Inducing Enterprise Knowledge Flows

Author(s):  
Mark Nissen

The knowledge-based organization appears to offer great promise in terms of performance and capability. Indeed, many researchers are actively working to understand how organizational strategy, structure and technology can be combined and integrated to harness the competitive power of knowledge. However, knowledge is not evenly distributed through the organization, so rapid and efficient knowledge flow is critical to enterprise performance. This chapter builds upon the current state of the art pertaining to knowledge flow, and it develops a model to help induce the flow of knowledge through an organization. Because of the time-critical nature of most knowledge work in the modern enterprise, we focus in particular on knowledge dynamics, to enable rapid and efficient flow, and to help the enterprise become more knowledge-based. Using a global manufacturing firm as an example to illustrate how the knowledge-flow model provides practical guidance, we identify knowledge elements that are critical to effective performance in an unpredictable, dynamic business environment, and we use the multidimensional model to illustrate how to identify specific knowledge flows required for success. Further analysis reveals that different knowledge flows require different approaches in terms of IT and process changes — with the attendant insight that one size does not fit all in terms of knowledge management — and a specific focus on clumped knowledge and constricted flows enables the experienced manager to work through the necessary interventions—often with the set of tools and processes already present in the organization. We also illustrate how the multidimensional model can be augmented to depict the relative flow times associated with various knowledge elements, which provides a rough schedule as well as a roadmap to use for planning requisite knowledge flows for the knowledge-based organization.

Author(s):  
Zhinan Zhang ◽  
Youbai Xie

Product design (PD) is viewed as a knowledge-based, socially mediated, technical activity, and knowledge represents the critical resource in the PD. As knowledge is action enabled, knowledge flows can improve product performance. However, Knowledge flow (KF) has been defined and developed in the organization domain. Unfortunately, the knowledge management field does not have the benefit of strong theory on knowledge flows to inform the enhancement of Knowledge flows to enable and support PD. This paper presents the definition of KF in the domain of PD and analyzes types of KF. The key elements of KF have been introduced respectively and the four types of KF in a distributed resource environment (DRE) are presented and analyzed. We put forward a four-level knowledge flow model (KFM) and establish a novel framework of knowledge flow engine for PD in a DRE. The model has been employed for a case study directly. The proposed model and framework provide a new way to enhance KF in PD under a DRE.


Author(s):  
Vijayalakchimi Subramaniam ◽  
Shankar Chelliah

In a volatile business environment and a global landscape, knowledge creation capability plays an important role in ensuring that MNC subsidiaries stay competitive. In this respect, knowledge inflows from different parts of the MNC knowledge network are vital to a subsidiary's capability to create new knowledge. Briefly, knowledge creation capability refers to the successful implementation of creative ideas within an organization. However, innovation-based competitiveness always starts with creativity that is rooted in individual workers in an organization. The human capital of the organization, therefore, is considered to be one of the main sources of knowledge-based competitive advantage. Therefore, besides knowledge inflows from the MNC network, subsidiaries also need human capital to allow for knowledge flows to be utilized creatively in order to remain competitive.


Author(s):  
Mark E. Nissen

The practice of knowledge management (KM) purports to take the power of knowledge to the group, organization and even enterprise level (Davenport & Prusak, 1998). Although this potential benefit of KM is not viewed universally (Gore & Gore, 1999; McDermott, 1999), many scholars (e.g., Drucker, 1995) assert that knowledge represents one of the very few sustainable sources of competitive advantage. Hence, the knowledge-based organization—one that competes on the basis of its differential knowledge (e.g., see Grant, 1996, for discussion of the knowledge-based view of the firm)—appears to offer great promise in terms of performance and capability.


2021 ◽  
pp. 097172182110204
Author(s):  
Yi Su ◽  
Xuesong Jiang ◽  
Zhouzhou Lin

A small-world simulation model of a regional innovation system combining the strength of the intersubject relationship of the regional innovation system with the loosely coupled system is constructed. We use a simulation to observe knowledge flow within the regional innovation system under relationships of varying strength. The results show that when the relationship between the subjects of the regional innovation system reaches a certain strength, the system will exhibit high module independence and high network integrity, forming a loosely coupled system. The knowledge flow in the system exhibits the emergence of a fast flow rate, a high mean value and little variance. When relationship strength is at other levels, the emergence of knowledge cannot be identified.


2019 ◽  
Vol 29 (4) ◽  
pp. 329-346 ◽  
Author(s):  
Cigdem Baskici

Purpose Although there have been a considerable number of studies regarding subsidiary role typology in multinationals’ management literature, there appear to be few studies that consider knowledge-based role typology from the network-based perspective. The purpose of this study is to fill this gap and extend the study of Gupta and Govindarajan (1991). Thus, the study focuses on answering the following research question: Do subsidiaries have different roles in terms of knowledge flows within a multinational company (MNC)? Design/methodology/approach This empirical study has been carried out as an explorative single case study. An MNC with 15 foreign subsidiaries headquartered in Turkey, which operated in the manufacturing of household appliances and consumer electronics, has been selected as the case. Knowledge transfer is analyzed in this MNC from the network perspective. Findings Four role typologies are detected for subsidiaries of the MNC: collector transmitter, collector diffuser, converter transmitter and converter diffuser. Research limitations/implications Findings of this study are specific to this case. Testing the findings in a sample consisting of subsidiaries of MNCs producing transnational products may contribute to the generalizability of these roles. Practical implications This study offers potentially important findings for MNC managers to use. First, in this study, knowledge flows' route could be defined within MNCs’ dual network. Second, role typologies could inform MNC managers to design their MNCs’ knowledge network. Originality/value The suggested typologies are expected to more accurately define the roles of subsidiaries within contemporary MNCs which are accepted to be transformed from hierarchical structures to network-based organizations.


2021 ◽  
pp. 000183922110167
Author(s):  
Callen Anthony

Analytical technologies that structure and process data hold great promise for organizations but also may pose fundamental challenges for how knowledge workers accomplish tasks. Knowledge workers are generally considered experts who develop deep understanding of their tools, but recent observations suggest that in some situations, they may black box their analytical technologies, meaning they trust their tools without understanding how they work. I conducted a two-year inductive ethnographic study of the use of analytical technologies across four groups in an investment bank and found two distinct paths that these groups used to validate financial analyses through what I call “validating practices”: actions that confirm whether a produced analysis is trustworthy. Surprisingly, engaging in these practices does not necessarily equate to understanding the calculations performed by the technologies. In one path, validating practices are partitioned across junior and senior roles: junior bankers engage in assembling tasks and use the analytical tools to perform analysis, while only senior bankers interpret the analysis. In the other path, junior and senior members engage in co-construction: junior bankers do both assembling and interpreting tasks, and senior bankers engage in interpreting and provide feedback on junior bankers’ reasoning and choices. Both junior and senior bankers in the partitioning groups routinely black boxed the algorithms embedded in their technologies, taking them for granted without understanding them. By contrast, bankers in the co-construction groups were conscious of the algorithms and understood their potential impact. I found that black boxing influenced the knowledge outputs of these bankers and constrained the development of junior members’ expertise, with consequences for their career trajectories.


2020 ◽  
Vol 9 (1) ◽  
pp. 1478-1486

Today, the constantly changing environment, global competition, the nature of work made companies to realize the importance of employee satisfaction for the success of organization. Now-days the competitive advantage of most companies on global market lies in the ability to create a profit driven not only by cost efficiency, but by the ideas and intellectual know-how. The networked and knowledge-based environment made the intangible assets like skills, relations and reputations of highest value. Employee satisfaction is the pleasurable emotional state resulting from the appraisal of one’s jobs as achieving or facilities the achievement of one’s job values. It is a measure of workers contentedness with their job. Every industry has different business environment, different policies for employment and different compensation measures. With the objective to analyzing the influencing factors, best policies of job satisfaction and its impact on business growth, the author decided to investigate the level of employee satisfaction in six industries namely: INFOSYS, HCL, Technologies Tech Mahindra, Oracle Financial Services, Wipro and Tata Consultancy Services. The researcher prepared questionnaire for the employees and get it filled from 303 respondents from these industries. In order to find level of satisfaction among employees of different industries, it was subjected to T-test statistical tool for variance calculation. The study concluded with the statement that the HR policies are different in different industries. The way they are implemented in different organizations has a great impact on employee satisfaction and retention.


Author(s):  
J. Gavilanes-Trapote ◽  
I. Etxeberria-Agiriano ◽  
E. Cilleruelo ◽  
G. Garechana

<p>Knowledge flow of technology is important for continuous growth and extension of science. Patent data analysis has facilitated this knowledge acquisition. The available patent information crosses borders, corresponds and interacts with new inventions to give new strength and dimension to the technology. Therefore, the patent citation information functions as a key indicator of the knowledge flow providing relevant information. It can be identified to which extent a region is a relevant technological knowledge generator to other regions. As an illustrative case, we present a study to determine the role played by the Basque Country region as a generator of technological innovation during the period 1991-2011.</p>


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