-sharing culture were identified as the pertinent factors in influencing affective commitment. Gender was found to moderate the relationship between unfair promotion practice, knowledge-sharing culture and affective commitment. Research limitations/implications – One obvious limitation is that the sample of this study is sourced from a pool of knowledge workers. This limits our ability to conduct a comparative analysis with non-knowledge workers. Hence, future research could expand the model of this study to compare these relationships among knowledge and non-knowledge worker. Practical implications – Understanding the impact of these factors in a knowledge-based context helps firms prioritize and focus on important factors that can improve the level of affective commitment among knowledge workers. Doing so facilitates knowledge retention and prevents loss of knowledge. Originality/value – From a knowledge-based view, this paper identified factors that play an important role in retaining knowledge workers through enhanced affective commitment. With the changing workforce, the findings of this study show how knowledge-sharing culture and achievement orientation dominate affective commitment in a knowledge-based context.

HRM and Knowledge Workers

2009 ◽  
Author(s):  
Juani Swart
Keyword(s):  
Final Section ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Knowledge Work ◽  
Theory Building ◽  
Organizational Level ◽  
Policy And Practice ◽  
Knowledge Based ◽  
Definition Of ◽  
Practice Development

This article develops a definition of the knowledge worker and discusses the characteristics of knowledge workers and their work. It then shifts to the organizational level and takes a closer look at the characteristics of knowledge-based organizations and the management of knowledge work. Several managerial and theoretical challenges arise when we combine individual and organizational knowledge perspectives. Each of these challenges, together with relevant knowledge-focused HR practices, is discussed and presented in a table, which serves as a summary to the article. The final section looks toward the future and explores possible avenues for research, theory-building, and HRM policy and practice development.

scholarly journals Determinants of organisational commitment amongst knowledge workers

2000 ◽  
Vol 31 (3) ◽  
pp. 106-112 ◽  
Author(s):  
Lisa Kinnear ◽  
Margaret Sutherland
Keyword(s):  
Financial Services ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Leading Edge ◽  
Retention Strategies ◽  
Multivariate Statistical ◽  
Knowledge Based ◽  
Developmental Opportunities ◽  
Reward And Recognition ◽  
Insight Into

The knowledge economy and the knowledge worker are a phenomena of the twentieth century. While knowledge-based organisations are reliant on the knowledge of individuals for their success, they can no longer rely on the loyalty of these highly skilled and marketable employees. The main purpose of this study was to gain insight into what determines commitment to an organisation amongst knowledge workers. The data was collected by means of a survey of 104 knowledge workers from the financial services, information technology and science and technology sectors. The data was subjected to inferential and multivariate statistical analysis. The main findings of this research was that knowledge workers reject traditional retention systems in favour of individualism, independence and personal achievement. These findings are integrated into a model which highlights how knowledge workers' needs can be met through retention strategies which focus on freedom to act independently; financial reward and recognition; developmental opportunities; and access to leading edge technology.

Knowledge worker productivity: is it really impossible to measure it?

2018 ◽  
Vol 22 (4) ◽  
pp. 346-361
Author(s):  
Gianpaolo Iazzolino ◽  
Domenico Laise
Keyword(s):  
Knowledge Workers ◽  
Knowledge Worker ◽  
Point Of View ◽  
Real Case ◽  
Explicit Calculation ◽  
Theoretical Point ◽  
Worker Productivity ◽  
Content Type ◽  
Knowledge Based ◽  
Empirical Point

PurposeThe purpose of this paper is to propose and discuss, from both a theoretical and empirical point of view, a methodology for measuring the productivity of knowledge workers, then giving a contribution to the question launched by P. Drucker at the end of last millennium. An application of the method on a real case of a knowledge-based firm is shown.Design/methodology/approachThe paper is both theoretical and empirical. At first, building also on Pulic’s theory of human capital efficiency (HCE) and on previous works by the same authors of this paper, a deep theoretical analysis is proposed. After, the explicit calculation of the knowledge worker productivity in a real case of a knowledge-based young firm has been carried out.FindingsFrom a theoretical point of view, an inter-theory relationship between Drucker’s approach of sustainable strategies based on knowledge and the theory of HCE, mostly attributable to Pulic, has been constructed. From results of the application on the case study, it emerges that the calculation of the productivity of knowledge workers can be achieved and furthermore the result of the calculation can be the basis for the policy of rewarding within the firm.Practical implicationsThe proposed methodology can support the s.c. knowledge-based firms to calculate the productivity of employees, a very practical problem for such kind of firms. Furthermore, the calculation of knowledge worker productivity is the basis for implementing a policy of rewarding employees.Originality/valueThe originality of the paper is to provide a practical methodology useful to calculate knowledge worker productivity. To do so, the link between Drucker’s and Pulic’s theories has been deeply analyzed and an inter-theory relationship has been constructed. The existence of such a relation, in the authors’ opinion, is necessary to provide a theoretical foundation for the methodology proposed.

scholarly journals Participation of knowledge workers at the implementation of projects in Polish enterprises

Management ◽  
2014 ◽  
Vol 18 (1) ◽  
pp. 213-226
Author(s):  
Michał Igielski
Keyword(s):  
Sustainable Development ◽  
Human Capital ◽  
Global Economy ◽  
Knowledge Workers ◽  
Organizational Structures ◽  
Specific Group ◽  
The Sustainable Development ◽  
Contemporary World ◽  
Slender Structure ◽  
Time Form

Summary For countries of contemporary world which are functional in the global economy, more and more a vision of carrying existing economic assumptions on based on assumptions associated with current functioning is becoming fleeting. Accessing the sustainable development to the route by creating more flexible organizational structures to market hesitations, in the support can turn out to be getting out of such an impasse for many enterprises about high special human capital. Enterprises should aspire to the economy based on the knowledge. Hierarchical organizations about the slender structure are being replaced by sentence structures based on teams of project. This phenomenon is increasing meaning of the specific group of employees which are becoming knowledge workers and in building the competitive position enterprises are acting the greater role. He appears needs for the change of behaviours of employers in the attitude to employees, since depends on them more and more - their knowledge is valuable capital for the company. We must create such conditions for them can share the knowledge for them and all the time form it for the good of the company.

scholarly journals THE DILEMMA OF KNOWLEDGE MANAGEMENT IN AN ORGANIZATION

2017 ◽  
Vol 5 ◽  
pp. 192-197 ◽  
Author(s):  
Agnieszka BieĹ„kowska ◽  
Beata Ignacek-KuĹşnicka
Keyword(s):  
Knowledge Management ◽  
Literature Review ◽  
Critical Analysis ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Scientific Discourse ◽  
Main Research ◽  
Knowledge Based ◽  
Management Method ◽  
The Relationship

In scientific discourse, opinions exist about the passing of knowledge management. These voices are incompatible with an argument that, in the era of knowledge-based economies, organizations need to be moving towards this concept of knowledge management. Such divergence requires examination. Hence, this paper presents the findings of a thorough literature review aiming to examine how widespread knowledge management solutions have been adopted in organizations as well as to identify the traits that define a knowledge worker. Also, the paper identifies the relationship between knowledge management and human resource management in the context of supporting knowledge workers. A critical analysis of literature together with theoretical conclusions are the main research methods used. The article is the basis for further empirical verification of the problem. The results indicate that the implementation of knowledge management can be a trend without formal acknowledgment. Thus, without obvious intention, the organization implements a management method that fulfills the premises of knowledge management. This paper presents an interpretation of knowledge management that invalidates the passing of this knowledge field

scholarly journals Solving knapsack problems using a binary gaining sharing knowledge-based optimization algorithm

2021 ◽  
Author(s):  
Prachi Agrawal ◽  
Talari Ganesh ◽  
Ali Wagdy Mohamed
Keyword(s):  
Life Span ◽  
Population Size ◽  
Linear Function ◽  
Optimization Algorithm ◽  
Optimization Problems ◽  
Search Space ◽  
Knapsack Problems ◽  
Local Optima ◽  
Knowledge Based ◽  
Two Stages

AbstractThis article proposes a novel binary version of recently developed Gaining Sharing knowledge-based optimization algorithm (GSK) to solve binary optimization problems. GSK algorithm is based on the concept of how humans acquire and share knowledge during their life span. A binary version of GSK named novel binary Gaining Sharing knowledge-based optimization algorithm (NBGSK) depends on mainly two binary stages: binary junior gaining sharing stage and binary senior gaining sharing stage with knowledge factor 1. These two stages enable NBGSK for exploring and exploitation of the search space efficiently and effectively to solve problems in binary space. Moreover, to enhance the performance of NBGSK and prevent the solutions from trapping into local optima, NBGSK with population size reduction (PR-NBGSK) is introduced. It decreases the population size gradually with a linear function. The proposed NBGSK and PR-NBGSK applied to set of knapsack instances with small and large dimensions, which shows that NBGSK and PR-NBGSK are more efficient and effective in terms of convergence, robustness, and accuracy.

scholarly journals Discipline and Institution Commitment: Professorial Views

2015 ◽  
Author(s):  
Jesús Glaz-Fontes
Keyword(s):  
Higher Education ◽  
Global Economy ◽  
Academic Work ◽  
Performance Pressure ◽  
Knowledge Based ◽  
Performance Based Funding ◽  
General Support ◽  
Conditions Of Work

Amid increasing expectations for socioeconomic relevance, higher education confronts, in many countries, a similar set of challenges: declining general-support levels linked with more performance-based funding, expanded enrollment demand, an increasingly knowledge-based and global economy, and a more intense managerialism. While giving unprecedented centrality to academic work, deteriorating conditions of work and of increased accountability has placed more performance pressure on the faculty.

Lifelong Learning in Developing Knowledge Workers

2012 ◽  
Author(s):  
Abdul Halim Abdul Majid ◽  
Nor Bizura Seth
Keyword(s):  
Human Capital ◽  
Lifelong Learning ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Codified Knowledge ◽  
College Of Business ◽  
High Level ◽  
The University ◽  
Universiti Utara Malaysia ◽  
Developing Knowledge

This monograph discusses the importance of lifelong learning in developing knowledge workers and human capital. Facets of lifelong learning, knowledge workers and human capital are highlighted to provide basic understanding to all readers. The facets of lifelong learning include accessibility to learning, investment for learning, methods and contents of learning, values of learning, direction and guidance in learning and learning opportunities closer to home. Meanwhile, the facets of knowledge worker are problem solving, using intellectual skills, requiring a high level of autonomy, emphasizing on quality of judgment, using unique processes, possessing un-codified knowledge, sourcing between his ears and using knowledge and information to add to deeper knowledge and information. There are several individuals whom we would like to thank for their contributions to this monograph. This monograph has benefited greatly from the inputs, comments and expertise as well as working experience of all contributors. We also would like to thank the School of Business Management, the College of Business, Universiti Utara Malaysia, the Research Innovation and Management Center (RIMC) of Universiti Utara Malaysia and the top leaders of the University for their encouragement and support. Those who have contributed directly or indirectly toward the publication of this monograph also deserve our appreciation.

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