The document discusses knowledge management and organizational orientation. It describes the four pillars of knowledge as competence, commitment, experience/interpretation/context, and data/information. It outlines three components of a knowledge system: create, apply, share. There are two basic knowledge forms - explicit/tacit knowledge. The goal of knowledge management is to create value and competitive advantage by developing intellectual capital through experience and learning.

1. A Presentation
On
Knowledge Management &
Organizational Orientation
Himanshu Dutt
Ph. D Scholar
Centre for Management Studies,
Jamia Millia Islamia, New Delhi

2. 4 Pillars of Knowledge
Intellectualness
= Competence
+
Commitment
Experience,
Interpretation & KNOWLEDGE Learning
Context
Data & Information
(in action)
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3. 3 Components of Knowledge
System
CREATE Re-create
APPLY
SHARE
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4. 2 Basic Knowledge Forms
Process
EXPLICIT/ embodied in language,
TACIT/ embedded in routine
tools, & rules
(interactive knowledge)
(integrated knowledge)
Object
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5. 1 Knowledge Objective
Value!
Source of
Competitive
Advantage
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6. Integrating into Definition:
Defining Knowledge Management
KM is an assimilated mix of
Intellectualness developed through
Experience, Learning & its
Interpretation in/to some Context that
uses Data & Information to derive
customer/business Value to yield
Competitive Advantage.
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7. A Simple Organization KM System
Data
E
T
Information X
P
A Knowledge Creation group- L
C
Application based
I
I Individual-based
T Dissemination C
I
Monitoring Value T
Document
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8. A General KM Framework
Stage – I Knowledge Accumulation
Process Objective
1. knowledge creation learning by doing
2. knowledge acquisition internalizing external knowledge
3. knowledge retention minimizing the loss of proprietary knowledge
Stage – II Knowledge Mobilization
Process Objective
4. knowledge identification uncovering opportunities for sharing
5. knowledge outflow motivating potential senders of knowledge to
share it
6. knowledge transmission building effective & efficient channels for
transfer of knowledge
7. knowledge inflow motivating potential receivers to accept & use
the incoming knowledge
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9. Varied Constituents of Knowledge
– Scientific, Technical & Social
– Experience, Context, Interpretation & Reflection
– Commitment & Competence
– Culture, Structure, Process, Leadership & Technology
– Best Practice & Failed Practice
– Individual & Group
– Skill, Creativity, & Learning
– Factual, Conceptual, Procedural & Meta-Cognitive
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10. Organizational Knowledge Orientation
Percent Contribution of Each in Knowledge Management
Contribution of Creation (%) Application (%) Dissemination (%)
Factual (terminology,
specific details
and elements)
Conceptual (theories,
models, principles
and The example describes the use of Factual,
generalizations) Conceptual, Procedural & Meta-cognitive
Procedural
knowledge constituents by an organization
(skills, algorithms, that describes its orientation to these
techniques, knowledge constituents.
methods specific
to product/
process)
Meta-cognitive
(strategies for
learning, thinking
and problem-
solving)
himanshudutt@gmail.com © Himanshu Dutt

11. Creating A Knowledge Orientation -
Ask Yourself?
• What does the term organizational knowledge means to
you (intellectual capital, core competence, organizational
learning)?
• What is estimated strategic value of knowledge to you?
• What are most critical factors of knowledge composition
(experience, intuition, context, interpretation, reflection)?
• How do organizations manage themselves to make
knowledge (process, place, purpose, mission)?
• At what levels in organizations knowledge is mostly
found embedded?
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12. Various Contexts to Knowledge
Authors Context of Knowledge
Senge (1990) Effective use of knowledge depends upon organizational learning.
Henry & Walker (1991) Ranked knowledge as scientific, technical & social
Quinn (1992) Intellectual capital = commitment x competence = knowledge
Hamel & Prahalad (1994) Knowledge as source of distinctive capabilities and competitive advantage
Nonaka & Takeuchi (1995) Tacit & explicit theory of knowledge transfers
Davenport, Long & Beers (1998) Experience, context, interpretation are components of knowledge.
Ulrich (1998) Knowledge means customer or commercial value created.
Madhvan & Grover (1998)
Embedded & embodied knowledge types
Lim, Ahmed & Zairi (1999) Knowledge is information that could be acted upon.
Zack (1999)
Meaningfully organized accumulated information; Knowledge is an object (stored)
and process; Interactive (tacit) & integrated (explicit) knowledge
McAdam & Reid (2000) Knowledge constructing, imbibing, interchanging & using is a social process.
Intellectual capital = f{stock of knowledge accumulated by individuals and units} x {extent to which
Gupta & Govindrajan (2000)
this knowledge is mobilized}
Product of experience and human reflection; located in an individual; embedded in
a routine or process; embodied in language, concepts, rules and tools.
Long & Fahey (2000) 3 types – human (individual know-how), social (relationships between individuals or
within groups) & structured (organization systems, processes)
Sorensen & Snis (2001) Cognitive and Community based knowledge models for innovation.
Salisbury & Plass (2001)
4 knowledge dimensions: factual, conceptual, procedural & meta-cognitive
Peter Murray (2002) Knowledge exists in 3 locations: codified information sets, inside individuals and in teams.
Birkinshaw and Sheehan (2002)
Knowledge life cycle : creation, mobilization, diffusion and commoditization.
Bij, Song and Weggeman (2003) Knowledge is justified belief, validated by experience, shaped to benefit organization.
Various other authors (2003-2008) Intangible source of economic growth and corporate value; input for product development;
organizational outcome, strategic action to problem or opportunities, innovation etc.

13. Thanks!
Suggestions/Feedback write to
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