Knowledge Management As An Idea Established A Few Years Ago (Term Paper Sample)

Knowledge Management
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Knowledge management
Knowledge management (KM) is an idea that was established a few years ago with the aim of improving the management of different organizations. According to Rubenstein-Montano et al. (2001), knowledge management (KM) is the practice that advocates for an interspersed approach to recognizing, capturing, assessing, recovering, and distribution of an organization’s learning assets. It involves how knowledge is utilized in an organization to meet its set objectives. KM has been applied in different institution worldwide in the improvement of the organization towards achieving set goals. KM is utilized within the organization and the stakeholders who are the partners, customers, employees and the suppliers of the organization. Dubai Electricity and Water Authority (DEWA) Company have incorporated the KM in their management. This paper will discuss in details how DEWA has integrated its management.
DEWA is a public service company in Dubai within the United Arab Emirates (UAE) which supplies the city of Dubai with electricity and water. The company was established in 1992 by the late Sheikh Rashid bin Saeed Al Maktoum. Initially, DEWA was operating independently as Dubai electric company and Dubai Water Company separately since it was established in 1959. In 1992, the late Sheik Rasheed issued a decree, and the two companies were joined to one big organization. DEWA has 9000 workers and serves more than 780,000 customers with satisfying services rating at 16% in 2016. The UAE represented by DEWA has been ranked first in the Middle East and North America and fourth globally for the fourth consecutive year for getting electricity (World Bank 2017 business report). DEWA Organization has enhanced the commercial growth of the Dubai city as well as the UAE. Currently, DEWA is enlarging its M-station as the largest power supply and desalination plant in the UAE (Alavi and Leidner, 2001).
KM in DEWA has brought many advantages and great value toward its development and the achievement of the set objectives. Implementation of KM has immensely benefited the employees in the company as well. Firstly, at an individual level, the employees can share their working experience at different places within the nation or the organization. Secondly, knowledge from various employees is shared among them, and they can know obtain information which is beneficial from each other. Finally, KM has assisted the employees to learn from each other’s mistakes thus improving their performance and skills in their specific areas. On the other hand, KM benefit the organization in efficiency, quality services offered, good productivity as well as better decision-making toward the operation of the organization. At the group level, these benefits have contributed towards profit growth and easy management of the organization (Hislop, 2013).
According to Hislop (2013), institutions witness sturdy developments in both the quality and value of their operations and contentment of the society by the proper implementation of KM. The DEWA Company has initiated KM in its organization through various ways. Firstly, DEWA has launched the use of expert locator. This is an approach that brings people together, process, content and new technology. The expert locator identifies experts across the organization, connects people and identifies staffs with specializes information required for specific projects. It helps the employees of DEWA to reach the experts quickly who will help them solve problems within an organization. Moreover, the expert locator makes the employees acquire extra knowledge required in operation of the specific task from different experts in their area of work. The initiative ensures that new and creative ideas are used in solving problems.
Secondly, employees are engaged in various training and meetings organized by the company that improves their skills and learn about emerging issues in their areas of specialization. Fortunately or unfortunately not all employees are capable of attending the training a few are chosen to represent the others. Consequently, after the training, they share the new knowledge with their colleagues and highlighting their understanding and use it in relevant areas in the job. The activity maximizes the benefits of learning and creates the culture of knowledge sharing within an organization (Hislop, 2013).
Thirdly, the establishment of learning centers in DEWA promotes the use KM. The knowledge centers have many different sources of knowledge which improve the understanding of the DEWA employees. The Books, magazines, articles, technical and non-technical materials are always availed in various DEWA learning centers. Libraries are as well available with knowledge sources in the different location of DEWA in the UAE. In addition, KM in DEWA launched the e-library. Employees can access the learning materials online from various locations all day long. International published information can be found through e-library. This improves the knowledge of the employees thus enhancing their skills of work and getting updated on the current information (Wang, Noe and Wang, 2014).
Finally, DEWA has a share-hour program that helps them manage their knowledge. It is a program done once in a month. Employee meets for one hour and discuss on a topic or a particular issue of their choice. This helps to get more understanding of their working skills and share knowledge and learn from each other. Intelligent capital is the value the association is having towards its employees’ knowledge as well as the information that grants the organization a competitive advantage in its services delivery. Intellectual capital is an asset in an organization. DEWA Company values the intellectual capital as it promotes the development of the enterprise. The company ensures that the employees are well trained on specific topics and acquire sufficient knowledge that will benefit them. They are provided with various sources of information through learning centers and e-libraries. Additionally, DEWA has developed a program in which the employees can access the experts who will provide them with knowledge in specific projects and areas in the job. Workers are enlightened on how to distribute the gained knowledge with one other thus learning from one another (Wang et al., 2014).
However, knowledge needed in an organization must be identified before providing it. Identification will be of importance and will help the company to know which particular area need to be supported with extra knowledge. The need for knowledge can be identified through poor performance of an organization. Moreover, complaints from the customers receiving the services from the company will show that the additional knowledge is necessary for the staff. During evaluation of the enterprise, there is a realization that the set objectives have not been met and it will alarm a need for knowledge. Weak relationship among the staff will as well show the need for knowledge (Hislop, 2013).
Knowledge management entails the creation of awareness in an organization. Knowledge formulation is a constant transfer, incorporation, and conversion of the diverse knowledge, as users train, associate and learns from one another (Nonaka’s SECI model). Knowledge creation is done through knowledge sharing, interaction, practice, and education. Knowledge production is as well guaranteed through accurate information as well as data that is used in decision-making in an institution. Knowledge is generated through a continuous communication between implicit and explicit knowledge. Explicit knowledge can be transmitted formally through precise language within an organization whereas tacit knowledge is personalized and hard to communicate seen through actions and involvement of people. DEWA applies both explicit and implicit knowledge through knowledge-sharing and determination of applying knowledge through action respectively. Moreover, the knowledge creation in an organization has promoted the efficiency of an organization (Hislop, 2013).
Additionally, knowledge sharing is an initiative of KM. It promotes unity among the employees and educating the employees themselves. Five different ways encourage knowledge sharing in an organization namely; mentoring, department verse individuals, trust, rewards and finally through the use of collaboration tools. When employees consult each other and have a discussion at times, they promote knowledge sharing in an organization. DEWA Company has a program called share-hour program which encourages knowledge sharing. Knowledge sharing is an initiative of KM will is implemented by DEWA Company hence promoting knowledge sharing in an organization. Groups meet their objective effectively through the application of knowledge sharing (Wang et al., 2014).
Nevertheless, knowledge application in organizations has a significant impact towards the achievement of set objective and easy management of an organization. According to Wang et al. (2014), knowledge utilization enhances staff productivity, quality product, and service, consistency in service delivery by using creative and knowledge-based assets. However, the implementation has challenges which can also be improved. Knowledge application entails different steps namely; establish knowledge management program objective, prepare for change, define the high-level process, determine and prioritize technology needs, assesses the current state, build a knowledge management implementation roadmap, implementation and finally measure and improve knowledge management program. Accurate adherence to the above steps will make learning application efficient.
Moreover, for continuous improvement and proper management of an o...