CHAPTER 4

(Knowledge Culture)

Group 4

Content of the Presentation:I.

Culture Enablers.

II.

Maintaining the knowledge culture during change.

III.

Reviewing.

IV.

Implementing and maintaining the knowledge culture.

Faisal Bariyaly

What is Organizational culture?

The collective perceptions, beliefs attitudes, values, goals, and
practices that characterizes an institution, organization or group.

Knowledge Culture:The integrated pattern of human knowledge, belief, and behavior that
depends upon the capacity for learning and transmitting knowledge to
succeeding generations.

The key influences of

organizational Culture:

Nature of teamwork

Morale

Information flows

Individual involvement

Type & Quality of supervision

Quality of workplace interaction

leadership

Example:

A costly error which an employee makes, is the error

ignored, punished or reviewed to share learning and
insides? TATA Motors

Effective Knowledge Culture

Trust:Trust is the degree to which a person is willing to act on

the basis on another`s words, behavior or judgment.

Knowledge Culture Enablers:

Knowledge culture enablers are those tools and

strategies which enables, makes possible and makes the
transfer of knowledge easy and creates a knowledge
culture.

Enable?

To make possible, practical or easy

To cause to operate

Enabler?

One that enables others to achieve a desired end or goal.

Core Values

Structural
Support

Enacted Values

Knowledge Culture

Interaction with
colleagues

1)-Core Values:

Collaboration

Communication

Interaction

Innovation

Adoption

Learning orientation

Trust

Knowledge is valued

Knowledge should be shared

Example:

3M (shameless steal of knowledge)

The knowledge culture stands on tow basic principles:

Tolerance for mistake

Freedom for failure.

2)-Structural Support:

Organizational structure

Transparent decision making

Information access

Problem solving

Communication channels

HRM

Example:

A structural arrangement the reinforce knowledge chain

will limit the capacity to collaborate as bottlenecks will
accrue, enterprises that encourages knowledge hub and
networks through structural arrangement and
technological support will foster a stronger
collaborative culture.

3)-Enacted Values:

Models

Leaders

Opportunities to collaborate

Encouragement to collaborate

4)-Interaction with colleagues

Quality of Interaction

Focus of interaction

Mentorship

Team behavior

Co-worker interaction

(Maintaining knowledge culture during

change)
By:- Arpitha Ganesh

Meaning :
knowledge culture are
dynamic environment where change is
regularly encountered. New initiatives or
improvements can have a significant impact
on the knowledge community .

Change can be :
Planned or unplanned intervention
New technologies
Competition

Cultural development operates from a

number of principles :

Change can be slow .

It may require a number of different change agents to

contribute .

The process requires champions.

Adoption of change is detremined by how well

knowledge workers adopt these principles in their work
roles.

Knowledge culture need to develop across the spectrum

of organizational activities.

 The

close relationship between

system/process change and social/emotional
impacts need to be carefully monitored and
maintained.

SO,

(REVIEWING OF KNOWLEDGE CULTURE)

By:- PRIYANKA K.L

Meaning and definition:Since culture is prevailing norms, practices, belief, values etc..
Knowledge about these can be described as cultural
knowledge.
Cultural knowledge can be defined by the way it is acquired:
Objective or factual information is obtained through
communication , research and education.

Knowledge culture diagnostic

focus:

Organizational context

Key people

Knowledge philosophy

Knowledge definition

Knowledge sharing

Knowledge cohesion

Knowledge conflict

Diagnostic approach when

evaluating knowledge culture:-

(Implementing and maintaining the

knowledge culture)
By:- Sarala S.N

Implementing the knowledge

culture:

Advocacy and leadership are important elements of

knowledge culture, as people are asked to review their
existing values, work processes and strategies.

Communicating program
intensions and progress:

Regular communication reduces uncertainty and

increases understanding and learning.

It provides opportunities to share and discuss existing

values and expectations.

Pilot testing:

Pilot tests build expertise within the community and

enables them to identify solutions for problems.

Maintaining knowledge
culture:

A range of strategies can help maintain the knowledge

culture.

The socialisation of members,using both knowledge and

official knowledge leaders is an important strategy,as it
affirms the culture of the workplace immediately.

Happiness is when we share

knowledge