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摘要:摘要:本文主要介绍关于这项研究的重要因素的相关文献;从知识管理组织内的个人关系,这可以被视为一个批准的现有理论来寻找它们之间的联系。
As illustrated in the Figure 1 below, there are four modes, or processes, of knowledge creation, divided by the types of knowledge at the beginning and the ending of the transformations. Nonaka and Takeuchi (1995) had explained those four distinct modes of knowledge creation as follow: First of all, socialisation (tacit to tacit knowledge), which is the sharing of experiences including mental model and technical skills, the observation, imitation and practice are the tools for an individual to obtain tacit knowledge from one another. Secondly, externalization occurs when articulating tacit knowledge into explicit concepts. The successful of this process depends on the appropriate use of metaphor, analogy, and models to help convert tacit into explicit knowledge effectively. The externalization is defined as the hardest mode of the knowledge conversion in several studies (Chaston et al, 2001; Honig, 2001). Next, combination is a process of converting explicit knowledge into systematic sets of explicit knowledge through media such as documents, meetings, telephone, or computerized communication networks. The combination process also includes the breakdown of concepts, for example, corporate vision into operationalized concepts. Finally, internalization is a step of embodying explicit knowledge which is created and shared in an organization into tacit knowledge of individuals. It is closely related to learning by doing.
Source: Nonaka and Takeuchi (1995)
Then, we shall explore more in-depth about two of the significant components of knowledge creation and conversion, which are knowledge codification and sharing. Cowan and Foray (1997) defined the codification process as 'the process of conversion of knowledge into messages which can be then processed as information'; moreover, an adequate capability of knowledge codification can bring about economies of scale in an organization (Chaston et al, 2000). As Hansen et al (1999) suggested, there are two different knowledge management strategies. Firstly, codification strategy centres on the computer. Knowledge is codified and stored in databases, where it can be accessed by anyone in the organization. This strategy might reduce brainstorming and interaction between people. The second strategy is personalization strategy. In this case, the knowledge is tied to the person who developed it and is shared mainly through direct person-to-person contacts, and if the computer is used to communicate knowledge more than store it, this can be personalization strategy as well (Newell et al, 2009). To summarize, the proper strategy depends on the nature of the business and knowledge.
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