Understanding Knowledge Sharing

Owned by Darlene Edgar
Nov 23, 2023
2 min read

Summary: "A Foundation for Understanding Knowledge Sharing" (Caruso, 2017)

  • Encouraging Communication and Knowledge Sharing:

    • Emphasis on fostering communication and knowledge sharing, involving the exchange of information, skills, and expertise.

  • Key Components for Knowledge Sharing:

    • Relies on organizational culture embracing knowledge sharing.

    • Involves informal workplace learning, performance support for learning promotion, and knowledge management for transforming informal learning into valuable knowledge.

  • Employee Knowledge Significance:

    • Employee knowledge is crucial for creating economic power and value.

    • Managing performance is vital for competitiveness and skill development.

  • Impact of Effective HR Strategy:

    • Effective HR strategy impacts organizational development, homogenization, competitive skill acquisition, cultural changes, career development, and conflict reduction.

  • Continuous Learning Culture:

    • Advocates for creating a culture of continuous learning for improved organizational performance.

  • Organizational Culture Definition:

    • Organizational culture comprises shared values, beliefs, and understanding, influencing decision-making and organizational activities.

  • Metaphors of Organizational Culture:

    • Alvesson identifies eight metaphors: exchange regulator, compass, social group, sacred cow, affect regulator, disorder, blinders, world closure.

  • Formal vs. Informal Learning:

    • Formal learning is institutionally sponsored, while informal learning occurs outside classrooms.

    • Informal learning is often self-directed, subconscious, and intentional.

  • Characteristics of Self-Directed Learning:

    • No formal educator, but may involve a resource person.

    • Intentional, conscious, and goal-setting.

    • At least seven hours, with more than half of motivation focused on knowledge and skill acquisition.

  • Recognition of Informal Learning:

    • Informal learning is considered intangible but needs recognition to be supported by organizations.

  • Types of Informal Workplace Learning:

    • Self-directed, incidental, and tacit knowledge.

    • Tacit knowledge is implicit, embedded in daily activities, and involves knowing "how" rather than "who," "what," and "why."

  • Challenges in Knowledge Sharing:

    • Employees may resist sharing knowledge due to concerns about job security (knowledge hoarding).

    • Performance support and knowledge management can mitigate this.

  • Promoting Informal Learning in the Workplace:

    • Design work areas and schedules to allow time for collegial integration and sharing.

    • Provide adequate technology access for timely information retrieval.

    • Management support and a learning-committed organizational culture are essential.

  • Role of Web 2.0:

    • Web 2.0, with user-generated content and improved usability, can be capitalized by organizations.

    • Examples include WebCam announcements, video emails, synchronous web conferencing, and screen casting.

  • Value of Informal Learning:

    • Informal learning should be given equal value, integrated into blended learning.

    • Human resource development professionals play a role in extracting and delivering individual knowledge to the organization.