Meta-Abilities: The Key to the Strategic Tacit Knowledge Diffusion and Organisational Learning

Wahab

Samsudin

2007

ASS

Self Cite

Research has highlighted that organizational development (OD) is a complex issue as it requires the input of employees at all the levels of an organization. However, to obtain this is a challenge for organizations as the basic training and education offered by the organizations and experiences of the individuals on their own and other factors such as fear and ignorance prevent such actions. For this purpose, other elements are also required. This research aims to identify and explain the usage of the elements that can encourage employees to contribute inputs necessary for OD. To achieve this aim, this research developed a conceptual framework based on the elements of understanding organizational roles, internal strengths, formal and informal discussion and rational discourse. To illustrate the application of the framework in a real life setting a case study approach that involved a large manufacturing organization in Malaysia was employed. From this research it was concluded that the future focus for the OD should be towards the development of staff members and creating a suitable organizational culture and infrastructure such that knowledge sharing is promoted

Section: Developing Individuals For Developing Organizationsmentioning

confidence: 99%

Section: Developing Individuals For Developing Organizationsmentioning

confidence: 99%

Section: Developing Individuals For Developing Organizationsmentioning

confidence: 99%

Section: Enabling Tacit Knowledge Externalizationmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Developing Organizations through Developing Individuals: Malaysian Case Study

Wahab

Samsudin

2007

ASS

Self Cite

Using meta‐abilities and tacit knowledge for developing learning based systems

The Learning Organization

Choudrie²

2007

Self Cite

Purpose -Research has found that the implementation of learning-based systems development is a complex issue since it requires the input of employees at all levels of an organization. Successful implementation is a challenge for organizations as the basic training and education offered by them and the particular experiences of the individuals on their own and other factors such as fear and ignorance prevent such actions. For this purpose, the addition of other elements is also required. This research aims to identify and explain the usage of the elements that can encourage employees to contribute the inputs necessary for learning-based systems development. Design/methodology/approach -To achieve this aim, this research developed a conceptual framework based on the concepts of meta-abilities and tacit knowledge externalization and sharing. To illustrate the application of the framework in a real life setting, a case study approach that involved a large manufacturing organization in Malaysia was employed. Findings -The processes undertaken in the novel conceptual framework of this research should ensure that organizational information systems are subject to continual re-examination and modification. By internalizing a system's operations, individuals can improve actions by acquiring better knowledge and understanding, which is the learning process. It was concluded that the future focus for the management of information in organizational learning should be towards the development of an individual's meta-abilities and creating a suitable organizational culture and infrastructure such that knowledge sharing is promoted. Originality/value -Generally, this paper offers a contribution by illustrating the application of a conceptual framework in a practical situation; thereby demonstrating a theoretical and practical understanding of the integration of staff members into the IS development process.

Developing Individual Willingness to Participate in Organisational Development: A Malaysian Case Study

Malaysian Management Journal

Wahab

Samsudin

2020

Self Cite

Research has highlighted that organisational development (OD) is a complex issue as it requires the input of employees at all levels of an organisation. However, to obtain this is a challenge for organizations as the basic training and education offered by the organisations and experiences of the individuals on their own, and other factors such as fear and ignorance prevent such actions. For this purpose, other elements are also required. This research aims to identify and explain the usage of the elements that can encourage employees to contribute inputs necessary for OD. To achieve the aim, this research developed a conceptual framework based on the elements of understanding organisational roles, internal strengths, formal and informal discussion, and rational discourse. To illustrate the application of the framework in a real life setting, a case study approach that involved a large manufacturing organisation in Malaysia was employed. From this research, it was concluded that the future focus for the OD should be toward the development of staff members and creating suitable organisational culture and infrastructure so that knowledge sharing is promoted.