#20325
Knowledge gaps arise when a small team in an organization creates or compiles a body of knowledge that needs to be deployed to a larger group of people. A gap then exists between the small team that has the knowledge and the larger group of people who need it. In the normal course of doing business, healthy organizations naturally create knowledge gaps, and the healthiest organizations create the most knowledge gaps.
Reid, Clifford A. STC Proceedings (1998). Articles>Collaboration>Communication>Knowledge Management
#27281
Heterogeneous research environments, interests and locations do not necessarily coincide, thus hitherto the primary method of communication amongst researchers has been email. In this article a novel unified polythematic, real-time, synergistic, data telecommunication system is proposed with peer-reviewed, bidirectional fuzzy feedback for research scientists, to facilitate scientific information exchange via the extensible markup language (XML) on multiple scientific topics, e.g. in mathematics, physics, biology and chemistry.
Petratos, Panagiotis. Data Science Journal (2003). Articles>Knowledge Management>Scientific Communication>Collaboration
#32315
Demystifying Chinese Guanxi Networks: Cultivating and Sharing of Knowledge for Business Benefit 
Guanxi referrals help identify potential business partners. Through guanxi networks, businesses can establish favourable and mutually beneficial relationships vital to business success. Guanxi carries assumed knowledge of trust and facilitates business references. It is the construct of `face' that underpins this trust. The high degree of trust in guanxi networks facilitates the flow of strategic information and knowledge, further adding value to business. This article illustrates through case studies how guanxi relationships are formed and how knowledge in guanxi networks can benefit business. The case studies are drawn from experiences of three Europe-based Chinese business directors.
Chan, Ben. Business Information Review (2008). Articles>Business Communication>Knowledge Management>Collaboration
#32322
Moving Beyond Tacit and Explicit Distinctions: A Realist Theory of Organizational Knowledge
This paper challenges the popular notions of tacit and explicit organizational knowledge and argues that its philosophical underpinnings derived from Gilbert Ryle are problematic due to their logical behaviourist perspective. The paper articulates the philosophical problem as the neglect of any role for the mind in organizational activity and the representation of mental activity as purely a set of behaviours. An alternative realist philosophy is advanced taking into account the potential of adopting a number of competing philosophical perspectives. The paper forwards a realist theory of organizational knowledge that moves beyond the surface behaviours of tacit and explicit knowledge and argues that collective consciousness and organizational memory play primary and deeper roles as knowledge processes and structures. Consciousness is not a Hegelian world spirit but rather a real process embedded in people's brains and mental activity. Further, the paper argues that organizational routines provide the contingent condition or `spark' to activate organizational knowledge processes. The implications of this model are explored in relation to the measurement of intellectual capital. The theory developed in this paper represents the first attempt to provide a coherent philosophically grounded framework of organizational knowledge that moves organizational theory beyond neat conversion processes of tacit and explicit knowledge.
Jashapara, Ashok. Journal of Information Science (2007). Articles>Knowledge Management>Organizational Communication>Collaboration
#32329
Impact of Coherent Versus Multiple Identities on Knowledge Integration
This paper addresses the influence of two competing views of social identity on knowledge integration. One view sees social identity primarily as a coherent characteristic of organizations, which can leverage knowledge integration by unconditional cooperative behaviour, shared values, mindsets, trust, and loyalty. The opposing view considers social identity as multiple and fragmented. This fragmented view emphasizes the problematic nature of social identity for knowledge integration and states that social identity is an additional barrier to knowledge integration in organizations. The aim of this paper is to examine these competing accounts and to develop insight into the underlying mechanisms that lead to the different effects of social identity on knowledge integration. Two polar case studies illustrate the different effects of a coherent versus multiple identity on knowledge integration and the need for a coherent company-wide social identity, instead of a multiple community or group based social identity, to leverage knowledge integration in organizations.
Willem, Annick, Harry Scarbrough and Marc Buelens. Journal of Information Science (2008). Articles>Knowledge Management>Organizational Communication>Collaboration
