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Strategies for Effective Leadership and Reward Structures in Knowledge Management

Effective Knowledge Management (KM) hinges on cultural change within organizations, necessitating a dedicated leader, typically the Chief Knowledge Officer (CKO). This leader must educate users and management, map existing knowledge, and create technology channels that integrate with business processes. A strong reward structure is essential, focusing on trust and cooperation, while recognizing and promoting employees’ contributions to KM. By breaking down barriers and ensuring a learning culture, organizations can derive significant competitive value from their KM initiatives.

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Strategies for Effective Leadership and Reward Structures in Knowledge Management

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  1. Chapter 14 Leadership and Reward Structures

  2. Culture Change successful KM takes culture change you have to gain the heart and the minds of the workers Knowledge Management

  3. KM leadership roles (CKO) • Educating user • Educating the management team • Mapping and de-fragmenting existing knowledge • begin with what already exists • Create the technology channels • integrating the business process with the technology enablers Knowledge Management

  4. KM leader’s job description (CKO) • Optimizing process design for KM : • design process for creating new knowledge • distributing existing knowledge • applying or reusing what is already known • Creating channels for leveraging untapped knowledge and competencies within the firm • Integrating KM : • embody KM into the routine task and activities of the firm employee Knowledge Management

  5. KM leader’s job description (CKO) • Breaking barriers: • break down technical, cultural, and workflow barrier in communication and knowledge exchange processes • making a strong case for KM investments • Watching the learning loop • ensure that the firm is learning from its past mistakes and failures • Creating financial and competitive value • build knowledge asset • Support IT Knowledge Management

  6. CKO Successful KM depend on CKO Knowledge Management

  7. Technical Organizational CKO responsibility Explicit Tacit COP Knowledge Management

  8. KM leader culture focus employee pool stable employee poolmobile Project Oriented software law business Functional Oriented service marketing Knowledge Management

  9. Reward structure • KM is 30% for technical part • KM is 70% for culture change • KM needs strong reward structure • Trust and cooperation is very important for KM system Knowledge Management

  10. Reward structure • Each employee must know why his or her opinion and contribution to the KM system counts • CKO must ensure that employees are given the time to contribute to it as a part of their jobs • CKO motivate employee to use and add value to the KM system • promotion system are designed to recognize those who do the best job of knowledge sharing • penalized those who don’t share knowledge • reward accumulation of skills in addition to performance Knowledge Management

  11. The end.

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