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APPROACH TO IMPROVE
ORGANIZATIONAL EFFECTIVENESS
Prepared by: Maysa I. Abdelghani 8121181 Supervisor: Dr. Samer Dhayyat Class: Organizational Theory
Data: a set of discrete, objective facts about events (Raw Material). Information: data endowed with relevance and purpose. Knowledge: A fluid mix of framed experience, values, contextual information, and expert insight that provide a framework for evaluating and incorporating new experiences and information.
Knowledge
Information mixed with experience & values
KNOWLEDGE CLASSIFICATIONS
First classification is based on the nature of knowledge: Tacit Knowledge: resides in the minds of people, acquired through a process of trial and error during practical experience Explicit Knowledge: formal information, acquired by formal study through some type of education process Explicit knowledge is much easier to convey and capture than tacit knowledge Second classification is based on the owner: Individual Knowledge: developed by individual employee Organizational Knowledge: developed and created within groups of individuals
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KNOWLEDGE MANAGEMENT
Knowledge Management (KM): is the discipline of enabling individuals, teams and entire organization to collectively and systemically capture, store, create, share and apply knowledge to better achieve their objectives KM practices concentrate on attempting to transform tacit knowledge into explicit knowledge According to Philosopher Michael Polanyi "we know more than we can tell" which may complicate the transformation process Knowledge Management strategies should not only be focused on technologies to collect, store, and share information, but also on mechanisms to sustain communities of practice wherein un-captured tacit knowledge may be shared
Knowledge Creation: is the continual and dynamic interaction between the different modes of creation through the internalization and externalization processes Socialization: the process of creating tacit knowledge from tacit knowledge.
Externalization: the conversion of tacit knowledge to explicit knowledge. Combination: the conversion of explicit knowledge to explicit knowledge. Internalization: the conversion from explicit to tacit.
ORGANIZATION EFFECTIVENESS
Effectiveness is difficult to measure in organizations but in its simplest definition its aims to attain the organizational goals. Assessment models for Organization Effectiveness (OE):
Goal approach: aims to identify an organizations output goals and assess how well the organization has attained those goals. Resource-Based approach: it assumes organizations must be successful in obtaining and managing valued resources in order to be effective. Internal process approach: its measured as internal organizational health and efficiency; employees are happy and satisfied, department activities integrate with one another to ensure high productivity with no consideration of external environment
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Internal Business Process Effectiveness criteria: How well do our work processes add value for customers and shareholders? Ex.: cost per order, order rate fulfillment
Learning & Growth Effectiveness criteria: How well are we learning, changing, and improving?
Ex.: employee retention, continuous process improvement
CONCLUSION
Literature Review indicates a positive relationship between adopting KM practices in order to improve OE KM practices secure the ability of the organization to continuously create new value through the processes of transforming tacit knowledge into explicit knowledge Having KM practices included through the human resource practices, will make employees familiar with the knowledge creation and transferring process, therefore, enhancing OE through enhancing their ability to share what they already know
CONCLUSION
In knowledge creation process, employees become capable of performing their daily work with the least effort needed, giving them more time to innovate, leading eventually to improvement in the value creation process in the organization and improves OE according to the technical approach Aligned KM practices with HR and Business strategy, leads to clear goals and objectives for employees, decreasing the ambiguity of their role in the organization. In accordance, providing the employees with feeling of satisfaction leading to loyalty to the organization, which is another part of the OE.
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THANK YOU
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