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The aim of this topic is to develop a model for knowledge synchronization in organizations. The research aim is further broken down into two research objectives that are handled during this topic. Examining and measuring the gap between a typical organization and a Learning Organization and the corresponding organization’s Subjective Knowledge and Knowledge Management Systems. Then to examine and create appropriate models and methods to synchronize organization’s Subjective Knowledge and Knowledge Management Systems. This research attempts knowledge synchronization in view of creation and maintenance of Learning Organizations. This study combines three broad areas in an organization: Learning Organizations, Intellectual Capital, and Knowledge Management Systems are all included in this topic.

This topic is interesting because it is using Knowledge Organization in a way that will show how they can combine and synchronize with a Learning Organization to produce a new system entirely. The fact that it combines three learning systems also makes it of great interest to someone in Knowledge Organization, as well as inspire curiosity as to how 3 systems in the same are of study can be utilized concurrently to create a new way of approaching information and education.

Connections in this article are in that this research proposes a new organizational epistemology in the context of the Subjective and Objective Knowledge. The organizational ontology consists of five hierarchical layers: observation, data, information, knowledge and wisdom. Wisdom and observations, being embodied, are subjective in nature and they are referred to as Subjective Knowledge throughout the thesis. Data, information and knowledge of an organization, being objective in nature, are contained in Information Systems or Knowledge Management Systems; and throughout the thesis they are referred to as Objective Knowledge. The significance of this research and its major contribution resides in the development and validation of a xvii-comprehensive model for Subjective - Objective Knowledge synchronization, with a view of creation and maintenance of Learning Organizations. In this way there are connections between psychology models, (the epistemological and ontological models in this case) and the engineering that then occurs in the management engineering.

Engineers and designers could use the fact that A web-based survey has been conducted to validate the proposed Knowledge Synchronization Model. The unit of analysis has been ‘an organization’ with Knowledge Management initiatives. Snowball sampling technique has been used to contact such organizations and five hundred and ten responses have been received. Four hundred and seventy responses have been considered for analysis. Responses have been classified into four clusters: Learning Organizations, whose Subjective Knowledge and Knowledge Management Systems have been in sync, Technology oriented organizations with high Knowledge Management Systems and relatively low Subjective Knowledge, People oriented organizations with high Subjective Knowledge and relatively low Knowledge Management Systems, and finally, the organizations with no Knowledge Management strategy. Regression analysis has been used to validate the hypotheses. This creates value and is a powerful methodology used by the researchers. This shows the questions that the researchers were interested in as well as their method.

The first organization has been the researchers were interested in they hypothesize as technology oriented and lacking organizational ‘Awareness’ and xviii ‘Systems Thinking’. They predicted A Community of Practice (CoP) and a knowledge portal have been suggested to the first organization for knowledge synchronization. The second prediction had been identified as people oriented and lacking ‘Personal Mastery’. A Community of Practice (CoP) and a knowledge base have been suggested to the second organization. This posed questions about the limitation posed by the sampling technique ‘snowball sampling’ is a significant limitation in this research. This research does not consider the effects of location and investor capital on the proposed model. The question here was whether it would limit the research to attempt to focus on it in this way.

The research methods used for this research were described in Chapter 2. However, briefly, the overall research framework aims to investigate the process of synchronizing Subjective Knowledge and Knowledge Management Systems in respective organizations. The prediction was that such knowledge synchronization will enable organizations to acquire the characteristics of a Learning Organization. This research study follows a constructivist philosophy with a combined inductive and deductive approach to facilitate the research’s focus on the aim. This research can be said to have adapted mixed methodologies to achieve the research aim. Thus, this research uses literature review and content analysis to create the Knowledge Synchronization Model (KSM). Subsequently, this research uses a web-based survey and action research study to validate the Knowledge Synchronization Model (KSM). Through these the research questions were attained as stated above.

To summarize the major findings were that, personal mastery can be instilled into an organization by developing employee Subjective Knowledge Externalization Systems can be used to help achieve this, which is where my field might enter into this research on a pragmatic level., Internalization Systems \ and Socialization Systems also were part of how this was achieved. Based on the above the following hypothesis is developed.

Hypothesis 5: ‘Personal mastery’ of Learning Organizations is strongly associated with employee Subjective Knowledge, Information Systems, Socialization Systems, Externalization Systems, and Internalization Systems. These were the major findings of the article.

Knowledge Organization, “Depends on the preface that similarly as people can’t draw on

the full capability of their brains, organizations are for the most part not ready to

completely use the knowledge that they have.” (my paper, p. 1). This article proved this and showed what other types of organizational combinations could come together for a fully executed Knowledge Organization to work and this makes it absolutely invaluable to preparation for my project.

Lakkaraju, S. K. (2008). Synchronizing subjective knowledge and knowledge management

systems in organizations (Order No. 10310338). (1950482396). Retrieved from http://login.ezproxy1.lib.asu.edu/login?url=https://search-proquest-com.ezproxy1.lib.asu.edu/docview/1950482396?accountid=4485