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Running head: KNOWLEDGE MANAGEMENT

Knowledge Management

Name of Student:

Name of University:
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Table of Contents
4.2 a Rewarding self worth perception ........................................................................................... 3

4.2 b. Nominal group technique to solve self worth perception problem ....................................... 4

4.2c Consensus decision making to find best solution to self worth perception problem .............. 5

5.1 Knowledge Codification ...................................................................................................... 7

General Frame to codify a horse ................................................................................................. 8

General Frame to codify an airline student ................................................................................. 9

5.2Knowledge development ......................................................................................................... 11

7.1 Perception on failure of implementation of knowledge management in a global company... 11

References ..................................................................................................................................... 16
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4.2 a Rewarding self worth perception

Brainstorming is a general idea generation procedure that is used develops new concepts

with detailing of different type of information. Individuals working in large organization possess

different type of skill with which they leverage the opportunity to develop strategies that are not

only enhances the capability of the organization but also leads to higher value development of

the individuals(Jansen, 2017). However, in large organisation there are different sectors that

function in a coordinated manner with large scale operation occurring thereby leading to higher

complexities win the organization. Self worth [perception is low as self esteem and recognition

of individuals for their contribution in the development of broader corporate objectives is not

recognized fully thereby leading to lower value perception of one’s capability within the

enterprise. Companies tend to motivate members by analyzing their traits and behaviors thereby

providing them roles according to skill set. Through there is comprehensive development of

sectoral distribution of functions to workers. There are problems related to lack of self worth

perception with lower emancipation of one’s position in the organisation (Nay., 2014). The most

applicable way in which each member can be valued in the organization is by rewarding him or

her for their creativity by giving them appropriate importance in the organization. Positioning

them among the stakeholders and providing them the opportunity to take important

organizational decision will help them analyze their importance in the organisation thereby

leading to better business outcome generation.

The perception of personal worth can be aggravated by providing fair opportunity to

each member thereby evaluating his or her capability. Training and discussion to enhance their

skills for better strategy development will help in developing highly competent executives who

will contribute in a better manner within the organisation (Hamoud, Tarhini, Akour & Al-Salti.,
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2016). Self worth is enhanced by collaborating team member and providing them benefits to

work independently in such a manner that their creativity and ability is respect ted thereby

helping in building trust in the organisation

4.2 b. Nominal group technique to solve self worth perception problem

Nominal group technique is a collaborative brainstorming method used to generate ideas

in a coordinated manner. The contribution of each member of the group is valued and they are

encouraged to provide important insights that help in better approval of decision that needs to be

taken to solve complex problems within the organization. NGT is generally used one some

members are more vocal and communicating putting forward their perception and they

encourage other introvert members to put forward their views regarding the problem faced

within the team (Raudberget, & Bjursell., 2014). Self worth perception is low in many

organisations and NGT can be beneficial in addressing the problem in a comprehensive manner

thereby leading to a feasible solution that will help in protecting interests and needs of each

member. The technique is used by stating the problem and addressing the issue.

Multiple perceptions is collected through continuous discussion which helps in

generating important points that will help in developing the most appropriate solution to the

problem. The team members make up the nominal group providing solutions like time flexibility,

stakeholder engagement, and better remuneration ad higher non-financial benefits with better

position in the organization (Kianto, Vanhala, & Heilmann., 2016). Among all these alternatives,

the group mostly focused on creativity generation with importance given to the strategy

formulation capability of the individual that will help in addressing the importance of self worth

perception. Self worth is enhanced with demonstration of trust in the capabilities that helps in
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sharpening business acumen and contributing effectively in the organisation. Expanding success

capabilities by analyzing the value of each member’s contribution and providing them important

resources in such a way that they can optimally use them mad generate higher values for better

business development. Therefore, NGT helps in arriving to different solution from which the

best solution is chosen by receiving approval from each member of the nominal group

(Mohapatra, Agrawal & Satpathy., 2016).

4.2c Consensus decision making to find best solution to self worth perception problem

This decision making process is a group based creative mechanism where the members

of the group design and develop solutions to problems in a coordinated manner. A professionally

accepted resolution is taken into account to support the individual’s views that are provided as

solution to complex problem faced within the organisation. The goal in this case is to select the

best solution that will help in arriving to a solution for better evaluation of self worth by the

individuals within the organisation (Wu, et al.,2017). A common agreement is reached through

consensus decision making where multiple ideas and opinions are taken into account to support

the view of each involved member. Knowledge management occurs through this king of creative

discussion process where different insights are collected. Self worth perception is low according

to team members as there are different complex functions working in a coordinated manner and

there are loopholes in operation if there are challenges related to external environment problems

that are faced in business (McMillan, et al., 2014).

A decision is a deliberated and finalized that helps in providing the best ideas. This type

of decision-making process is agreement seeking, collaborative with cooperation between

different team members who provide information regarding the best solution. The solution is
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viable and can be adjusted according to changing circumstances of the organisation. The best

solution that has been reached at is being giving independence and opportunity to each member

to think creatively that will foster innovation and growth. Opportunity and importance given to

members will lead to better evaluation of self worth. Giving higher opportunity and position will

help members to realize their value within the organization thereby enhancing contribution for

better strategy development (Ahern, Leavy & Byrne., 2014).

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5.1 Knowledge Codification

Knowledge management systems are important requirements in organizations where

different types of information are processed for better delivery of outcome. Knowledge

codification is essential as it helps in conversion of tacit knowledge for better decision making

within organisation. From the perception of information technology KM systems that are

featured by codified language helps in dissemination of information through application of

digital technology. After codification, the knowledge is codified for better value evaluation

within business organization. Knowledge codification involves externalization of different

information that is compressed within the organizational strategy in an explicit manner to

provide a comprehensive framework. Knowledge and information is coordinated in a structured

manner thereby helping in better representation of valuable information for development

strategies within the organisation (Botha, Kourie & Snyman., 2014). A different codification tool

that is used in creating general frames is a procedure used in codifying information.

Frames are codification schemes that help in organizing knowledge dealing with collaboration of

operational and declarative knowledge thereby helping in better representation.

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General Frame to codify a horse

Horse Frame

Families: Thoroughbred

Thoroughbred Frame

Is a: animal

Is a: 18 hand

Trot: yes
Instance of
Jump: yes
Mini: Instance frame Facet Facet

Is a: Thoroughbred Location: Stable Location:

Farms
Boards in: stall
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General Frame to codify an airline student

Airline Frame

Families: Pilot

Pilot Frame

Is a: human

Is a: captain

Is a: veteran

Is a: certified

Instance of

Facet Facet
Mini: Instance frame

Location: Location:
Is a: pilot
Chicago Cook County
Name: Fred

Age: 30

Lives in: suburb

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General Frame to codify a student

College Frame

Families: Student

Student Frame

Is a: young human

Is a: undergraduate

Is a: equestrian Instance of

Mini: Instance frame Facet Facet

Location:
Name: Brenda Location:
N.E. Quad
Dormitory
Height: Medium

Major: liberal arts

Years First year of education

Resides in
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5.2Knowledge development

Knowledge development is referred as a process that is conducted out at strategic level to

increases operational efficiency of organization. Decision makers are able to comprehensively

understand the complex functioning of different sectors within the organization. Knowledge

development is necessary as it helps in assessing needs of organisation thereby leading to more

engagement.

Knowledge development is important and it is enhanced if a person possesses high level

of communication skills and analytical thinking capabilities (Schiller & Prpich., 2014). The

second approach is more suitable as basic capability of better interaction and thinking with a

critical mind is a pre-requisite to adopt different types of skills that are important for competency

development within the organization. A well-developed programmer possessing the capability of

several languages will be able to develop knowledge but that will remain confined to

programming languages and computer testing. He will lack holistic development but the person

having communication skills will have clarity over different business concept and with his ability

to organize information and grasp different concepts will leads to better knowledge development

thereby leading to better information dissemination within the organization with high skill

development (Hamoud et al., 2016).

7.1 Perception on failure of implementation of knowledge management in a global

company

Knowledge management is based on fundamental aspects of valuable assets of the

organisation where experiences and learning of the team members help in generating value and

profitable outcome within the organisation. Free knowledge sharing and idea dissemination is
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not viewed ion global companies and therefore there are different challenges faced in

implementing effective knowledge management practices in high value globally recognized

organizations. Organizational leadership is the foundation for KM and the other enablers of KM

includes the culture, structure and policies that are maintained within the organisation. Processes,

management and information are the second stage of development that ensures that highly

effective strategies are incorporated through implementation of KM initiatives(North & Kumta.,

2018).

The KM implementation within an organisation occurs through different stages and failure of a

company occurs if the organisation is incapable of fulfilling the appropriate functions at each

stage thereby leading to operational disruptions.

Advocate and learn

The foremost stage of KM implementation deals with the foundation development KM of

with introduction of different type of KM plans within the company taking into account the type

of organization and the different sectors working in it. The human resource department along

with senior executives is responsible for enhancing learning with idea generation principles

within the organization. However, failure occurs at this stage if the company fails to coordinate

the desired KM supporters with realization of opportunities to be distributed among the team

members (Omotayo., 2015). The company is unable to implement if there are no enough

discussion and learning workshops regarding the importance of KM initiatives with focus on the

people and activities involved in KM implementation. The failure to find advocates of

knowledge with introduction of benefit through activity collaboration leads to incapability in KM

involvement within global companies.

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Strategy Development

This is an important step of KM implementation where there are different activities

involved taking into consideration recognition of all the assets that will generate value within the

organisation with focus on developing an appropriate framework of KM to design pilot projects

that will serve the broader objectives of the organisation through resource utilization. Failure at

this stage occurs in global companies if there is lack of exploratory group that is completely

created to enhance knowledge management with broader perception to develop high quality

outcomes. There are companies that do not address changes and are focused on current operation

practice. Lack of innovation capability does not let these companies explore new framework of

KM thereby leading to lower development (Schiller & Prpich., 2014). Knowledge sharing and

idea dissemination with focus on patents, new product development needs to be increased and

failure to address these important issues leads top strategic failure to maintain high-level

productivity in the global competitive environment. Lack of coordination of activities of

different sectors will lead to failure in developing the most relevant strategy for knowledge

management.

Designing and launching of KM initiatives:

The stage is associated with the designing and funding of the pilot projects after

identifying the most effective KM plan that can be incorporated within the organisation.

Communities are organized to practice that KM in small scale to replicate it in large operation

and therefore multiple perception development is necessary to provide insights on the application

of pilot projects. Failure occurs at this stage if the global company fails to harness the learning of

the initial two stages with effective idea capturing through organizational leadership. Success
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does not generate in pilot object of KM plans in large companies due to several reasons among

which one important aspect is arriving at consensus by each member and lack of training to

implement it in different sectors of the organisation. Resource allocation in an optimal manner

brings success at this stage with collaborative effort of a KM oversight group that provides

support to progress at this stage (Kianto, Vanhala, & Heilmann., 2016). Methodology

development is necessary which occurs through harnessing of communication and analytical

skills application of which occurs through active community participation that uses each

information to use in the pilot project with use of financial and human capital in a coordinated

manner.

Expansion and support

Knowledge management experiences are gained by the time global companies reach this

stage with launching of different pilot projects. However, failure to expand and support further

KM initiatives includes inactivity of different coordinated departments with lower productivity

in other operation through KM initiatives. This stage focuses on developing and promoting an

expansion strategy to initiate the growth of a KM system. Companies fail if there is no return on

investment with lack of future planning on implementation different strategies that will help in

expanding knowledge capabilities in an organisation (Botha, Kourie & Snyman., 2014). Pilot

selection criteria is an important part of the stage with application of technology and

comprehensive approach that helps in gaining support in senior management. Operational failure

with lack of development capabilities to promote and communicate the relevant KM strategies

leads to failure in the organisation. Failure occurs at this stage due to lack of skill development

and training of managers to connect the pilots to deliver high value results through initiation of
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broader projects of the organization. The comprehensive assessment of KM efforts at this stage

is necessary with focus on resource coordination between different sectors of the organisation.

Institutionalizing KM initiatives

Companies at this stage tends to integrate the operating business model with the with

deployment of different KM initiatives that help in redefining the strategies that re shaped by the

organization to fulfill the corporate objectives. Failure at this occurs in companies if the

executives and managers fail to adopt training of KM tools and methodologies (Raudberget, &

Bjursell, 2014). The methodological assessment of KM initiative is essential at this stage with

focus on development of KM support structure that can be used for long-term organizational

growth. Companies fail at this stage, as that is incapable in developing mechanism where KM

strategy can be realigned with the overall budget of the organisation to accommodate all the

requirements of the organisation. Competency development failure occurs at this stage if

activities are not consolidated according to the budget thereby leading to hindrances in gaining

operational efficiency.
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References

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solving: A distributed knowledge management perspective. International Journal of

Project Management, 32(8), 1371-1381.

Botha, A., Kourie, D., & Snyman, R. (2014). Coping with continuous change in the business

environment: Knowledge management and knowledge management technology. Elsevier.

Hamoud, M., Tarhini, A., Akour, M. A., & Al-Salti, Z. (2016). Developing the main knowledge

management process via social media in the IT organisations: a conceptual

perspective. International Journal of Business Administration, 7(5), 49-64.

Hamoud, M., Tarhini, A., Akour, M. A., & Al-Salti, Z. (2016). Developing the main knowledge

management process via social media in the IT organisations: a conceptual

perspective. International Journal of Business Administration, 7(5), 49-64.

Jansen, W. (2017). New business models for the knowledge economy. Routledge.

Kianto, A., Vanhala, M., & Heilmann, P. (2016). The impact of knowledge management on job

satisfaction. Journal of Knowledge Management, 20(4), 621-636.

McMillan, S. S., Kelly, F., Sav, A., Kendall, E., King, M. A., Whitty, J. A., & Wheeler, A. J.

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Mohapatra, S., Agrawal, A., & Satpathy, A. (2016). Designing knowledge management strategy.

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Springer, Cham.
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Nay, O. (2014). International organisations and the production of hegemonic knowledge: How

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North, K., & Kumta, G. (2018). Knowledge management: Value creation through organizational

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