CHAPTER 4

(Knowledge Culture)

Group 4

I. Culture Enablers.

II. Maintaining the knowledge culture during change.

III. Reviewing.

IV. Implementing and maintaining the knowledge culture.

Content of the Presentation:-

Faisal Bariyaly

What is Organizational culture?The collective perceptions, beliefs attitudes, values, goals,

and practices that characterizes an institution, organization or group.

Knowledge Culture:-

The integrated pattern of human knowledge, belief, and behavior that depends upon the capacity for learning and transmitting knowledge to succeeding generations.

The key influences of organizational Culture:-

Nature of teamwork

Morale

Information flows

Individual involvement

Type & Quality of supervision

Quality of workplace interaction

leadership

Example:-

A costly error which an employee makes, is the error ignored, punished or reviewed to share learning and insides? TATA Motors

Effective Knowledge Culture

Trust:-

Trust is the degree to which a person is willing to act on the basis on another`s words, behavior or judgment.

Knowledge Culture Enablers:

Knowledge culture enablers are those tools and strategies which enables, makes possible and makes the transfer of knowledge easy and creates a knowledge culture.

Enable?

To make possible, practical or easy

To cause to operate

Enabler?

One that enables others to achieve a desired end or goal.

Core ValuesStructural Support

Enacted ValuesInteraction

with colleagues

Knowledge Culture

1)-Core Values:

Collaboration

Communication

Interaction

Innovation

Adoption

Learning orientation

Trust

Knowledge is valued

Knowledge should be shared

Example:-

3M (shameless steal of knowledge)

The knowledge culture stands on tow basic principles:

Tolerance for mistake

Freedom for failure.

2)-Structural Support:

Organizational structure

Transparent decision making

Information access

Problem solving

Communication channels

HRM

Example:- A structural arrangement the reinforce knowledge

chain will limit the capacity to collaborate as bottlenecks will accrue, enterprises that encourages knowledge hub and networks through structural arrangement and technological support will foster a stronger collaborative culture.

3)-Enacted Values:-

Models

Leaders

Opportunities to collaborate

Encouragement to collaborate

4)-Interaction with colleagues

Quality of Interaction

Focus of interaction

Mentorship

Team behavior

Co-worker interaction

(Maintaining knowledge culture during change) By:- Arpitha Ganesh

Meaning : knowledge culture are dynamic environment where change is regularly encountered. New initiatives or improvements can have a significant impact on the knowledge community .

Change can be :• Planned or unplanned intervention • New technologies • Competition

Cultural development operates from a number of principles :

Change can be slow .

It may require a number of different change agents to contribute .

The process requires champions.

Adoption of change is detremined by how well knowledge workers adopt these principles in their work roles.

Knowledge culture need to develop across the spectrum of organizational activities.

The close relationship between system/process change and social/emotional impacts need to be carefully monitored and maintained.

SO,

(REVIEWING OF KNOWLEDGE CULTURE)By:- PRIYANKA K.L

Meaning and definition:-

Since culture is prevailing norms, practices, belief, values etc.. Knowledge about these can be described as cultural knowledge.

Cultural knowledge can be defined by the way it is acquired:

Objective or factual information is obtained through communication , research and education.

Knowledge culture diagnostic focus:-

Organizational context

Key people

Knowledge philosophy

Knowledge definition

Knowledge sharing

Knowledge cohesion

Knowledge conflict

Diagnostic approach when evaluating knowledge culture:-

(Implementing and maintaining the knowledge culture) By:- Sarala S.N

Implementing the knowledge culture:-

Advocacy and leadership are important elements of knowledge culture, as people are asked to review their existing values, work processes and strategies.

Communicating program intensions and progress:-

Regular communication reduces uncertainty and increases understanding and learning.

It provides opportunities to share and discuss existing values and expectations.

Pilot testing:-

Pilot tests build expertise within the community and enables them to identify solutions for problems.

Maintaining knowledge culture:-

A range of strategies can help maintain the knowledge culture.

The socialisation of members,using both knowledge and official knowledge leaders is an important strategy,as it affirms the culture of the workplace immediately.

“Happiness is when we share knowledge”