Knowledge-based society

 Kita hidup dalam “knowledge society”

(Drucker 1968; Bell 1973; Toffler 1990)
 Lingkungan bisnis berubah dengan cepat
(market, product, technologies,
competitors, regulations and even society)
 Knowledge, innovation, competence,
learning adalah sumber daya penting untuk
mencapai “sustainable competitive
advantage”
 Knowledge Creation

 Raison d’être = to continuously

create knowledge
 Organisasi bukan hanya sebagai
“mesin pemroses” informasi
(knowledge), tetapi juga
“menciptakan” pengetahuan
melalui aksi dan interaksi
 Dynamic capability = to continuously
create “new” knowledge
 Model 2. Sumber daya, kompetensi & pengetahuan

(Barney, Wernerfelt)
RBV

KBV Organisational
Learning

evolusionisme (Nelson & Winter)

capabilities

Core-competence
Dynamic capabilities
(Hamel & Prahalad)
(Teece)
(Sumber : Kuliah Teori Organisasi, Paris 2002)
Model 3. Sumber daya, kompetensi & pengetahuan

Knowledge

Application Capacity Competence

Resources

competitiveness

(Sumber: Le Management des savoir, 1998)

 Model 4. Sumber daya & keunggulan kompetiti
resources

Capabilities
knowledge

Values Sustainable
Heterogeneity Rarity Competitive
Immitability advantage
Sustainability
Sifat Kompetensi

Competence
Ekplisit
Sulit ditranfer Dpt diajarkan
Tacit Dpt diartikulasikan
Tdk dpt diajarkan Dpt diobservasi lwt aksi
Tdk dpt diartikulasikan Simple
Tdk dpt diobservasi independen
Komplek
Elemen dari sistem
Dynamic process : organization creates,
maintains and exploits knowlege

Knowledge is created in the spiral that goes

through two seemingly antithetical concepts
such as order and chaos, micro and macro,
part and whole, mind and body, tacit and
explicit, self and other, deduction and
induction, and creativity and control
•Knowledge is dynamic since it is created in
social interactions amongst individuals and
organisations

•Knowledge is humanistic, as it is essentially

related to human action

• knowledge has the active and subjective

nature represented by such terms as
‘commitment’ and ‘belief’ that is deeply
rooted in individuals’ value systems
Explicit & Tacit Knowledge

Explicit knowledge can be expressed in

formal and systematic language and shared in
the form of data, scientific formulae,
specifications, manuals and such like

Tacit knowledge is deeply rooted in action,

procedures, routines, commitment, ideals,
values and emotions
SECI

• Socialisation : is the process of

converting new tacit knowledge through
shared experiences (from tacit to tacit)

2. Externatisation : is the process of

articulating tacit knowledge into explicit
knowledge. When tacit knowledge is
made explicit, knowledge is crystallised,
thus allowing it to be shared by others,
and it becomes the basis of new
knowledge (from tacit to explicit).
3. Combination : is the process of converting
explicit knowledge into more complex and
systematic sets of explicit knowledge (from
explicit to explicit).

4. Internalisation : is the process of embodying

explicit knowledge into tacit knowledge. Through
internalisation, explicit knowledge created is
shared throughout an organisation and
converted into tacit knowledge by individuals.
(from explicit to tacit)
• Knowledge created through the SECI process
can trigger a new spiral of knowledge creation,
expanding horizontally and vertically across
organisations.

• it is a dynamic process, starting at the

individual level and expanding as it moves
through communities of interaction that
transcend sectional, departmental, divisional
and even organisational boundaries

• knowledge is transferred beyond

organisational boundaries, and knowledge
from different organisations interacts to create
new knowledge.

• In knowledge creation, one trancends the

boundary between self and other, inside and
Ba is the context shared by
those who interacts with each
other, and through such
interactions, those who
participate in ba and the context
itself evolve through self-
transcendence to create
knowledge
Originating Ba : is defined by
individual and face-to-face
interactions. It is place where
individuals share experiences,
feeling, emotions and mental
models.

Dialoguing Ba : is defined by
collective and face-to-face
interactions. It is the place where
individuals’ mental models and
skills are shared, converted into
Systemising Ba : is defined by
collective and virtual interactions.
Mainly offers a context for the
combination of existing explicit
knowledge, as explicit knowledge
can be relatively easily
transmitted to a large number of
people in written form

Exercising Ba : is defined by
individual and virtual interactions.
It mainly offers a context for
internalisation
Experiential knowledge assets
Consist of the shared tacit knowledge that is
built through shared hands-on experience
amongst the members of the organisation, and
between the members of the organisation and
its customers, suppliers and affiliated firms.

Conceptual knowledge assets

Consist of explicit knowledge articulated
through images, symbols and language
Systematic knowledge assets
Consist of systematised and packaged explicit
knowledge, such as explicitly stated
technologies, product specification, manuals,
and documented and packaged information
about customers and suppliers.

Routine knowledge assets

Consist of the tacit knowledge that is
routinesed and embedded in the actions and
practices of the organisation
Knowledge creation centers on the building
of both tacit and explicit knowledge and,
more importanly, on the interchange
between thses two aspects of knowledge
through internalization and externalization

Organizational knowledge creation, as

distinct from individual knowledge creation,
takes place when all four modes of
knowledge creation are ‘organizationally’
managed to form a continual cycle.
Model Organisasinya?