个人简历代写

美国论文代写:组织知识传播

美国论文代写:组织知识传播

组织的设计可能会影响分享和获取知识的效率和效果。一些研究人员和从业人员认为,在变化的背景下,某些方面会导致核心僵化,这大大限制了组织创造新知识的能力(Durand 2009)。有关文献表明,从事知识管理的组织必须在组织内部作出一定的安排,以增加知识的变化和创造。这种组织安排包括人力资源系统,信息处理过程和能力,组织文化和结构设计(Dixon 2010)。

美国论文代写:组织知识传播
其他一些研究人员则展示了与组织内外部知识传播和获取过程相关的跨界个人的意义。 Gupta和Govindrajan(2010)评估了知识共享和/或管理背景下海外和子公司之间的关系。评估表明激励措施对于组织内的个人进行有效的知识共享过程具有重要意义。 De Long和Fahey(2010)也证明,如果一个组织试图有效地使用,分享和创造知识,就需要有一定的组织文化。正如文献中所评论的,组织内部的安排范围从组织内更广泛的文化到边界跨越角色和个人层面的激励(De Long and Seemann 2010)。此外,有人认为,动态能力的方法在展示组织整合结构和过程的能力方面具有重要意义,这种结构和过程是获得竞争对手组织的创新和强大优势所必需的。

美国论文代写:组织知识传播

The design of an organization is likely to affect the efficiency and effectiveness of the sharing and acquisition of knowledge. Some researchers and practitioners argued that there are certain aspects which lead to core rigidity in the context of changes which significantly limit the capacity of an organization to create new knowledge (Durand 2009). The relevant literature demonstrates that the organizations engaged in the process of knowledge management must create certain arrangements within the organization to increase the change and creation of knowledge. This organizational arrangement is inclusive of the human resource systems, information – processing processes and capability, organizational culture, and structural design (Dixon 2010).

美国论文代写:组织知识传播
Some other researchers demonstrated the significance of the boundary – spanning individuals associated with the process of external knowledge dissemination and acquisition within an organization. Gupta and Govindrajan (2010) evaluated the relationship in between the overseas and parent subsidiaries in the context of knowledge – sharing and / or management. The evaluation demonstrated the significance of incentives outlined for the individuals within an organization to conduct an effective process of knowledge sharing. De Long and Fahey (2010) also demonstrated that there is a need of certain organizational culture if an organization is attempting to effectively and efficiently use, share, and create knowledge. The arrangements within an organization, as reviewed in the literature, thus ranges from the broader culture within an organization to the boundary – spanning roles and individual – level incentives (De Long and Seemann 2010). Moreover, it has been suggested that the approach of dynamic capability is significant in demonstrating the ability of an organization to integrate the structure and process which is necessary to attain innovative and strong advantage over the competitor organizations.