Influence of Organizational Culture on Knowledge Sharing, Essay Example

Introduction

Organizations are established groups that follow a systematic pattern of existence. (Rollett, 2003, 34). Organizations depend on a hierarchy of systematic operations that basically involve the conditional function of different individuals as well as agencies connected with the group (Handzic, 2004, 34). Relatively, the connection that each of these elements have between each other is the source of the organization’s identity. In a way, this identity is empowered by the existence of a culture that serves as glue between all of the members of the organization(Hasanali, 2002, 76). To establish an organizational culture though, there are different elemental factors that need to be considered. In the discussion that follows, a consideration over these factors shall be presented hence creating an understanding as to how organizational culture itself influences the process of knowledge sharing in a group.

First to note in defining organizational culture is the importance of organizational structure. Organizational structure is the general framework which is hierarchical and is the basis of an organization’s arrangement of communication and authority levels. In addition, it defines the extent to which responsibility, authority and roles available undergo control, and maximum assignment. This emphasizes the information flow in the degree of operation in an organization (Alavi & Tiwana, 2002, 130). In addition, it can imply the manner to which firm arranges its task and individuals in order to perfect its chores and hence meeting the set goals. It is clear that small work force enhances face-to-face communication since formal structure may be not necessary. This calls for good decision making which at the end affects the structure of the organization. In some complex organization, responsibilities are in distribution so the employees tent to know and get responsibility in a rightful way. A structure that is known to be good in any organization depends on several factors which include revenue, size of the employee, facility dispersion that fits the business range-this is the degree that diversifies markets (O’Dell, et al, 1998, 43). Structures vary in that; this gives a wide scope for the different organization to make a different choice that fits particular management skills. Some of the patterns are those in the twentieth century, the vertical arrangement and last the traditional (McDermott, et al, 1999, 87).

Understanding the Establishment of a Culture

Culture per se is defined as the process of living that humans get accustomed to through time. In a way, it is considered to be a pattern of lifestyle that individuals tend to follow as a sign of oneness with the community or organization they belong to. A well established culture is basically deemed to be a system of operation that is embraced by a group of individuals as they accept being part of a group and thus are willing to be identified alongside that particular organization. In business organizations, the situation is the same (Park, et al, 2004, 32). It is essential that a business organization entail to provide a pattern of culture that would identify alongside their understandable status in the industry. Enforcing their people to work on that culture and be identified alongside it is a course that would help them keep an edge against the organizations that they are in competition with within the industry (Stankosky, 2005, 23). This particular aspect of human connection is also essential in establishing a workable system of knowledge management which is a vital operation in every organization.

On the other end, knowledge management is the process by which an organization utilizes a system of hierarchical process that would dictate the flow of information from one source towards the receiver and from that particular receiver towards another. This creates a chain of information that is supposed to mark the process of development that the organization is expected to embrace. Most often than not, organizations intend to use different systems as well as tools to make sure that they are able to mandate the proper passing of knowledge from one hierarchical position to another. One aspect that most organizations use today is technology. To pass on knowledge, there is a need to communicate (Dixon, 2000, 99). In the past, communication, although the most vital part of establishing organizational camaraderie is given lesser concern as organizational administrators do not completely understand its vitality yet. Nevertheless, at the turn of the 21^st century, it has been strongly imposed that communication be considered as the backbone of every organization’s extensive course of progression (Fullan, 2001, 76). It has been further realized that its effect on organizational development is rather more concentrated on how people connect between each other and how that connection works to establish a team-based operation that entails to create a more defined path from which the team members are going to depend upon. Knowledge management basically creates a form of learning on a team and individual level at the same time (Handzic, 2004, 31).This way, the team gains extensive knowledge of the job that that they are supposed to take. On the other end, each individual also gains an understanding on how they are to create a well manifested condition that makes it easier for them to engage in adjustment for the changes that they are expected to survive as part of the team. It is insisted that knowledge empowers the entire organization. Every bit of understanding that a group incurs from the individual researches considered affects the function of the entire organization in the industry that they are enjoined with. Considerably, with this indication of knowledgeable growth every member of the organization becomes aware of what the real focus of the progress is hence are empowered to make adjustments on themselves to make sure they function alongside the said developments. In a way, the data [or the information] becomes the source of understanding that proceeds into being interpreted by individuals, by groups and the entire organization as a whole. From this point, working together as a whole team towards a single goal becomes an easy stride that the members are to take. Proper understanding of a particular organizational system that they are supposed to respond to specifically creates a responsive condition that improves the environment of the entire organization; making progress an easy condition to embrace. There are issues to consider when implementing knowledge management systems though. One big disadvantage about the knowledge management is that it is difficult to monitor how work progresses. The two things managers should put to consideration while dealing with the system includes process measuring and outcome measures. Process measuring is the approach by which organization try to evaluate the system of operation that the group takes into consideration through assessing each aspect that the conditional situations present (Prusak. 2008, 91). Most likely, this measuring process is completed alongside the outcome measure connectively. Outcome measure usually relies on the objectives those in normal circumstances that bring to consideration through good managerial skills. These bring into existence the productivity in its increase and time round that is abet faster (Hariharan& Cellular, 2005, p.45). The nature of the knowledge of the system management gives series to a well measure of work. It entails the measurement of the workers’ pedigree of executing their mandate. However, the system taps into a database for later analysis after a while. This is enabling the assistance of the peer capabilities, which in turn put the designs in the bank. When employees are working, it enhances the detection and so the accessibility of the goal is reaching its point.

If organization structure is put into consideration, the effort in the working individuals will tend to increase because systems will automatically capture the lazy ones in the database. This makes easy the elimination of such employees (Al-Hawamdeh, 2003, p.120). The organization of any given firm is essential in that it provides skillful individuals. These individuals will in turn benefit the firm in numerous ways. Again, the same produces good management skills that will guide the managerial team to implement its structure hence ensuring smooth running of the firm (Chin, 2005). The barriers that bring about the knowledge management skills should be put into instinct at all cost to improve the system of an organization. In order to foster cooperation within the entire community, communication is of great necessity. It is pertinent to note that the survival of the firm as well as economic development require knowledge management and communication (Rollett, 2003, p.400). A goal can be achieved by considering the above aspects accordingly. It is essential to realize that the system of the organization poses technicalities; therefore, substantial supervision is necessary.

The Correlation between Knowledge and Culture

As mentioned earlier, culture is the identifiable system of living that an organization specifically depends on. For any particular entity to operate in the society, culture becomes the defining factor that makes it easier for the people [not belonging to that organization] to actually pinpoint what group they belong to (McDermott, 1999, 87). Basically, an established organizational culture affects how each individual sees each other, how they treat one another and how they deal with particular challenges that arise between them (Fullan, 2001, 45). When it comes to changes, culture plays a great role in reestablishing camaraderie among the members of the organization. When it comes to refining the flow of information between members so as to impose changes alongside the need to create a bond that keeps the organization together amidst adjustments, culture plays a vital role. Relatively, an organization that has been guided by its administrators to specifically function as one is able to comprehend to changes in unity.

The culture of progress that is imposed through the everyday operations of the organization constitutes a setting point that conditions the ground point from where the attention of the members shall be focused upon. When the culture of progress is set, an organization becomes fully settled on what is to come ahead and not on what pressures they are likely to face alongside the changes that are to be implemented. In this case, the environment of the organization need not change even in the middle of such operations of adjustments.

Managers and supervisors play a great role in establishing such a culture. Managers should be able to note how the two knowledge components are supposed to be given attention to. One is that of the people factor whereas the managers are supposed to evaluate both their strengths and their weaknesses and measure such matters in reference to how they are likely to react to uncanny situations that involve change. It is from the observation of this particular aspect that managers and supervisors become aware on the practical process by which their people could be better motivated. Providing them with the core ground from which they could work on especially considering the vision and mission of the organization and making them realize that they are a vital part of the group could enhance the condition by which they accept the changes and work upon the adjustments themselves. Having dedicated supervisors creates a more workable source of development that any organization could largely depend upon. It could be analyzed that it is through this that the conventional ways of learning as an organization becomes a key source of group-based-strength that equips the entire operation of the business towards successful outcomes in the end.

Another factor considered is that of the process, whereas knowledge management comes in as one of the most important keys to improving developmental procedures that the organization is supposed to embrace. Considerably, culture of the organization established alongside the desire of creating a more workable environment to establish the process of change makes it easier for the members to personally see how the adjustments could benefit them as individuals. In the same manner, technology is used as the tool that further improves the process hence creating a more effective approach in defining the culture of the organization that is directly defined by their desire for knowledge and progress (Prusak, et al, 2008, 78).

Conclusion

Relatively, as seen from the discussion and presentation shown in this research, organizational culture is indeed a vital aspect of progress. The way an organizational culture sets the level of stability of the entire organization creates an essential key that is needed in defining the process by which an organization copes with the need of establishing workable source of development. Personnel attitude is of course a definite factor that affects the performance of the entire organization as a single unit in the industry that it is enjoined with. Presumably, people respond to challenges according to their behavioral bearing. Through the help of the administrators, acquiring such stability on the part of the personnel makes it easier for changes to be implemented as part of the organization’s progressive path.

In this case, it is then important to intently consider the mindset of the workers towards growth hence creating in them a desire to learn more and accept challenges as they come along. This does help them create a bridge between pressure and challenge that makes it easier for them to see the changes as primary opportunities for themselves to improve as members of the organization (Hasanali, 2002, 54). Through considering all the factors that may affect the organization during adjustment points, culture does affect the process by which administrators handle knowledge management. Basically, what is constituted as the driving point of development defines the condition from which each individual is empowered to work alongside the goal of the entire organization hence making it easier for the team to acquire the goal that they hope to fulfill. This then indicates that through the small steps of one, a whole unit becomes victorious and successful in facing organizational changes. The practical and effective utilization of knowledge management in business organizations instantiates the effective direction that the members of an organization receive which is later on utilized for considerable operation of the organization as a whole. The collaborative utilization of knowledge management and organizational culture in establishing a good sense of group-based management is expected to create definite changes of development.

References

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