Knowledge Management: Organizational Learning and Knowledge
John Naisbitt: “We are drowning in information but starved for knowledge.” (Lewis, p. 4)
In today’s Information Age organizations are looking more and more towards the productive manipulation of information to succeed and stay competitive. Increases in technology give rise to an increased emphasis on the human aspects of the socio-technical system: a complex system where workers and technology interact together to achieve some common objective. Accomplishing business objectives involves better understanding and implementing of technical terms: data – raw facts without meaning; information – meaningful data; and knowledge – understanding gained through taking action based on information. Organizational learning works within the confines of this data-information-knowledge progression in increasing degrees to form knowledge. As organizational learning increases, it augments and refines organizational knowledge. Knowledge management (KM) provides a way for businesses to optimize organizational learning and organizational knowledge by helping them make better decisions and take more productive actions. KM is concerned with two areas in the facilitation of organizational learning and organizational knowledge: the management of information, and the management of people.
Organizational Learning
Organizations add to and refine their knowledge base through organizational learning. Argyris and Schon (1978) were two of the first pioneers to propose models for organizational learning. They described learning as organizations modifying their actions through the detection and correction of errors. Higher-level learning occurs if modified actions change, rather than maintain, underlying objectives and policies (Fiol & Lyles, 1985).
Organizational learning is an interactive social process of individuals who confirm or change their actions through either existing or modified frameworks. Learning corresponds to how much organizations maintain or modify actions based
In today’s Information Age organizations are looking more and more towards the productive manipulation of information to succeed and stay competitive. Increases in technology give rise to an increased emphasis on the human aspects of the socio-technical system: a complex system where workers and technology interact together to achieve some common objective. Accomplishing business objectives involves better understanding and implementing of technical terms: data – raw facts without meaning; information – meaningful data; and knowledge – understanding gained through taking action based on information. Organizational learning works within the confines of this data-information-knowledge progression in increasing degrees to form knowledge. As organizational learning increases, it augments and refines organizational knowledge. Knowledge management (KM) provides a way for businesses to optimize organizational learning and organizational knowledge by helping them make better decisions and take more productive actions. KM is concerned with two areas in the facilitation of organizational learning and organizational knowledge: the management of information, and the management of people.
Organizational Learning
Organizations add to and refine their knowledge base through organizational learning. Argyris and Schon (1978) were two of the first pioneers to propose models for organizational learning. They described learning as organizations modifying their actions through the detection and correction of errors. Higher-level learning occurs if modified actions change, rather than maintain, underlying objectives and policies (Fiol & Lyles, 1985).
Organizational learning is an interactive social process of individuals who confirm or change their actions through either existing or modified frameworks. Learning corresponds to how much organizations maintain or modify actions based
References: Argyris, C., & Schon, D.A. (1978). Organizational learning: A theory of action perspective. Balasubramanian, V. Organizational learning and information systems. Retrieved August 14, 2008 from: http://www.e-papyrus.com/personal/orglrn.html Fiol, C.M., & Lyles, M.A. (1985). “Organizational learning”. Academy of Management Review, 10/4: 803-813. Grant, R.M. (1996). “Toward a knowledge-based theory of the firm”. Strategic Management Journal 28/Winter Special Issue: 109-121. KM Forum Archives -- The Early Days: What is knowledge management. Retrieved August 18, 2007 from: http://www.km-forum.org/what_is.htm Retrieved August 18, 2007 from: http://www.wisdomquotes.com/cat_knowledge.html Polanyi, M Sveiby, K.E. The Library – FAQ’s – Sveiby Knowledge Management. Retrieved August 20, 2008 from: August 14, 2008 from: http://en.wikipedia.org/wiki/Organizational_learning Wikipedia 2 August 25, 2008 from: http://en.wikipedia.org/wiki/Socio-technical_systems Wilson, T.D Retrieved August 18, 2007 from: http://informationr.net/ir/8-1/paper144.html