Quote: "Edgar Schein, a leading researcher in this field, defined 'organizational culture' as comprising a number of features, including a shared 'pattern of basic assumptions'."
The relationship between an organization's culture and its knowledge management processes.
Organizational Culture: Refers to the shared values, beliefs, behaviors, and customs within an organization that shape its identity and distinguish it from others. Organizational culture influences employees' attitudes, behaviors, and decisions.
Knowledge Management: The process of creating, storing, sharing, and utilizing organizational knowledge to improve performance and achieve goals. Knowledge management involves developing strategies, processes, and systems for knowledge creation, capture, retention, sharing, and transfer.
Organizational Learning: Refers to the process by which organizations acquire new knowledge and skills that enable them to adapt to changing environments and improve performance.
Intellectual Capital: Includes knowledge, skills, experience, and other intangible assets that contribute to an organization's value and competitiveness. Intellectual capital can be categorized as human, structural, and relational.
Knowledge Creation: The process by which new knowledge is generated through activities such as research, experimentation, and innovation. Knowledge creation involves identifying opportunities for learning, encouraging creativity, and promoting a culture of continuous improvement.
Knowledge Capture: The process of gathering and recording knowledge that exists within an organization. Knowledge capture includes activities such as documenting best practices, creating knowledge repositories, and conducting interviews with experts.
Knowledge Retention: The process of preserving and protecting valuable knowledge within an organization. Knowledge retention involves activities such as archiving documents, training new employees, and creating succession plans.
Knowledge Sharing: The process of transmitting knowledge from one person or group to another. Knowledge sharing includes activities such as mentoring, training, and facilitating collaboration.
Knowledge Transfer: The process of moving knowledge from one part of an organization to another. Knowledge transfer involves activities such as job rotation, cross-functional teams, and communities of practice.
Knowledge Metrics: Tools and methods used to measure the value, effectiveness, and impact of knowledge management activities on organizational performance. Knowledge metrics can be used to track progress, identify areas for improvement, and make informed decisions about resource allocation.
Hierarchical Culture: A culture that values power and control, with a clear chain of command and centralized decision-making.
Clan Culture: A culture that values collaboration, teamwork, and loyalty. Leaders are seen as mentors and coaches, rather than bosses.
Market Culture: A culture that values competition and achievement. Leaders are goal-oriented and focus on results.
Adhocracy Culture: A culture that values innovation, creativity, and risk-taking. Leaders encourage experimentation and entrepreneurship.
Learning Culture: A culture that values continuous learning, development, and improvement. Leaders encourage employees to take risks and learn from failures.
Customer-focused Culture: A culture that values understanding and meeting customer needs. Leaders focus on aligning the company's goals with customer requirements.
Knowledge-Sharing Culture: A culture that values open communication and sharing of knowledge. Leaders provide resources and support to cultivate and disseminate knowledge across the organization.
Data-Driven Culture: A culture that values using data and analytics to guide decision-making. Leaders prioritize data collection and analysis to inform their strategies.
Innovation Culture: A culture that values new ideas and creative problem-solving. Leaders encourage experimentation and support brainstorming sessions to generate innovative solutions.
Community Culture: A culture that values a sense of belonging and shared purpose. Leaders aim to build a collaborative and inclusive culture where everyone feels connected and valued.
Quote: "Elliott Jaques first introduced the concept of culture in the organizational context in his 1951 book The Changing Culture of a Factory."
Quote: "The study concerned itself with the description, analysis, and development of corporate group behaviors."
Quote: "Ravasi and Schultz (2006) characterize organizational culture as a set of shared assumptions that guide behaviors."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge."
Quote: "In addition, organizational culture may affect how much employees identify with an organization."
Quote: "Schein (1992), Deal and Kennedy (2000), and Kotter (1992) advanced the idea that organizations often have very differing cultures as well as subcultures."
Quote: "Flamholtz and Randle (2011) suggest that one can view organizational culture as 'corporate personality'."
Quote: "They define it as consisting of the values, beliefs, and norms which influence the behavior of people as members of an organization."
Quote: "It may also be influenced by factors such as history, type of product, market, technology, strategy, type of employees, management style, and national culture."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge."
Quote: "Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits."
Quote: "Though Gallup finds that just 22% of U.S. employees feel connected to their organization's culture."
No specific quote provided.
Quote: "Ravasi and Schultz (2006) characterize organizational culture as a set of shared assumptions that guide behaviors."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge."
Quote: "Schein (1992), Deal and Kennedy (2000), and Kotter (1992) advanced the idea that organizations often have very differing cultures as well as subcultures."
Quote: "In addition, organizational culture may affect how much employees identify with an organization."
Quote: "Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits."
Quote: "Though Gallup finds that just 22% of U.S. employees feel connected to their organization's culture."