Disciplining Innovation? Mobile Information Artefacts in a Telco Innovation Center

2011 ◽  
pp. 351-366
Author(s):  
Chris Russell
Keyword(s):  
Knowledge Workers ◽  
Knowledge Worker ◽  
Consumer Good ◽  
Employment Relationship ◽  
Work Practices ◽  
Mobile Information ◽  
Good For ◽  
The Devil

This chapter introduces the pattern of bargains with the devil as a means of examining the adoption and use of mobile information artefacts. It argues that, in contrast to other attempts to impose discipline on innovation work practices, the introduction of mobile information artefacts is requested by knowledge workers. Vendor advertising plays a tempting role: proclaiming that the artefact is a consumer good for the knowledge-worker and a productivity tool for the employer. This enlightenment--and deception- -results in knowledge workers persuading their employer by appropriating the productivity discourse of the vendor. There follows a honeymoon phase of play and pleasure for these “techies.” But this is the prelude to destruction, as the knowledge-worker faces demands for their promised productivity. The artefact disciplines their innovation work, even erodes it; thus the situation of the employment relationship within relations of consumption results in the knowledge-worker (and their employer) being exploited by the vendor.

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.

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.

scholarly journals Narrating ‘potential’: older knowledge workers’ anticipatory narratives about their future employment

2020 ◽  
pp. 1-21
Author(s):  
Karen Handley ◽  
Birgit den Outer
Keyword(s):  
Older Workers ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Institutional Barriers ◽  
Cultural Attitudes ◽  
Working Lives ◽  
Intellectual Assets ◽  
Narrative Patterns ◽  
Employment Potential ◽  
The Relationship

Abstract This article examines the narratives of 24 knowledge workers aged 48–58 as they anticipate their future employment and employability. The term knowledge worker is used to indicate occupational roles such as software engineer, academic, architect, manager and lawyer, where work involves non-routine problem-solving using ‘intellectual assets’. Four narrative patterns about future employment are presented: winding down, reorienting ‘self’ away from work, seeking progression and renewal. These patterns reveal contrasting self-evaluations of employability and potential. We argue that employability is not a straightforward function of human capital, which usually refers to experience, knowledge and qualifications. We show through our data how judgements about a person's employability – both self-evaluations as well as evaluations by others – are complicated by social norms and cultural understandings of ‘potential’. Strategies to signal one's potential become more complex and sometimes less effective for older knowledge workers. We contend that a person's age influences others’ evaluations of their employment potential, such that the relationship between attributed merit (based largely on past experience) and attributed potential (based on assumptions about a person's future) is inverted as workers become older. The findings have implications for public policies such as ‘Extending Working Lives’. Policies that remove legal and institutional barriers to extended working lives may be only partially successful without changes to cultural attitudes about older workers’ employment potential.

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.

scholarly journals Employee Turnover and Knowledge Management in the Czech Republic

2015 ◽  
Vol 63 (1) ◽  
pp. 313-325 ◽  
Author(s):  
Lucie Vnoučková ◽  
Hana Urbancová
Keyword(s):  
Czech Republic ◽  
Personal Growth ◽  
Employee Turnover ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Future Research ◽  
The Czech Republic ◽  
Critical Knowledge ◽  
Research Areas ◽  
Basic Approaches

Knowledge economy regards employee knowledge as a most important asset. It is a priority task to ensure systematic knowledge continuity of those employees who are the holders of critical knowledge. The aim of the article is to analyse the causes of mobility of knowledge workers and categorise types of employees and mobility according to the future development of an employee’s career. The research areas, i.e. ensuring knowledge continuity and employee turnover were analysed based on the premise of significant relation between those two areas. The data were collected in organizations in the Czech Republic. Surveys were drawn across sectors to ensure representativeness of the outcomes. The outputs revealed two basic approaches to maintaining knowledge inside organizations. Employees can be divided into knowledge workers and remainder, who seek only security. A knowledge worker who decides to transfer is not motivated by the amount of salary (they do not mind a lower level of remuneration); on the contrary they suffer due to an unclear vision on the part of the organization, where they used to work; they cannot stay in conditions where there is no possibility to participate on personal growth. Future research in this area should focus on the return of investments in the knowledge and employee learning, training and retention.

scholarly journals Knowledge management and performance: developing a theoretical approach to knowledge workers’ productivity, and practical tools for managers

2016 ◽  
Vol 14 (3) ◽  
pp. 667-676
Author(s):  
Deniel J. Adriaenssen ◽  
Dagny A. Johannessen ◽  
Jon-Arild Johannessen
Keyword(s):  
Knowledge Management ◽  
Theoretical Approach ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Jel Classification ◽  
Worker Productivity ◽  
Productivity Theory ◽  
And Performance

Issue: The number of knowledge workers continues to grow, but we know little about what factors will promote knowledge workers’ productivity. Problem for discussion: How can managers promote knowledge workers’ productivity? Purpose: To develop aspects of a theory to promote knowledge workers’ productivity. Method: Conceptual generalization. Findings: Seven propositions (a mini-theory) for knowledge workers’ productivity. Keywords: knowledge worker, productivity, theory. JEL Classification: M1

scholarly journals The Relation Between Work and Thumos. A Critical Interrogation of the Motivation Behind Knowledge Work Compulsion

2021 ◽  
Vol 32 (3) ◽  
Author(s):  
Benda Hofmeyr
Keyword(s):  
Knowledge Workers ◽  
Knowledge Worker ◽  
Knowledge Work ◽  
Neoliberal Governmentality ◽  
Critical Understanding ◽  
To Come

In this paper I attempt to come to a critical understanding of an intriguing phenomenon at the heart of a broader question, i.e. what are we today – as knowledge workers – in relation to our present understood as the globalising neoliberal governmentality in which life is reduced to constant work under conditions of comprehensive control? Previous attempts to interrogate the nature of knowledge work and the knowledge worker have led me to conclude that these workers do not work to live, but live to work. An important reason seems to be that the neoliberal knowledge worker works all the time because s/he paradoxically wants to. This presents a paradox since the overinvestment in knowledge work does not appear to generate proportionate gains for the working subject. In my attempt to arrive at some kind of explication for this phenomenon of compulsive work, I critically interrogate Fukuyama’s contention that work has a thumotic origin. To this end I briefly discuss Plato’s conceptualisation of thumos and Hegel’s understanding of the significance of labour.

scholarly journals Skills Gap – A Strategy for Increasing Knowledge Worker Supply & Demand

2016 ◽  
Vol 1 (4) ◽  
pp. 13 ◽  
Author(s):  
J Gregg Whittaker
Keyword(s):  
Economic Analysis ◽  
Private Sector ◽  
Professional Education ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Skills Gap ◽  
Skill Sets ◽  
The Face ◽  
Market Needs ◽  
The Unemployed

The U.S. Economy has been and continues to be burdened with a “Skills Gap” where the skills of the available workforce are mismatched with the skilled talent needs of employer. The skills gap is especially evident among knowledge workers.  Millions of people in the US are looking for jobs while millions of skilled jobs remain open. The unemployed and the underemployed in general do not posess the professional skills necessary for the jobs that are available. The conundrum is this recognized shortage of skilled knowledge workers has not led to the expected increase in salaries traditional economic analysis would suggest. This paper explains the true economic analysis of the skills gap in terms of an economic “wedge” that supresses knowledge worker saleries in the face of worker shortages. The paper recognizes a systemic disharmony between the momentum of traditional higher education and the rapidly changing needs and demands for professional skill sets in the marketplace. Traditional academic institutions are not predisposed to creating job-ready professionals that meet market needs, and private sector businesses are not positioned to fill the professional education, training and development gaps that exist. Significant opportunities exist to reposition the players to cerate opportunities for both academic intuitions and private sector companies to address the skills gap problem efficiently and effectively.

scholarly journals An Analysis Of Perceptions Regarding Knowledge-Worker Instructional Needs In Graduate Management Programs

2006 ◽  
Vol 3 (7) ◽  
Author(s):  
Robert E. Scully ◽  
John W. Russette ◽  
Robert Preziosi ◽  
Francisco De Cossio
Keyword(s):  
Literature Search ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Knowledge Work ◽  
Educational Institutions ◽  
Business Organizations ◽  
Demographic Groups ◽  
Item Questionnaire ◽  
Global Commerce ◽  
Instructional Needs

Relevance in Management programs has become a major issue for colleges and universities. The literature posits that proactive educational institutions need to retool and refocus their programs to be consistent with business organizations which have been transformed by technology and global commerce. This study addresses the reliability of contemporary perceptions and postulates expressed in the literature related to effectively managing knowledge-work professionals. A literature search of knowledge-worker writings was collected and perceptions were extracted for further evaluation. These extracted attributes were set into a thirty-five item questionnaire and administered to three demographic groups including: (a) knowledge-workers, (b) knowledge-worker managers, and (c) knowledge worker educators. Results indicate that if such a validated perception-based program were offered it would raise fulfillment of needs for knowledge-workers, managers, and educators and offer a unique, identifiable program related to teaching and researching related to this new management paradigm.

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