scholarly journals Shifting Practices of Academia as an Entrepreneurial Organization in Indonesia The Case of ATMI Polytechnic Cikarang

2017 ◽  
Author(s):  
Farah Purwaningrum

The study examines how the polytechnic—as a knowledge producing organization in the Indonesian science system—produces and exchanges know- ledge with other organizations in Indonesia. The study is situated in organizational sociology. The term “knowledge” in this chapter refers to tacit knowledge produced by knowledge-based workers in the polytechnic field. It discusses the production-based education method as well as entrepreneurial and academic organization. Empirically, it demonstrates the organizational change process heading towards the market and how collaboration between polytechnics and industry is achieved. By using reflexive ethnography, the chapter shows how practice at ATMI Polytechnic Cikarang Indonesia is changing, with the actual orientation of work shifting to an entrepreneurial organization.

2021 ◽  
pp. 27-33
Author(s):  
Patricia RIVERA-ACOSTA ◽  
Rosa Elia MARTÍNEZ-TORRES ◽  
Maricela OJEDA-GUTIÉRREZ

In the society of the XXI century it is generally accepted that a new intangible resource of organizations is knowledge, in addition to the other existing resources: human, capital, raw materials and equipment. This is particularly true in a knowledge-based society and economy, where knowledge has become an invaluable medium for all organizations, particularly businesses. The objective of this paper is to make a diagnosis to describe how to apply knowledge management in the family business Campechanas la Escondida de la Trinidad. This project is based on a case study methodology, with a descriptive type of research; the collection of information uses as instruments with a qualitative approach, observation and interviewing. The results obtained show a dependence on the tacit knowledge possessed by bakers who apply in the artisanal process, in addition to family members, lack human talent management, formal training and innovation, which has limited their competitiveness.


Author(s):  
Thomas Packard

This book presents an evidence-based conceptual framework for planning and implementing organizational change processes specifically focused on human service organizations (HSOs). After a brief discussion of relevant theory and a review of key challenges facing HSOs that create opportunities for organizational change, a detailed conceptual framework outlines an organizational change process. Two chapters are devoted to the essential role of an organization’s executive or other manager as a change leader. Five chapters cover the steps of the change process, beginning with identifying a problem or change opportunity; then defining a change goal; assessing the present state of the organization (the change problem and organizational readiness and capacity to engage in change); and determining an overall change strategy. Twenty-one evidence-based organizational change tactics are presented to guide implementation of the process. Tactics include communicating the urgency for change and the change vision; developing an action system that includes a change sponsor, a change champion, a change leadership team and action teams; providing support to staff; facilitating the development and approval of ideas to achieve the change goal; institutionalizing the changes within organizational systems; and evaluating the change process and outcomes. Four case examples from public and nonprofit HSOs are used to illustrate change tactics. Individual chapters cover change technologies and methods, including action research; team building; conflict management; quality improvement methods; organization redesign; organizational culture change; using consultants; advancing diversity, equity, inclusion, and social justice; capacity building; implementation science methods; specific models, including the ARC model; and staff-initiated organizational change.


Author(s):  
Luis Mendes

During the last decades, both quality management and Knowledge Management (KM) have undergone a progressive evolution and have been associated with keywords such as competition, creativity, or innovativeness. Moreover, literature points to several commonalities between Total Quality Management (TQM) and Knowledge Management. The main aim of this chapter is to highlight the main commonalities, and to analyze how organizations may benefit from a dual strategic approach based on TQM and KM principles, and how integrated knowledge-based quality management system may benefit the “conversion” process of tacit knowledge into explicit knowledge, as well as the knowledge transfer/sharing process.


Author(s):  
Aytaç Gökmen

Organizational change is to transfer the organization from its current position to the desired future state. This process involves the differentiation of the activities, processes, structure, and targets of the organization. It is significant for an organization to decide where it is supposed to be in the future and to comprehend how to get to that new status-quo. Increasing globalization, fast technological changes, necessity of a well-trained labor force, changing social and demographic structures have intensified the competition and organizational change has become inevitable. The elements of an effective change process are openness to change, willingness of the personnel, flexibility, adjustment capacity of the business, optimism, and effective planning of change. The change process affects the organizations at structural, managerial, and individual basis as a result of the success of the change process.


Author(s):  
John Baaki ◽  
Maria Cseh

This reflective case history illustrates the change process in a USA sports and entertainment's theatre organization led by its leader in consultation with a human resource development and organizational change professional. Evidence-based organizational change and development informed by the theoretical perspectives on shop floor management and action learning guided the change process conceptualized on the belief that frontline employees should play a major role in driving change in organizations, and their learning and reflection is crucial in this process.


Author(s):  
Meric S. Gertler

It has now become commonplace to refer to the current period of capitalist development as the era of the ‘knowledge-based’ (OECD 1996) or ‘learning’ (Lundvall and Johnson 1994) economy. No matter which label one prefers, the production, acquisition, absorption, reproduction, and dissemination of knowledge is seen by many as the fundamental characteristic of contemporary competitive dynamics. Long before this parlance became popular, scholars had expressed a deep interest in distinguishing between different types of knowledge. Philosophers of knowledge such as Ryle (1949) and Michael Polanyi (1958; 1966) anticipated later developments in social constructivist thought by enunciating what was for them a crucial distinction between knowledge that could be effectively expressed using symbolic forms of representation—explicit or codified—and other forms of knowledge that defied such representation—tacit knowledge (see Reber 1995; Barbiero n.d.). Within the field of innovation studies and technological change, and especially since the publication of Nonaka and Takeuchi’s The Knowledge- Creating Company (1995), the distinction between tacit and codified knowledge has been accorded great significance. However, in characteristically prescient fashion Nelson and Winter (1982) in their classic work had already made extensive use of the concept, which informed their analysis of organizational routines within an evolutionary perspective on technological change. In drawing attention to this concept, these authors helped revive widespread interest in the earlier work of Michael Polanyi, to the point where tacit knowledge has come to be recognized as a central component of the learning economy, and a key to innovation and value creation. Moreover, tacit knowledge is also acknowledged as a prime determinant of the geography of innovative activity, since its central role in the process of learning through interacting tends to reinforce the local over the global. For a growing number of scholars, this explains the perpetuation and deepening of geographical concentration in a world of expanding markets, weakening borders, and ever cheaper and more pervasive communication technologies. Recently, tacit knowledge has received considerable attention within the field of industrial economics (see for e.g. Cowan, David, and Foray 2000; Johnson, Lorenz, and Lundvall 2002), where a process of critical re-examination has begun.


2011 ◽  
Vol 1 (3) ◽  
pp. 39-55 ◽  
Author(s):  
Ingi Runar Edvardsson ◽  
Gudmundur Kristjan Oskarsson

This paper reports on empirical work recently conducted on outsourcing among knowledge-based and other service firms in Iceland. The results show that knowledge-based firms outsource on a larger scale and more human resource functions than other service firms. However, they do not have a more strategic vision towards outsourcing, nor do they outsource more low knowledge-based activities than other firms. The study gives support to the resource-based view of the firm, and is in line with former studies of knowledge-based firms. The firms in the survey tend to keep their core competencies and employees in-house, and at the same time they outsource other functions that they consider non-core, such as peripheral and administrative tasks, or IT that requires technical specialization. The more innovative firms rely on outsourcing from best in class suppliers regarding training and counselling. The contribution of this study to the theory of outsourcing is that the non-routine tacit knowledge base related to firms’ core competencies is not limited to knowledge-based firms, but to a large portion of service firms as well.


2020 ◽  
Vol 26 (7) ◽  
pp. 1979-1998 ◽  
Author(s):  
Muhammad Naeem

PurposeThe failure rate of change is high amongst countries and cultures where collectivism, destructive politics and resistance are high. Therefore, change leaders are more focused on exploring how they can create networking and socialization amongst major organizational stakeholders that can minimize detrimental cynicism and lobbying during change implementation. This study is an attempt to shed light on how Social Networking Applications (henceforth SNAs) can facilitate change implementation processes in the insurance sector.Design/methodology/approachThe individual reaction and interaction realities during the change process cannot be discovered once and for all as there are varied perspectives on the same subjects. Therefore, a social constructionist position was used to understand the different realties of change managers and change recipients using the context of insurance sector.FindingsThe study documented how SNAs can play an active role in addressing the concerns of employees as well as managing and protecting knowledge sharing to facilitate the change implementation process. The collaborative and interactive nature of SNAs can enhance richness in knowledge sharing and can facilitate the participation of employees. Therefore, management should monitor these platforms as a means to improve the change process and to address the concerns of employees. These networking channels which include WhatsApp and Facebook can enhance social interactions, support and acceptance at individual and organizational levels.Research limitations/implicationsSocial media has become a familiar tool for employees to use to discuss internal changes and policies within their organizations. Social media enhances the richness, reach, knowledge exchange and effective internal communication potential amongst organizational change stakeholders. Using social media, change recipients are now more empowered and connected with their leadership that ever before. It is now easier to facilitate decision making during the change formulation and implementation process.Practical implicationsSocial media applications have become necessary to ensure incremental and radical changes to the survival of dynamic businesses. The findings of this study are beneficial for change leaders and recipients of change to implement successful organizational change using social media tools. The effective and efficient use of social media applications helps organizations to foster knowledge amongst employees and they can address various critical issues, that is resistance to change, lower levels of knowledge sharing and support for change acceptance and lack of employee participation in decision making.Originality/valueThere is an inadequate understanding regarding how SNAs play a role in facilitating the change process in both public and private sector organizations. This study offers a social mchange facilitation model with the help of social learning, social networking and social behaviourism theories.


2018 ◽  
Vol 8 (1) ◽  
pp. 86
Author(s):  
Christoph Ertl ◽  
Alexander Herzfeldt ◽  
Helmut Krcmar

This paper develops a framework for analyzing organizational change in information technology (IT) departments of state-owned enterprises (SOEs) and applies that framework to a case study of a German airport that is majority-owned by the German federal government. Specifically, we derive a framework from literature to systematically identify transformation barriers for introducing new enterprise resource planning (ERP) systems and business processes in IT departments of SOEs. This framework is based on the punctuated equilibrium model and considers dynamic process incorporation, explicit stakeholder integration, a detailed representation of the change process, and characteristics of public employees as main factors. We then apply the framework in a case study research approach and show how the framework allows identification of transformation barriers hidden to management but involved in the organizational change process (e.g., required change of organizational structures, required change of service-level-agreements). The framework can be a valuable tool for both researchers and practitioners to actively shape the effects of organizational transformation in SOEs and to identify factors that influence the change process.


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