Knowledge maturing is a new perspective on know-ledge development at the workplace. It looks at howindividual activities and learning processes contributeto overall progress of the organization, its innovativenesand agility. It unveils barriers where this doesn’t happen.And it shows ways to overcome them.
KNOWLEDGE MATURING PHASE MODEL
Structuring and Describing KnowledgeMaturing
Knowledge maturing is based on the assumption thatlearning is an inherently social and collaborative activityin which individual learning processes are interdepen-dent and dynamically interlinked with each other: theoutput of one learning process is input to the next. If wehave a look at this phenomenon from a distance, we canobserve a knowledge ow across dierent interlinkedindividual learning processes. Knowledge becomes less
A new perspective on knowledge development in organizations
contextualized, more explicitly linked, easier to commu-nicate, in short: it matures. A closer look at this maturinghas led to the identiction of the following phases:
Ia. Expressing ideas (investigation).
New ideas are de-veloped by individuals in highly informal discussions orextensive search and retrieval activities. Knowledge issubjective, deeply embedded in the originator’s contextand the vocabulary used for communication might bevague and restricted to the originator.
Ib. Appropriating ideas (individuation)
. New ideas orresults are enriched, rened or otherwise contextualizedwith respect to their use are now appropriated by the in-dividual, i.e. personalised and contributions are markedso that an individual can benet from its future (re-)use.
II. Distributing in communities (community interac-tion).
This step is driven by social motives and focuseson the establishment of a shared understanding bet-ween members of the community. From the perspective
individualLEVEL OF INTERACTIONcommunityorganizational
a b u n d a n c e
Contact: Scientic Coordinator Andreas Schmidt, email@example.com - http://mature-ip.eu