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Team-related factors influencing intra-team knowledge sharing in knowledge-intensive businesses

  • Authors: Van Greunen, Conrad
  • Date: 2021-12
  • Subjects: Knowledge management , Organizational behavior
  • Language: English
  • Type: Doctoral theses , text
  • Identifier: http://hdl.handle.net/10948/54630 , vital:46873
  • Description: In today’s knowledge-driven economy, knowledge is regarded as possibly the most important factor of production next to labour, land and capital. Knowledge is the lifeblood of a business and therefore crucial for its survival in today’s constantly changing and competitive economic environment. In fact, effective knowledge management holds many benefits for an organisation, such as increased productivity and enhanced business performance. Knowledge management is therefore key to ensure business success. In the knowledge management process, knowledge-sharing is typically recognised as the most important activity. Knowledge that is not shared, in particular tacit knowledge residing in the minds of individuals and accrued over time, loses its value. Notably, team knowledge-sharing is of utmost importance in that it enables a team to resolve practical issues more successfully, given that knowledge is shared among team members that hold various kinds of specialised and unique expertise. Organisations increasingly organise their specialised knowledge-intensive work around projects that consist of allocated members who cooperate on a regular basis to accomplish specific goals before a set deadline. However, without knowledge-sharing among team members, the diverse knowledge of various members cannot be optimally utilised to the benefit of the team and the organisation. Although it is well documented that knowledge-sharing among team members, in particular knowledge-intensive teams, may hold various advantages for teams and organisations in terms of their performance and competitive advantage, researchers also acknowledge that individuals are sometimes reluctant to share their knowledge. Moreover, there is a lack of empirical research on the team-related factors influencing intra-team knowledge-sharing, and a subsequent lack of guidance in terms of encouraging intra-team knowledge-sharing behaviour. Notably, the lack of current systematic, integrated research, that pay particular attention to the team-related factors influencing the knowledge-sharing behaviour within a team is problematic. This lack of research calls for further empirical research to better understand the teamrelated factors influencing intra-team knowledge-sharing behaviour in knowledgeintensive teams. As such, the main research objective of this study was to identify and empirically examine selected team-related factors influencing the intra-team knowledge-sharing behaviour of individual members participating in knowledgeintensive teams in knowledge-intensive businesses. Based on an extensive literature review, the following team-related factors influencing knowledge-sharing in a team context were identified and hypothesised to have a relationship with the dependent variable Intra-team knowledge-sharing behaviour. These factors, which also served as the independent variables in this study, are: Team development competition, Team hyper-competition, Team psychological safety, Perceived surface-level diversity, Perceived deep-level diversity, Team identification, Metacognitive cultural intelligence, Cognitive cultural intelligence, Motivational cultural intelligence, Behavioural cultural intelligence, Affective team commitment, Continuance team commitment and Normative team commitment. Following the construction of the proposed hypothesised model, the researcher proceeded to develop a research design that would be suitable to address the research questions. For the purpose of this study, a positivist research philosophy and deductive approach to theory building were adopted, which is in line with the quantitative nature of this study. In addition, a survey research strategy was used and the study was cross-sectional in nature. The measuring instrument, which was in the form of a self-administered online questionnaire, was subjected to a pilot study. Minor adjustments were made to the questionnaire before an electronic link to the final version, accompanied by a cover letter, was e-mailed to 8 496 potential respondents. These potential respondents, who were identified using a convenience sampling technique, were likely to participate in knowledge-intensive teams and be representative of the population. A total of 384 usable responses were received. Following the data collection, the data were analysed to examine the proposed relationships as depicted in the hypothesised model. To address possible multicollinearity concerns associated with different variables that belong to a shared category, such variables were first combined into a single hierarchical variable. Thereafter, a confirmatory factor analysis (CFA) was performed on each factor that confirmed the factor structures by using various goodness-of-fit indices. Subsequent to the CFAs, the validity and reliability of the measuring instrument was assessed. The reliability of the measuring instrument was evaluated using Cronbach’s alpha coefficients, while the assessment of validity involved calculations of the average variance extracted (AVE) estimates and squared correlations between constructs. Based on the results of the reliability and validity assessments, the hypothesised model was revised accordingly. The revised model included Team development competition, Team psychological safety, Cultural intelligence, Team commitment and Perceived deep-level diversity as the independent variables influencing Intra-team knowledge-sharing behaviour. Descriptive statistics and correlation results were presented on the constructs in the revised hypothesised model, while a structural equation modelling (SEM) analysis was the main statistical technique used to test the significance of the relationships between the dependent and the independent variables. The relationships between selected demographic variables and Intra-team knowledge-sharing behaviour were assessed by means of general linear modelling (GLM), a subset of SEM. In light of these analyses, it was concluded that Team psychological safety, Team development competition, Cultural intelligence and Age have a significant influence on Intra-team knowledge-sharing behaviour and could thus be seen as predictors or determinants thereof. Of all the significant relationships identified in this study, Team psychological safety had the strongest effect on Intra-team knowledge-sharing behaviour. One should, however, not lose sight of the impact that competition and cultural intelligence could have on the knowledge-sharing behaviour of individual members participating in knowledge-intensive teams. This study contributes to the body of knowledge-sharing research in general, but also to knowledge-sharing behaviour in a team context in particular. Besides the theoretical contributions, this study makes several practical recommendations to knowledgeintensive businesses on how to manage the team-related factors influencing the Intrateam knowledge-sharing behaviour of individual members participating in knowledgeintensive teams. These recommendations could possibly enhance the competitive advantage of knowledge-intensive businesses. , Thesis (PhD) -- Faculty of Business and Economic Sciences, 2021
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  • Date Issued: 2021-12

Essential employee knowledge management and re-skilling within the 4ir in the South African automotive industry towards 2030

  • Authors: Hufkie, Brian
  • Date: 2021-04
  • Subjects: Knowledge management , Technological innovations -- Economic aspects , Automobile industry and trade -- South Africa
  • Language: English
  • Type: Master's theses , text
  • Identifier: http://hdl.handle.net/10948/51556 , vital:43304
  • Description: It was the purpose of the study to gain an understanding of what Essential Employee Knowledge Management and Re-Skilling is needed in the South African Automotive Industry towards 2030 with regards to the Fourth Industrial Revolution (4IR). The reason for choosing the South African automotive industry was because the automotive industry is South Africa’s most important manufacturing sector. Nearly one-third of value adding within the domestic business sector is from the contribution, directly or indirectly, of vehicle assembly and automotive component manufacturing. According to Muro and Whiton (2017), advanced automation is already disrupting job futures across the globe and the 4IR technologies will contribute to further impacts upon the labour market, as many routine and rule-based jobs that typically involving low to medium skills become automated. Omarjee (2018), further states that the skills gap and structural unemployment are at an ever-increasing pace of change, which means organisations will face more structural unemployment challenges and which, therefore, amplifies the need for a significant amount of talent development, knowledge management, reskilling and up-skilling required in South Africa towards 4IR readiness. According to Statistics South Africa (Stats SA, 2018), South Africa’s skills challenges are because of complications of socio-economic and socio-historic factors. It is undisputed that 4IR requires a highly skilled workforce, and one which South Africa, regrettably, has been struggling to produce. The report further estimates that 30% of South African workers are unskilled, 46% are semiskilled workers and 24% are skilled workers. Therefore, skilling and reskilling of workers is important in preparing for the 4IR. The study undertook a focused environmental scan of recently published and pertinent articles in the public domain media. The aim, furthermore, was to use the environmental scan to contribute meaningful recommendations to all key stakeholders involved. The environmental scan looked at the macro environment and which included the social, technological, political, economic and the environmental factors influencing the South African automotive industry. Secondly, a qualitative case study approach was used to describe the true experiences of assembly workers and their immediate supervisors in a South African automotive plant. An interpretivism paradigm was applied in line with the case study research methodology. A semi-structured interview guide was developed to obtain primary data through the interviewing process and to test the dependent and independent variables. Using convenience sampling, interviews were set up with identified company related respondents, which included supervisors and blue-collar workers at a South African automotive company. The study results revealed that although some of the respondents did not know what 4IR was, there was agreement amongst those who knew what was involved and why 4IR should happen. The shared understanding was that 4IR involves vast amounts of data that assists in improving processes, systems and services. The study results also indicated that the implementation of automation, robotics and AI within the manufacturing industry had increased the fears of employees in terms of technology application is replacing their jobs. Some of the respondents also perceived a lack of transparency with regards to a structured approach towards a reskilling plan targeting the blue-collar workers’ readiness, in line with the 4IR within the automotive industry. Furthermore, what was clear was that reskilling, training and a retraining was needed within the orgainisation. Based on the overall study results, it appears that there is currently limited observed evidence about the current state of readiness of 4IR awareness and its adoption within a South African automotive industry entity. , Thesis (MA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
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  • Date Issued: 2021-04

Knowledge management practices in a regional economic bloc secretariat: a case of Southern African development community

  • Authors: Sikazwe, Dennis
  • Date: 2019
  • Subjects: Knowledge management
  • Language: English
  • Type: Thesis , Doctoral , PhD (Library and Information Science)
  • Identifier: http://hdl.handle.net/10353/11451 , vital:39073
  • Description: The effective application of appropriate Knowledge Management Practices (KMPs) is one of the innovative and creative ways for improving organisational work processes. Having been undertaken in a Regional Economic Bloc (REB) at the SADC Secretariat in Gaborone, Botswana, and at the SPGRC in Lusaka, Zambia, the study assesses KMPs among employees in these worksites. However, not all KMPs adopted can be appropriate. For example, studies show that the western epistemological perspective of knowledge that gives preference to leveraging explicit knowledge at the expense of tacit knowledge seems to be dominant in most organisations, just as evidenced in this study. This study was aimed at achieving to a limited extent exploratory and descriptive goal. The study was solidly grounded on the practice-based approach of knowing and learning in organisations, the OKC-SECI, and the dialogic Communication theories. It was aimed at assessing what, how and to what extent have KMPs utilized among REBs in the course of their day to day operations (SADC secretariat in particular). Using these theories, the study clearly shows how appropriate KMPs help improve secretariat’ work processes in any given REB secretariat’ everchanging work environment, and how it’s tested knowledge is stored, shared and applied as best practices. The study further assessed the conduciveness of the secretariat’s workplace environment in which such practices are carried out, and how appropriate the KM related ICTs available in that environment were. The theoretical underpinnings of the study were used to inform the selection of variables for the study. The approach of the study was firstly to understand what and how knowledge (both explicit and tacit) is generated, stored, shared and applied among the secretariat employees, and the focus was on the above theories. The study made use of the triangulated research approach to adequately capture and analyse both qualitative and quantitative data. By so doing, reliability and validity were enhanced. The copies of the questionnaire were administered to 138 employees of the catchment areas, and only 117 copies of the questionnaire were completed and returned for processing. From the returned copies of the questionnaire, 15 respondents whose responses vi appeared to have addressed the research questions were followed up for in-depth interviews. For qualitative data, the in-depth interviews were used together with the observation of the respondents’ behaviour, workplace environment and the appropriateness of the KM related ICTs available. Data obtained from the study were processed and analysed using SPSS for the quantitative data, while responses from the interviews and observations were sorted and coded. The process of comparing the processed quantitative and qualitative data resulted in the drawing of inferences that resolve the research problem. The study findings clearly show that the SADC secretariat was relatively good in the utilisation of appropriate KLPs; however, this was on average at a very low rate (32, 27.44%; Good), and mostly limited to the management of Information Resource Centres (47, 40.47%; Fair). This was followed by Explicit Knowledge Leveraging Practices (KLPs) (36, 30.75%; Good), while Tacit KLPs were rated the least with a (29, 25.20%; Bad) rating. The study findings further indicated that the conduciveness of the SADC secretariat workplace environment was on average fairly rated (61, 52.55%; Fair), with minimal opportunities for socialisation and collaborative work. The appropriateness of KM-related ICTs available at the secretariat was on average rated moderately at (41, 35.00%) Very good, though they were described as blind to the human, social and cultural aspects of KMPs. Finally, the study findings also revealed that the SADC secretariat was particularly rated bad (54, 45.87%) in finding possible KMP solutions, and was rated very good (51, 43.60%) in identifying the actual major challenges for managing KMPs. The use of a practice-based approach, OKC-SECI and Dialogic Communication theories to underpin the study were found suitable for investigating KMPs from a REB secretariat’s work processes context. The practice-based approach and the Dialogic Communication theory were particularly useful in addressing the issue of interaction, dialogue and sense-making in the workplace while the OKC-SECI theory helped understand knowledge conversion processes at the SADC secretariat. The findings of this study seem to propose that KMPs and KM, in general, can best be studied using a combination of methodologies because of the multi-disciplinary nature of the subject. The study, thus, proposes the “practice – theory – practice “knowledge creation and sharing workplace framework.
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  • Date Issued: 2019

The factors that influence knowledge management in an organisation

  • Authors: Mbotini, Bongani
  • Date: 2019
  • Subjects: Knowledge management , Intellectual capital -- Management Organizational learning
  • Language: English
  • Type: Thesis , Masters , MBA
  • Identifier: http://hdl.handle.net/10948/41515 , vital:36500
  • Description: Through an effective system of knowledge management, organisations can evaluate which factors play in important role in ensuring that knowledge is managed well within the organisation. It is believed there are several factors influencing knowledge management effectiveness, including knowledge sharing, commitment and trust, culture, motivation and incentives, mentoring, group work, training, storytelling and networking, etcetera and also, there are various models, and analytical tools that can be used to study the relationships between some key influential factors and the effectiveness of knowledge management. Based on previous research, this study aims to identify and evaluate the key factors that influence the effectiveness of knowledge management in an organisation. Purpose: Knowledge in an organisation tends to be a resource that gets less attention and only after it has been lost or neglected, does management take a look. At this stage it is normally too late to do anything that can assist the organisation. Drawing on dilemma and previous studies done, the aim of this study is to understand and evaluate the factors that influence the effectiveness of knowledge management in an organisation. Methodology: Based on a literature review, a mixed research model is initiated integrating demographics, employee morale, organisational performance, information sharing, knowledge management strategy and a communication gap as some of the factors that have an influence on effectiveness of knowledge management. The mixed model is tested in the study using questionnaires, interviews, observations and focus group discussions. The study was done using a statistical sample of 25 participants who participated in all the forms of the study, meaning they all did the questionnaires, interviews, observation and focus groups. The analysis of the feedback resulted in both qualitative and quantitative data, hence the study had to settle for a mixed method approach. Findings: The findings point towards the general drivers and barriers to knowledge management within the organisation. The significant drivers are: mentoring, networking, training, group work storytelling. The significant identified influencers to xi knowledge management are: employee morale, information sharing, communication gap and employee tenure. Originality: The study contributes to an understanding of factors that influence the effectiveness of knowledge management in an organisation. Keywords: Information sharing, Knowledge management, Communication gap, Employee morale, Organisational performance, Mentoring, Storytelling, Networking, Training.
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  • Date Issued: 2019

Building IKhwezi, a digital platform to capture everyday Indigenous Knowledge for improving educational outcomes in marginalised communities

  • Authors: Ntšekhe, Mathe V K
  • Date: 2018
  • Subjects: Information technology , Knowledge management , Traditional ecological knowledge , Pedagogical content knowledge , Traditional ecological knowledge -- Technological innovations , IKhwezi , ICT4D , Indigenous Technological Pedagogical Content Knowledge (I-TPACK) , Siyakhula Living Lab
  • Language: English
  • Type: text , Thesis , Doctoral , PhD
  • Identifier: http://hdl.handle.net/10962/62505 , vital:28200
  • Description: Aptly captured in the name, the broad mandate of Information and Communications Technologies for Development (ICT4D) is to facilitate the use of Information and Communication Technologies (ICTs) in society to support development. Education, as often stated, is the cornerstone for development, imparting knowledge for conceiving and realising development. In this thesis, we explore how everyday Indigenous Knowledge (IK) can be collected digitally, to enhance the educational outcomes of learners from marginalised backgrounds, by stimulating the production of teaching and learning materials that include the local imagery to have resonance with the learners. As part of the exploration, we reviewed a framework known as Technological Pedagogical Content Knowledge (TPACK), which spells out the different kinds of knowledge needed by teachers to teach effectively with ICTs. In this framework, IK is not present explicitly, but through the concept of context(s). Using Afrocentric and Pan-African scholarship, we argue that this logic is linked to colonialism and a critical decolonising pedagogy necessarily demands explication of IK: to make visible the cultures of the learners in the margins (e.g. Black rural learners). On the strength of this argument, we have proposed that TPACK be augumented to become Indigenous Technological Pedagogical Content Knowledge (I-TPACK). Through this augumentation, I-TPACK becomes an Afrocentric framework for a multicultural education in the digital era. The design of the digital platform for capturing IK relevant for formal education, was done in the Siyakhula Living Lab (SLL). The core idea of a Living Lab (LL) is that users must be understood in the context of their lived everyday reality. Further, they must be involved as co-creators in the design and innovation processes. On a methodological level, the LL environment allowed for the fusing together of multiple methods that can help to create a fitting solution. In this thesis, we followed an iterative user-centred methodology rooted in ethnography and phenomenology. Specifically, through long term conversations and interaction with teachers and ethnographic observations, we conceptualized a platform, IKhwezi, that facilitates the collection of context-sensitive content, collaboratively, and with cost and convenience in mind. We implemented this platform using MediaWiki, based on a number of considerations. From the ICT4D disciplinary point of view, a major consideration was being open to the possibility that other forms of innovation—and, not just ‘technovelty’ (i.e. technological/- technical innovation)—can provide a breakthrough or ingenious solution to the problem at hand. In a sense, we were reinforcing the growing sentiment within the discipline that technology is not the goal, but the means to foregrounding the commonality of the human experience in working towards development. Testing confirmed that there is some value in the platform. This is despite the challenges to onboard users, in pursuit of more content that could bolster the value of everyday IK in improving the educational outcomes of all learners.
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  • Date Issued: 2018

Effects of absorptive capacity and knowledge management on innovation capabilities in small, medium and micro enterprises (SMMEs)

  • Authors: Gwena, Courage
  • Date: 2018
  • Subjects: Absorptive capacity (Economics) , Knowledge management , Small business
  • Language: English
  • Type: Thesis , Masters , Business Management
  • Identifier: http://hdl.handle.net/10353/11839 , vital:39111
  • Description: Small Medium and Micro Enterprises (SMMEs) are increasingly becoming an influential factor behind economic growth. On the other hand, knowledge management is credited with being critical to the success of modern business enterprises. Consequently, researchers have a growing interest in understanding knowledge management and its effects on various phenomena within an enterprise. Although SMMEs are tipped to be major providers of employment, innovations and economic growth, it is important that they be investigated in light of factors that influence their sustainability and growth. Notably there is evident lack of research exploring the relationship among absorptive capacity, knowledge management and innovation capabilities from a South African perspective as many of the related studies are concentrated in the developed world. The purpose of the study was to investigate the effects of knowledge management on innovation capabilities in SMMEs with focus on the Buffalo City Metropolitan Municipality. South African SMMEs are experiencing worrying failure rates, whilst on the other hand; knowledge management is credited with organisational success. This trend has presented an opportunity to test how knowledge management affects South African SMMEs innovation capabilities. Above this, the increasing value being attached to SMMEs in solving problems, such as unemployment and trade imbalance have attracted interest as a subject of research. A quantitative research approach was followed in carrying out this study. Descriptive and inferential statistics were performed to answer the research questions of the study. The respondents (n=280) were SMMEs representatives for SMMEs operating in the Buffalo City Metropolitan Municipality. Findings of the study revealed that absorptive capacity exerts positive a effect on the innovative capabilities of SMMEs the same way knowledge acquisition and knowledge sharing were found to have positive statistically significant on the innovation capabilities of SMMEs. The findings also show that knowledge sharing and knowledge acquisition exerts a positive effect on SMMEs innovative capabilities. Findings from the study could assist various practitioners directly or indirectly involved in business development to develop strategies that improve SMMEs growth and sustainability. These practitioners include strategic management researchers, policy makers, SMME owners, managers, and lecturers.
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  • Date Issued: 2018

Knowledge practices and student access and success in General Chemistry at a Large South African University

  • Authors: Mtombeni, Thabile Nokuthula
  • Date: 2018
  • Subjects: Chemistry -- Study and teaching (Higher) -- South Africa , Knowledge management , Education, Higher -- Curricula -- South Africa , Critical realism , Social integration -- South Africa , Educational equalization -- South Africa
  • Language: English
  • Type: text , Thesis , Doctoral , PhD
  • Identifier: http://hdl.handle.net/10962/62873 , vital:28305
  • Description: This dissertation reports on an investigation into the structuring principles of the General Chemistry curriculum at a Large South African University (LSAU). Student learning in the introductory modules of General Chemistry is critical for access to a range of fields since it is a requisite course for a variety of degree programmes. However, there is ample evidence that success in this subject remains a major challenge, particularly for black students. My quest in this study was to explore how the curriculum could enable greater epistemic access and thus include more students in science programmes at the LSAU. I investigated the organising principles underlying the curriculum practices of the General Chemistry module and explored the effects of the curriculum structure on student learning. Theoretically and conceptually, the study was underpinned by a social realist approach which holds that knowledge is stratified, differentiated, and has real emergent properties, powers and effects. The research question that I attempted to answer in this study was: How do knowledge practices privileged in the General Chemistry curriculum at the LSAU enable or constrain student learning? I adopted an intensive research design approach to conduct a qualitative case study using social realism and LCT as theoretical and analytical lenses. I used empirical data such as curriculum documents and interviews with lecturers to uncover the underlying generative mechanisms of the curriculum. I adopted a multi-layered data analysis process to make visible the underlying organising principles informing knowledge practices in the curriculum so that I could explain their potential effects on student learning. The first level of analysis explored the context of the curriculum and associated knowledge practices, and examined the pedagogic discourse evident in the curriculum. The second level of analysis revealed the inner logic structuring the curriculum and the associated knowledge practices. I used Maton’s Legitimation Code Theory (LCT): Specialisation to identify the specialisation codes, gazes and insights generated by the curriculum. For the third level of analysis, LCT: Semantics was used to generate the semantic profiles of learning activities to determine the extent to which the curriculum structure made cumulative learning possible. From the findings, it is evident that the verticality of knowledge in General Chemistry points to a recontextualising principle that prescribes the selection and arrangement of knowledge, and the special relationship of actors and discourses. As a result, the strong framing of the instructional discourse of General Chemistry curriculum structure is likely to constrain epistemological access for large numbers of students. In order to improve epistemological access to the field, weaker framing of the instructional discourse in introductory science is necessary. Weaker framing of the General Chemistry curriculum would require, in particular, changes to pacing, and that the evaluative criteria are made explicit. This is especially necessary when certain abstract and complex curricular content is taught, especially in the first semester. The findings also indicate that the nature of the organising principles in the curriculum are significant for improving epistemological access to knowledge. In terms of LCT: Specialisation, the General Chemistry curriculum generated a knowledge code and downplayed differences among social categories of students, thus positioning all equally in relation to the knowledge and practices of the field. Therefore, the structuring of the curriculum emphasises and legitimates students who have attained specialist knowledge without considering the nature of the new student coming into the educational setting. Simply, what is privileged is both the object of study (theoretical knowledge) and how it is studied (procedural knowledge). This finding is in line with the general outcomes of Chemistry education. In addition, the purist insight generated by the curriculum further attests to where the emphasis is placed in the curriculum. I argue that the lack of social relations in the curriculum poses a challenge for the holistic development of students as science knowers. The analysis of the learning activities shows rapid code shifts that indicate changes in cognitive demand and modes of thinking required of students. I argue that signposting the changes in complexity of knowledge and in the mode of thinking required could make learning, and thus epistemological access, more possible. Given the imperative of access to powerful knowledge, I contend that the curriculum should be reshaped to enable epistemological access for more students.
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  • Date Issued: 2018

Non-government organizations’ adoption of knowledge management systems to enhance service delivery of projects in Grahamstown in the Makana region of the Eastern Cape Province, South Africa

  • Authors: Sherif, Nabiha Mohammed
  • Date: 2018
  • Subjects: Knowledge management , Organizational learning , Non-governmental organizations South Africa Makhanda , Human services South Africa Makhanda
  • Language: English
  • Type: text , Thesis , Masters , MCom
  • Identifier: http://hdl.handle.net/10962/61723 , vital:28052
  • Description: The object of this research is to enhance the performance of non-government organizations in the Makana region of the Eastern Cape Province of South Africa by the use of knowledge management practices and principles. Non-government organizations face several service delivery challenges that affect their performance. Knowledge management assists in enhancing performance by means of organizational learning. However, the adoption of knowledge management systems has been limited to the profit-making sector. This study includes an evaluation of the contributing factors influencing the adoption of knowledge management and the extent to which non-government organizations use knowledge management to promote organizational learning. An interpretivist, qualitative case study approach was used on five non-government organizations cases from the Makana region of the Eastern Cape Province of South Africa. A suitability profile sampling method was developed to select the non-government organization cases. The participants in the research include non-government organizations’ managers, employees and volunteers. Literature was explored to gain a better understanding of the research area. The research was initiated by an open-ended questionnaire to gather data from the participants, followed by a focus group to enrich the interpretation of the findings. The research proposes a framework to facilitate the adoption of knowledge management systems in non-government organizations. The findings of the research are intended to enhance the performance of non-government organizations projects by means of the use of knowledge management systems.
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  • Date Issued: 2018

Knowledge sharing practices amongst librarians in selected federal universities in South-Western Nigeria

  • Authors: Bolanle, Akanbi Hawwa
  • Date: 2017-11
  • Subjects: Knowledge management , Academic libraries
  • Language: English
  • Type: text
  • Identifier: http://hdl.handle.net/10353/25289 , vital:64139
  • Description: This study focused on Knowledge Sharing Practices Amongst Librarians in Selected Federal Universities in South-Western Nigerian. The southwest geopolitical zone chosen for this study is one of the largest geopolitical zones in Nigeria. The zone has six states with six Federal universities. Each of the states in south-west zone in Nigeria has one Federal University. The study was targeted at Librarians in each of the Federal Universities. These Librarians studied were from Obafemi Awolowo University (OAU) Ile Ife, Federal University of Technology (FUTA) Akure, University of Lagos (UNILAG) Akoka, Federal University of Oye Ekiti (FUOYE) Oye Ekiti, University of Ibadan (UI) Ibadan and Federal University of Agriculture Abeokuta (FUNAAB). The aforementioned universities are located in Osun State, Ondo State, Lagos State, Ekiti State, and Oyo State, respectively. Specifically, the objectives of this study were to determine the factors that affect the knowledge sharing practices amongst librarians in the south western Federal universities in Nigeria; to find out the perception of librarians on knowledge sharing in the Federal University libraries; to investigate the method of sharing knowledge and the effectiveness of such methods among academic librarians at the selected Universities in Nigeria; as well as to determine the extent to which librarians in Federal Universities encourage information exchange and the use of modern technologies. In order to achieve these, a multistage sampling technique was used. Purposive sampling technique was first used with the criteria that all the universities selected must be owned by Federal government; and only professional librarians in the respective university libraries participated. The Total enumerative technique was also used although not all professional librarians across the six federal universities were reached, owing to few limitations. However, 147 professional librarians across all six federal university libraries in south-western zone, Nigeria were randomly selected and eventually used for the purposes of this study. This study makes use of triangulation for data collection. In other words, the instruments used for all the data collected are Questionnaire, Interview and Focus Group Discussion. This was because the nature of data collected is a combination of qualitative and quantitative data. Questionnaires (147) were administered to librarians in all the federal universities with the aid of research assistants in each of the institution libraries. Descriptive and Inferential Statistics were used to analyse the data gathered with the aid of Statistical package for Social Sciences (SPSS) version 23. Subsequently, the Interview and Focus Group Discussion were organized after retrieving data gathered through questionnaires. Focus Group Discussion (FGD) was used to get some facts in line with the objectives of the study from librarians in the areas of study. This was done with the aid of a tape recorder, which was later transcribed and descriptively analyzed. Data gathered with the aid of interview and FGD were transcribed and interpreted. From all the instruments across the areas of study, it was found that the rate at which knowledge is shared through meetings and workshops is not encouraging as the findings showed that there was a very low response in this regard. The study concluded that there were several factors that affect knowledge sharing practices in the study site. Some of the key factors that influence knowledge sharing practices include: organizational structure, provision of incentives, Managerial practices, improved ICT, social relationship and training. This therefore suggests that organizational structure, provision of incentives, managerial practices, improved ICT, social relationship, training, trust, peer influence and perceived reciprocal benefit have a significant effect on knowledge sharing practices amongst librarians in South-western federal University libraries. It was found that there was a positive and significant effect of organizational structure on knowledge sharing practices amongst librarians. Results of the descriptive statistics on the perception of some librarians showed that librarians understood the concept of knowledge sharing as they agreed that knowledge possessed by an individual should be shared with another individual. In addition, on average, librarians supported the fact that knowledge sharing can bring innovation and creativity to library services. Although the findings were somehow consistent with previous studies, this study noted a number of contradictions and gaps that border on some of these factors. These are mode of sharing knowledge; particularly with respect to the availability of ICT facilities and their usage and the extent to which librarians in the study area share their knowledge which seems to be somehow not encouraging. Based on the findings, it was recommended that Organizational structures within each University library should be friendly and productive. Subsequently, No matter what, more is better than less. Librarians in all the six selected Southwestern university libraries should be motivated by giving them more incentives or rewards (both intrinsic and extrinsic rewards). In other words, there is a need for the management of the respective institutions to introduce additional incentives in order for their staff (librarians) to be fully motivated to increase their impetus to engage more in knowledge sharing practices. Despite the positive perception of librarians in the area of study, they still need to be motivated. , Thesis (PhD) -- Faculty of Social Sciences and Humanities, 2017
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  • Date Issued: 2017-11

An exploration of knowledge sharing as a means of improving municipal governance in selected Limpopo municipalities

  • Authors: Dikotla, Maoka Andries https://orcid.org/0000-0002-6699-6782
  • Date: 2016-08
  • Subjects: Knowledge management , Information services , Organizational learning
  • Language: English
  • Type: Doctoral theses , text
  • Identifier: http://hdl.handle.net/10353/24750 , vital:63548
  • Description: The aim of this study was to underscore the role of knowledge sharing in improving the municipal governance in the local government sector of South Africa. The objectives of the study were to find out the kind of knowledge management programmes which are in place in the municipalities of Limpopo Province; establish the extent to which municipalities in Limpopo encourage knowledge sharing for improvement of municipal governance; determine factors which affect knowledge sharing among employees of municipalities of Limpopo Province, and propose recommendations and strategies on how to optimally share knowledge in Limpopo municipalities. The nature of this study warranted the use of two research paradigms, namely positivist and interpretivist approaches. The study employed an integrated research method which covered both the qualitative and quantitative approach. In collecting data, data instruments were triangulated. In this regard, the researcher mostly used a questionnaire with little employment of interviews and observation. The researcher sampled 438 employees and 21 managers from the selected municipalities. Quantitative data was analysed using IBM Statistical Package for Social Science (SPSS) version 23. Qualitative data was analysed using thematic analysis. The major findings of the study are the following: poor knowledge management programmes in Limpopo municipalities, knowledge sharing among the employees and across the municipalities is not encouraged, knowledge sharing in Limpopo municipalities is affected by both individual and organisational barriers and under-utilisation of information communication technology tools to support knowledge management programmes and practices. Comparatively, the findings of this study to a large extent support what has been recorded in literature. However, the study contradicts a typical mind set of many people that “knowledge is power” and cannot be shared freely. The study recommended to Limpopo municipalities to develop Knowledge sharing strategies that need to be linked to municipal strategic plans; involvement of top management in knowledge management activities; development of knowledge-friendly culture and utilisation of information communication technology tools in support of knowledge sharing. Some recommendations for further study were also provided. Among others, the study recommended that a study on the use of incentive systems as a means of encouraging knowledge sharing be conducted in selected municipalities. This was because studies on the use of incentive systems for motivating knowledge sharing yielded contradictory findings in many organisations. , Thesis (PhD) -- Faculty of Social Sciences and Humanities, 2016
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  • Date Issued: 2016-08

Improving knowledge sharing at an automotive component manufacturer

  • Authors: Makanda, Ziphozihle Marius
  • Date: 2015
  • Subjects: Knowledge management , Organizational learning
  • Language: English
  • Type: Thesis , Masters , MBA
  • Identifier: http://hdl.handle.net/10948/6579 , vital:21118
  • Description: In this study the survey was conducted at an automotive component manufacturer to examine the theory about what influence knowledge sharing within an organisation. The evaluation would assist in improving knowledge sharing by indicating which strategies are appropriate for management to enhance knowledge sharing within the organisation. Organisations lose expertise and knowledge because of employee movements and old employees that have retired. The literature review was done as a guidance to test what influences employees to share their knowledge. Based on the survey and literature study that was conducted it was concluded that by making resources available, employee personality traits, giving employee recognition, encouraging better social environment within the organisation and job design that would make it easy for knowledge to flow amongst employees that will elevate knowledge sharing within the organisation. The conclusion and recommendation were formulated for management at the end of the study.
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  • Date Issued: 2015

Knowledge management strategies in engineering organisations

  • Authors: Makhaba, Thembile
  • Date: 2015
  • Subjects: Knowledge management , Organizational learning
  • Language: English
  • Type: Thesis , Masters , MBA
  • Identifier: http://hdl.handle.net/10948/3579 , vital:20444
  • Description: Engineering is believed to be one of the oldest professions and it is estimated that engineering existed 10 000 centuries B.C (Before Christ). Engineering plays an important role in making the environment safer, making daily lives more convenient and also contributes to countries’ economic developments. Engineering has advanced in such a way that it is difficult to survive without some kind of engineering these days. The same as engineering, knowledge management also dates back to biblical times just after creation. Knowledge management is not only applied in organisations, but also within communities, societies, and families. Engineering organisations rely the most on past discoveries and product information (knowledge) in order to solve engineering related problems. Due to globalisation of markets and products, shortage of skills and technological advancement, knowledge has become one of the main competitive factors of many organisations. Therefore engineering organisations need to have knowledge management strategies if they are to stay competitive. Different engineering organisations might have similar knowledge management strategies or different knowledge management strategies depending on organisational size, structure and culture and service offered or product offered. Against this background, this study sought to discover what knowledge management strategies are currently implemented in engineering organisations and recommend on strategies that can be implemented and how they can be implemented. The study is based on a review of literature on engineering, engineering organisations, knowledge and knowledge management and a structured questionnaire on knowledge management in engineering organisations. The population for the study was all engineering organisation employees and the engineering organisations in the Eastern Cape Province of South Africa were sampled for the survey.
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  • Date Issued: 2015

The management of knowledge workers for the benefit of an organisation

  • Authors: Javu, Thobela Terrence
  • Date: 2014
  • Subjects: Knowledge workers , Knowledge management , Intellectual capital
  • Language: English
  • Type: Thesis , Masters , MBA
  • Identifier: vital:8840 , http://hdl.handle.net/10948/d1020004
  • Description: The main research problem in this study was to identify strategies that could assist South Afrian companies in managing knowledge workers for their opt imal benefit . To achieve this goal, the following act ions were ta ken: Aliterature study was conducted to identify the best strategies that South African companies could use to manage knowledge workers for optimal benefit; Following the literature review interviews were concluded with key people in the human resource and recruitment industry to determine how a knowledge worker was defined in their organisations as well as to probe what management and human resources strategies were used to manage knowledge workers to their full potential; The interviews, in addition to the literature study, also served as a basis for a survey questionnaire, which was used to probe the views of knowledge workers to determine tools and strategies managers use to manage them. The empirical results from the study showed some concurrence with best strategies suggested from the theoret ical study. In essence, the study revealed that knowledge was well managed in the organisations where the study was conducted and that the knowledge workers were motivated and productive. However, it appeared that there was uncer tainty around the remuneration, rewards and recognition of these employees, which could ultimately reflect in less promising levels of commitment and lower levels of retention. The main findings were that: knowledge workers should be recognised for their good performance by providing financial incentives; knowledge workers should be provided with opportunities to continuously develop their competencies but be allowed to craft their own developmental experiences; knowledge workers should be empowered by delegat ing tasks to them that carry decision making responsibility and af fectinnovation; and Managers and knowledge workers should cont inuously have performance and organisational development discussions.
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  • Date Issued: 2014

The role of records management in the sustainability of small micro medium enterprises (SMMEs) in the Eastern Cape, South Africa: a study of Alice and Fort Beaufort

  • Authors: Ajibade, Patrick https://orcid.org/0000-0002-8608-8378
  • Date: 2014
  • Subjects: Knowledge management , Small business
  • Language: English
  • Type: Master's theses , text
  • Identifier: http://hdl.handle.net/10353/25259 , vital:64122
  • Description: The study sought to investigate the role of records management in the sustainability of the Small Micro, Medium enterprises (SMMEs) in the Eastern Cape Province of South Africa with focus on Alice and Fort Beaufort towns. The objectives of the study were to identify the types of records that are kept by SMMEs; evaluate the infrastructure for the SMMEs records management; determine the compliance of SMMEs with the existing RM legal and regulatory requirements; and identify the challenges related to SMMEs records practices. Twenty three (23) respondents from SMMEs were interviewed. Findings revealed all the respondents could not confirm adoption of any systemic way of records management to support business functions and operations. Majority of the SMMEs due to their inability to maintain records could not identify potential benefit of business RM with an exception of three SMMEs. The respondents were not aware of any compliance and regulatory framework most especially on business records management. The challenges facing SMMEs include; inability to capture/create maintain, preserve business records systematically in its lifecycle. The SMMEs lack needed training especially in records management to allow them the benefit of maintaining business records. It is recommended that SMMEs should acquire skill that would enable them manage their business records that may help improved decision making. There should be legislative and regulatory framework that ensures compliance. And assistance should be rendered to train SMMEs on basic RM skills that could improve their business operations. , Thesis (MLIS) -- Faculty of Social Sciences and Humanities, 2014
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  • Date Issued: 2014

Towards identifying how knowledge management concepts may be applied to enhance the tendering process in South African public sector institutions

  • Authors: Kasi, Sizukisa Bridget
  • Date: 2013
  • Subjects: Letting of contracts -- South Africa , Knowledge management , Public contracts -- South Africa , Transparency in government -- South Africa
  • Language: English
  • Type: Thesis , Masters , MSc
  • Identifier: vital:1150 , http://hdl.handle.net/10962/d1007741 , Letting of contracts -- South Africa , Knowledge management , Public contracts -- South Africa , Transparency in government -- South Africa
  • Description: The state of the Tendering Process in South African Government Institutions has become an area of concern in recent years with issues related to transparency, governance and rigid retrospective procedures being cited as impediments to efficiency. In tum, Knowledge Management (KM) and its ability to be applied to all types of organisations to increase efficiency has been popularised extensively. An analysis of KM literature suggested that the principles of KM may be used to increase efficiency and create competitive advantage. This study attempted to identify whether the benefits gained by other organisations through the application of Knowledge Management principles, could be applied to the Tendering Process in South African Government Institutions. The study sought to identify how Knowledge Value Chain by Wang and Ahmed (2005) may be leveraged to create an enhanced Tendering Process. The study then reviewed the Tendering Processes conducted in Australia, United States of America, Malaysia and South Africa and sought to identify the common steps in a tendering process in order to construct a standard tendering process. The Knowledge Value Chain was then applied to this process to create a standard tendering process enhanced by Knowledge Management Principles. The model was compared to the processes currently conducted in two Government institutions and two parastals. The findings indicated that the model is well suited for Government Organisations and would assist in the creation of greater transparency, however the practical implementation of the model is yet unlikely as the model suggest electronic access to information, and the process in South African Government Institutions is predominately paper-based.
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  • Date Issued: 2013

Critical factors for enabling knowledge sharing between government agencies within South Africa

  • Authors: Mannie, Avain
  • Date: 2012
  • Subjects: Administrative agencies , Knowledge management , Business intelligence
  • Language: English
  • Type: Thesis , Doctoral , DBA
  • Identifier: vital:8822 , http://hdl.handle.net/10948/d1019699
  • Description: Globally, organisations have recognised the strategic importance of knowledge management (KM) and are increasingly focusing their efforts on practices to foster the creation, sharing and integration of knowledge. Whilst most research in Knowledge Management (KM) has focused on the private sector, there is a breadth of potential applications of KM theory and practice for government agencies to adopt in search of resolving pertinent problems. The purpose of this study is to examine the factors that influence the effectiveness of knowledge management towards collaborative problem solving in government. What is missing is research-based evidence of the factors that influence the main factors for knowledge sharing across government agencies. Given this gap, the researcher addresses the research question: In government agencies mandated to resolve issues of crime, what are the key factors required which support and influence the collaborative sharing culture? Upon analysing the data, the researcher found the following key factors as being determinants on knowledge management: organisational culture, learning organisation, collaboration, subject matter experts and trust. The two factors – organisational culture and learning organisation were identified as the most significant factors which lay as the root or core for the ‘knowledge tree’. Once these roots are in place, the other factors will gain their significance on knowledge management. These findings serve to extend the findings of the existing literature within the government sector. This study is important because the findings provide government agencies with critically important information to guide their actions towards ensuring a knowledge sharing culture is embedded in government. Whilst the empirical findings do not focus on databases or information technology specifically, it is important to acknowledge the use of both technology and people. The main concern is with managing an organisation’s knowledge assets: creating, storing, protecting, disseminating and using mission-critical knowledge. When people need knowledge, is it the right knowledge and is it timely and easy to locate and access? Is this precious commodity updated as learning occurs and better ways of doing things are discovered? The awareness of the value of knowledge to a business, coupled with its leadership, acts as an integrator that improves cross- functional communication and cooperation. Shared knowledge not only makes for a more effective, efficient and agile organisation, but creates a common perspective and culture that produces a natural consistency of successful decisions and actions. The collaborative knowledge tree model proposed in this study uses the analogy of a tree when viewing South African government agencies as the branches of a collective tree (government). This ‘tree’ requires leaders and policy making to ‘dig deep’ into understanding the roots of the tree in order to ensure that the appropriate ‘seeds’ are planted such that the tree grows and is able to provide the necessary fruit required. Ultimately, as suggested by former President Thabo Mbeki (2012) in his address, the role of knowledge would thus be seen as a collaborative means towards the betterment of society.
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  • Date Issued: 2012

Knowledge retention strategies in selected Southern Africa public broadcasting corporations

  • Authors: Dewah, Peterson
  • Date: 2012
  • Subjects: Knowledge management , Intellectual capital -- Management , Employee retention , Broadcasting -- South Africa , Broadcasting -- Zimbabwe , Broadcasting -- Botswana
  • Language: English
  • Type: Thesis , Doctoral , PhD
  • Identifier: vital:11572 , http://hdl.handle.net/10353/438 , Knowledge management , Intellectual capital -- Management , Employee retention , Broadcasting -- South Africa , Broadcasting -- Zimbabwe , Broadcasting -- Botswana
  • Description: Knowledge is now regarded as the most important resource surpassing other resources like land and capital. It is a foregone conclusion that knowledge flows out of organizations through various ways such as resignations, retirement and death yet, it does not seem as if organizations are employing strategies to retain such a vital component of production and service delivery. This study investigated the knowledge retention strategies in three Southern Africa Development Community (SADC) public broadcasting organizations of the South African Broadcasting Corporation in South African (SABC), the Department of Broadcasting Services (DBS) in Botswana and the Zimbabwe Broadcasting Corporation (ZBC) in Zimbabwe. The aim of this study was to establish how knowledge is captured and retained at such organizations. The objectives of the study were; to find out the types of strategies the three broadcasting organizations employ to capture and retain knowledge; establish how the three broadcasting organizational cultures enable knowledge acquisition, transfer, sharing and retention; establish the role of ICTs as tools and enablers of knowledge retention, creation, transfer and sharing in the three broadcasting organizations; and to propose recommendations on the best strategies for retention of knowledge in the three public broadcasting organizations as well as suggest areas for further and future research. v The study used the survey method and employed the triangulation design for data gathering. Data were collected from three SADC public broadcasting organizations. The population sample comprised 240 professional staff including 38 managers from different sections of the broadcasting organizations. The researcher collected data by administering a questionnaire to staff, interviews with managers and observations. Documentary analysis was also conducted in order to supplement data and fill in gaps. The researcher was mainly interested in gathering data that would give a comprehensive picture about knowledge retention methods in broadcasting organizations. There were four main findings. First, knowledge management as a relatively new concept and practice has not yet been properly embraced in the public broadcasting organization system in order to capture and retain knowledge that is acquired and generated in the organizations. There are no measures put in place in the organizations to retain the knowledge to ensure that once those who hold vital tacit knowledge are gone, the knowledge may still be available and accessible. Second, the study established that the respective organizational cultures impede on organizational knowledge retention. The study established that there was no culture of knowledge sharing. It also emerged that employees were not free to share their knowledge because of government regulations, prevailing political contexts, mistrust and general lack of incentive to share knowledge. Third, the study established that the organizations have no strategies or systems in place to capture the experts‟ knowledge or the knowledge of experienced staff and vi those approaching retiring age. The Human Resources Departments hold exit interviews that cover issues purely to do with why the person is leaving the organization instead of recording the work experiences and expertise of the departing employees. Fourth, the study revealed that the public broadcasting organizations still lag behind in collaborative and communicative technologies that facilitate knowledge transfer and sharing of tacit knowledge but retention of knowledge generally. The study also found that, some of the organizations studied did not have internet connectivity and websites were not yet functional, which hampered acquisition and sharing of knowledge for retention purposes. The importance of this study is that it has made a contribution and provided literature on knowledge retention strategies for public broadcasting corporations as part of knowledge management practice. On the basis of these findings the study recommended the following: appointment of knowledge management officers, establishment of Communities of Practice, encouraging knowledge sharing between employees, introduction of joint programmes with other broadcasting organizations by managers and their supervision of mentoring programmes; organizations to facilitate acquisition of information and communication technologies that enable knowledge management
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  • Date Issued: 2012

A knowledge management framework for automotive component manufactures in the Eastern Cape

  • Authors: Lingham, Nathan
  • Date: 2011
  • Subjects: Knowledge management , Organisational learning , Automobile industry and trade -- South Africa
  • Language: English
  • Type: Thesis , Masters , MBA
  • Identifier: vital:8606 , http://hdl.handle.net/10948/1592 , Knowledge management , Organisational learning , Automobile industry and trade -- South Africa
  • Description: It is estimated that each direct job in the automotive industry supports at least 5 indirect jobs in the global community, resulting in more than 50 million jobs to the global auto industry (Ellis, 2006). In South Africa the automotive sector, as an employer, is widely viewed to be second only to mining. In the automotive industry globally, it is being discovered that knowledge, as opposed to “data” or “information”, is becoming harder to locate as a knowledge-bleed is occurring due to the phenomenon of the “brain drain”, retirement of experienced professionals, changing work behaviours among the younger generations and the general lack of infusion of new talent into the South African automotive industry over the past decade (Liebowitz, 1999). This realisation has spawned a growing interest in the concept of knowledge management (KM). KM is the development of tools, processes, systems, structures and cultures explicitly to improve the creation, sharing and use of knowledge critical for decision making. The effective use of KM helps organisations to improve the quality of their decision making and correspondingly to reduce costs and increase efficiency (Kinicki and Kreitner, 2008). Most automotive Original Equipment Manufacturers (OEMs) have made some attempt at KM initiatives, and these attempts have been well-documented. However, among the automotive component suppliers, limited evidence exists of attempts at KM (Piderit, 2007). No standard KM application framework could be established in the literature for industry practitioners in automotive component manufacturers within the Eastern Cape. The aim of this research study is therefore to develop a framework for the application of KM in automotive component manufacturers within the Eastern Cape. The research consisted of a study of the knowledge management literature and the subsequent development of a knowledge management framework and empirical evaluation of the framework in the automotive component supply industry of the Eastern Cape. In conclusion the report presents a knowledge management framework which converts a company assessment to recommended corrective actions to be implemented and also presents the author’s findings, conclusions and recommendations derived from the study.
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  • Date Issued: 2011

A model for sustainable operational excellence through knowledge management practices and continuous improvement principles

  • Authors: Beeken, Wilhelm Frederik Hartmann
  • Date: 2008
  • Subjects: Organizational effectiveness , Knowledge management
  • Language: English
  • Type: Thesis , Doctoral , DBA
  • Identifier: vital:8699 , http://hdl.handle.net/10948/1061 , Organizational effectiveness , Knowledge management
  • Description: Integrating Knowledge Management maturity with associated Continuous Improvement efforts in order to remain competitive, is absent in most Operational Excellence initiatives. Furthermore, the intertwined relationship of Continuous Improvement and work development becomes a crucial focus area for organisations that wish to establish a continuously evolving management system consisting of core values, methodologies and tools with the aim of creating more satisfied customers with less resources. The old industrial paradigm that focused on labour, capital, materials, and energy viewed technology and knowledge as external influences on production. This framework is now being challenged and a new trend is emerging. This trend seeks to transform the old industrial system to that of a knowledge-based which one can lead to innovation and hence economic advantage. Continuous Improvement as a concept has roots in many other fields, including social-technical system design, human relations progress and the discussion surrounding ‘lean manufacturing’. This study will focus on Continuous Improvement as a noun, referring to on the outcome of the process of a stream of emergent innovations. The primary objective of the study is to create a model that will present an organisation with a three-layer knowledge reference process grid, which will align and depict the surrounding business knowledge functions, knowledge-enabling processes and knowledge-manipulating processes aiming for enabling Operational Excellence. This study promotes the theory that the cognitive domain layer, functional domain layer and resources layer of an organisation can be increasingly stimulated by focusing effort through Continuous Improvement routines towards the associated inter-organisational knowledge processes sustaining Operational Excellence. The proposed model is structured to review, compare, evaluate and integrate existing Knowledge Management practices of ii an organisation within the context of clear definitions for important concepts of Knowledge Management. Additionally the model provides an assessment instrument for evaluating the organisation’s Knowledge Management maturity level. The study concerns itself with two concepts towards business value creation which will lead to increased Operational Excellence. Firstly, the maturity of Knowledge Management processes, and secondly the level of the organisation wide process of focused and continuous incremental improvement namely, Continuous Improvement. A case study with PriceWaterhouseCoopers was concluded and an on-line Internet survey was used with a stratified sample from knowledge workers to test the factors from both a Knowledge Management and Continuous Improvement perspective. These factors were verified by means of a hypotheses network, describing in a structured and descriptive way, the importance of Knowledge Management and Continuous Improvement collectively on sustainable Operational Excellence as an integral development of Operational Excellence. With respect to Knowledge Management practices, the hypothesis network proposed at least three domains, which of knowledge generation, knowledge mobilisation and knowledge application as important input to the proposed process grid of knowledge development and associated layer elements. From a Continuous Improvement principles perspective it is apparent that elements from Continuous Improvement routines and Continuous Improvement characteristics are associated with the organisation Continuous Improvement ability. These findings are also a result of the deliberate design of processes, tools, structures and environments with the intent to increase, renew, share or improve the use of knowledge represented in any of the three elements for structural, human and social of intellectual capital. The proposed model combines the framework of the Boyd cycle as it is conceptualized as self-assessment activities, for it becomes possible to use them as basis of a self-assessment with sense making navigational properties across iii the proposed knowledge process grid for the model. The model will facilitate the concept of a three-layer knowledge reference process grid, which represents the main components of the knowledge processes within the cognitive domain layer, functional layer and resources layer of an organisation. The proposed model will deliver a single value that co-exists with the Knowledge Management maturity level and Continuous Improvement readiness index rating attained. Logical relationships to dynamic, evolving and flexible enabling Knowledge Management practices for each layer of the proposed three-layer knowledge reference process grid will be integrated as output of the proposed model. The research has limitations as Knowledge Management practices were measured using a subjective norm scale. It is suggested that a more comprehensive measure of Knowledge Management maturity processes may be needed to represent this construct. The complexity of the proposed model and the number of associated variables included in the results need further confirmation using possible multiple samples and additional measures of Knowledge Management maturity and Continuous Improvement readiness elements. The benefit of the proposed model as a practical Operational Excellence tool is to overcome the perceived gap of implementing Knowledge Management practices and Continuous Improvement principles collectively to deliver and sustain Operational Excellence.
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  • Date Issued: 2008

Effective management of an information technology professional's career

  • Authors: Tedder, Derek
  • Date: 2005
  • Subjects: Information technology -- Vocational guidance , Information technology -- Management , Knowledge management , Career development , Computer Science -- Vocational guidance , System analysis -- Vocational guidance
  • Language: English
  • Type: Thesis , Masters , MCom
  • Identifier: vital:1148 , http://hdl.handle.net/10962/d1004543 , Information technology -- Vocational guidance , Information technology -- Management , Knowledge management , Career development , Computer Science -- Vocational guidance , System analysis -- Vocational guidance
  • Description: The human resource is constantly cited as an organisation's greatest asset. In a rapidly changing technological environment this is most applicable to the Information Technology (IT) function. Organisations are experiencing IT human resource problems such as low satisfaction, early plateauing, high turnover, burnout, limited advancement potential, nominal corporate commitment, supervisory aversion, poor organisational culture, and exceptional compensation. These problems are directly related to the IT professional's career. There is a lack of information and awareness surrounding IT careers to deal effectively with these problems. The research aims to create increased awareness of IT careers and the inherent problems through the development of a career management model. The research aims to identify the factors that influence IT careers, provide career management with a means to measure compatibility of the factors, and suggest solutions to incompatibility. The solving of this problem will be of mutual benefit to both organisations and individuals as they seek to better manage IT careers. After reviewing research literature relating to career anchors, IT job types, IT skills portfolios, and career dynamics a model for Effective IT Career Management (EITCM) has been constructed. The model represents the dynamic interactions between individual, organisational, and dependent factors. The model examines the compatibility of these interacting factors by measuring the levels of relevant career variables. The model suggests appropriate career management techniques to increase the compatibility of the interacting factors. An empirical study was designed and launched online to provide data that would confirm the seven Critical Success Factors (CSF) relating to the proposed model. The responses from the members of the Computer Society of South Africa (CSSA) allowed the seven hypotheses derived from the CSFs to be tested. The results of the empirical study were positive but required modification to five of the CSFs before they could be confirmed. The EITCM model was modified to reflect the improved CSFs. An awareness of career influencing factors combined with active career management is advantageous to both IT professionals and their organisations.
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  • Date Issued: 2005
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