Knowledge Management Dimensions and Strategies

Dimensions of Knowledge Management

There are various dimensions to Knowledge Management, the most popular framework differentiate between “tacit” knowledge and “explicit” knowledge. Tacit knowledge is difficult to transfer to another person by means of writing it down or verbalizing it. He or she might not be aware that they have the knowledge to fulfil specific tasks. On the other hand, explicit knowledge is a knowledge that can be readily articulated, codified, accessed and verbalized. It can be easily transmitted to others. 

The critical element in any Knowledge Management system of an organization is to make sure that tacit knowledge is captured and turn it to explicit knowledge. However, we need to convert even explicit knowledge into information that has a meaningful and useful insight. After all, data alone is not useful and when data is transformed into information and codified as knowledge then it is useful.

Strategies of Knowledge Management

There are various strategies to capture knowledge; two of them include the “push” and the “pull” strategies. Firstly, it is clear that knowledge can be captured before, during, and after the processes activated. Hence, incentives need to be given to the employees for contributing to the knowledge base. The “push strategy” focuses on making employees contribute to the Knowledge Management system proactively, where individuals strive to contribute to the knowledge base without any persuasion. This approach is called the codification approach to Knowledge Management.

Another strategy is the “pull strategy”, where individuals who require knowledge make an explicit request to those who already possess the knowledge. In this scenario, the experts are called upon request and hence the knowledge seeker pulls the information instead of the expert pushing the information. This approach is called the personalization approach to Knowledge Management.

Motivations for Knowledge Management

There are several inspirations that push organizations to implement Knowledge Management systems. These days the Knowledge Management system has become mandatory for certification purposes as well as for competitive advantage. A Strong motivation for having a Knowledge Management system is that organizations need not reinvent the wheel, and following iterations of the same process can be done in a more productive and effective manner. Re-using knowledge leads to synergies between the various processes that help in solving intractable problems.

Apart from these important things, Knowledge Management helps organizations to manage the organizational main routes better as increased exchanges of information between various individuals’ resulting in greater connectivity and more network effects. In other words, Knowledge Management systems help in organizational learning and transformation. This is a direct and beneficial effect of Knowledge Management, which is motivating many companies to work on efficient Knowledge Management systems.

Integrating All the Thoughts

Having a Knowledge Management system is no longer a luxury or something which can be added later on. Indeed, the business is now characterized by companies that leverage human capital and knowledge capital. Hence, a Knowledge Management system is mandatory for any large organization. To conclude, this article has discussed the dimensions, strategies, and motivations that motivate a Knowledge Management system in organizations.

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