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Tacit knowledge explicitation and migration

Author: QiJianJun From: www.yourpaper.net Posted: 2010-05-28 01:14:54 Read:
Abstract
This paper mainly talks about is suitable for enterprise internal and transfer of tacit knowledge of the enterprise culture, we will find a enterprises in-depth analysis of the existence of tacit knowledge, and then find the externalization of tacit knowledge and knowledge transfer barriers, through the analysis of the enterprises realize the importance of tacit knowledge and the important role of migration of internal knowledge for the development of enterprises, the main part of the thesis is to introduce how to create a conducive to the dominant and the transfer of tacit knowledge of the enterprise culture, focusing on what kind of corporate culture can help the explicit and tacit knowledge transfer.Based on this to solve the business problems.
Keywords tacit knowledge, explicit knowledge transfer knowledge enterprise culture of learning organization
A certain enterprise examples and problems
Shenzhen Wanda high-tech development company has several high-tech talent, they become the backbone of enterprise, as an important task of software development, more important is the tacit knowledge they have highly personal, the manager of the company also pay special attention to this a few talents.One day one of them Zhang Lin, suddenly to the manager to ask for a raise, the manager said that several of you salary and welfare is the best company, and the company's strength also can pay so much.This caused Zhang Lin and several high-tech personnel discontent, causing them to go-slow, due to a high degree of personal importance and their knowledge of the performance of the company continue to decline.
here simply introduce the corporate existence of tacit knowledge and knowledge of and migration barriers, as the company everyone has an independent office every day, in a separate space research and development, very little communication, lack of communication, leading to the formation of a closed culture atmosphere enterprise tacit knowledge, talents can not explicit and internal transfer environment, which led to the company are particularly dependent on a few high-tech talent, but also hinders the innovation of their knowledge.
Two implicit knowledge and explicit knowledge of the meaning, characteristics and important influence on the development of enterprises
Michael ? Polanyi knowledge can be divided into tacit knowledge and explicit knowledge.Usually in written text, diagrams and mathematical formula to express knowledge, known as the dominant knowledge.Contained in action is not the knowledge representation, called tacit knowledge.
Tacit knowledge is highly personal knowledge, has not the characteristics of standardization, so it is not easy to transfer to others; it deeply rooted constraint to itself and individual environment.Explicit knowledge is a kind of surface can perceive the presence of knowledge, and can be mastered by the mass and application, that is a kind of popular knowledge.
development can not be in today's society rely solely on the strength of the individual tacit knowledge, so highly personal, not conducive to the further development of enterprises and the society.When the tacit knowledge to be a highly personal, will find explicit and worthy of dominant organization or group, visible once the externalization of tacit knowledge will become a kind of team consciousness, a self-help culture atmosphere can form, migration that will form the internal knowledge, the height of the resources sharing and knowledge transfer can produce synergy cost advantage, can provide a shared resource with low cost.Knowledge transfer makes members of the organization to harsh environment recognition organization faces and make the correct response, and can quickly adapt to the environment change.Knowledge transfer can make the organization members get more, more complete information, which helps to make better, more accurate decision.Use of the organization members complementary knowledge, and through the exchange and collision of formation of the concept of tacit knowledge of their own, in this exchange and creation will continue to have new knowledge is generated, the enterprise staff awareness of innovation will be particularly strong, enterprise product innovation will everfount, consumers in the market can have more cheap goods, it is necessary for social development at present.
in the case of Wanda high-tech companies is due to the lack of an open corporate culture, makes the enterprise lack of internal communication, tacit knowledge cannot manifest a highly personalized, more can not be transferred in the enterprise internal digestion, is not conducive to the long-term development of enterprises, so we need to create a conducive to the internal cultural exchange communication and knowledge transfer and transformation of enterprises.
birth and culture connotation of enterprise culture management three
The enterprise culture theory was born in nineteen eighties of the United States of america.What is the meaning of this concept of time and space?Generally speaking, the theory of corporate culture is the United States of America surprised Japanese economic development 20 years, refined in-depth comparison and reflection of the management theory, management idea and management method.Japan after World War II, the resource shortage, the cost of the war is big, it is one disaster after another in japan.The sight of the world, the modernization of Japan in the short term is impossible.However, after twenty years of development, Japan has created a miracle, to become a world economic power.Prominent feature of Japanese corporate culture is: pay attention to the training of the staff of community awareness, shaping and cohesion and centripetal force, pay attention to establish the relationship between labor and management to establish harmonious, pay attention to the collectivism values.It has two distinct effects: first, training the staff's loyalty to their enterprises, to the enterprise be conscientious and do one's best dedication, on the whole social responsibility, this kind of culture is the essence of Japan's success.Second, form the coordination management mode, Japanese enterprise management system and job responsibility is very strict and orderly, but they are not constrained by the management system of the form, not rigid, they are not allowed to affect the coordinated work loss due to strict implementation of the system or too much emphasis on the responsibility, that is the crime.Visible to the importance of enterprise culture on enterprise development.Enterprise culture determines the level of human resource status, the enterprise culture affects the development level of human resource, show that a large amount of empirical materials, condensed enterprise talent is the most important factor is not in the material treatment, but in tissue culture, harmony is conducive to the growth of talent and cultural environment, can make people live a life of significance in tissue in.The enterprise culture is the key to economic growth, if the economy only to study people's economic activities in the physiological instinct and physical function, only the value of the transaction logic money-related, cultural reason and human factors and not to explore the economic activities, can not completely solve the inner impetus of economic development.
"Cultural management" is the soft management as a modern enterprise management mode of the central link in enterprise management.He starts from the psychological and behavioral characteristics, common emotion training organization common values and enterprise staff, form of organization culture; from the whole organization's existence and development point of view to study and absorb various management methods, the formation of a unified management style by Si Wenhua; cultivation and management culture promotion, conscious behavior of excitation workers and the inherent enthusiasm.Culture management and give full play to the cultural covering people's psychological, physiological, the status and historical role, the human-centered management idea fully displayed.It is a kind of independent self-care management mode.The individual independent scientific management mode have not been brought into full play, and cultural management mode gave personal autonomy with plenty of space.Cultural management is the management thought to it before discarding based on development, it does not deny the system of strict, scientific position of the authority and the means of measurement, but stressed that all elements of management, people-centered, takes culture as the commander.
Four how the culture in favor of tacit knowledge explicitation and migration
From the case we discover not hard, Wanda high-tech company staff is not a sense of community, not the company as a big family, pursues the individualism and collectivism, business leaders do not pay attention to the cultivation of their sense of community, shaping and cohesion and centripetal force, do not pay attention to the relationship between harmonious labor the lack of set, the collectivism values.Such enterprise culture makes the labor conflicts, contradictions backbone technical personnel and senior leadership continues to deepen, and because a few people closed their technical knowledge, sharing with colleagues, caused the company to rely on a few people, so that companies in the development process becomes more and more passive, restricted the development of the company.
So what kind of enterprise culture is helpful to tacit knowledge explicitation and migration?This is a common concern in the field of management problems, and it is relatively difficult problem.In the era of knowledge economy, it plays an irreplaceable role in developing knowledge of company of course, but the question arises, how to make the highly personal staff have explicit technical knowledge, and exchange migration in the enterprise, and then produce new technical knowledge?I felt the need of a soft power to help the enterprise to achieve the purpose, rather than relying on standardized management system, enterprise soft strength is immaterial elements relative to hard power. The hard power is essential to exist in a materialized form, is an objective measure of enterprises grow in size and strength, such as corporate facilities, capital, personnel, economic scale
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