model shaping a process of knowledge management (KM) culture change is
suggested. It is aimed at providing effective KM of employees for obtaining
desired results in an organization. The essential requirements for obtaining KM
culture change are determined. The proposed model realizes these requirements.
Dynamics of the model are expressed by a change of its parameters. It is
adjusted to the dynamic process of KM culture change. Building the model
includes elaboration and integration of interconnected components. The “Result”
is a central component of the model. This component determines a desired
organizational goal and possible directions of its attainment. The “Confront”
component engenders constructive confrontation in an organization. For this
reason, the employees are prompted toward KM culture change with the purpose of
attaining the desired result. The “Assess” component realizes complex
assessments of employee proposals by management and peers. The proposals are
directed towards attaining the desired result in an organization. The “Reward”
component sets the order of assigning rewards to employees based on the assessments
of their proposals.
Cite this paper
M. Essawi and O. Tilchin, "A Model of Knowledge Management Culture Change," American Journal of Industrial and Business Management
, Vol. 3 No. 5, 2013, pp. 467-471. doi: 10.4236/ajibm.2013.35053
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