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According to William R. King Katz ,, "Knowledge Management and Organizational Learning"
Knowledge is often defined as a “justified personal belief.” There are many taxonomies that specify various kinds of knowledge. The most fundamental distinction is between “tacit” and “explicit” knowledge. Tacit knowledge inhabits the minds of people and is (depending on one’s interpretation of Polanyi’s () definition) either impossible, or difficult, to articulate. Most knowledge is initially tacit in nature; it is laboriously developed over a long period of time through trial and error, and it is underutilized because “the organization does not know what it knows” (O’Dell and Grayson, , p.). Some knowledge is embedded in business processes, activities, and relationships that have been created over time through the implementation of a continuing series of improvements.
Knowledge Management contribution to Organizational Learning
Explicit knowledge exists in the form of words, sentences, documents, organized data, computer programs and in other explicit forms. If one accepts the useful “difficult-to-articulate” concept of tacit knowledge, a fundamental problem of KM is to explicate tacit knowledge and then to make it available for use by others. One can also distinguish among “know what,” “know how” and “know why” levels of knowledge. “Know what,” knowledge specifies what action to take when one is presented with a set of stimuli. For instance, a salesperson who has been trained to know which product is best suited for various situations has a “know-what” level of knowledge. The next higher level of knowledge is “know-how” – i.e., knowing how to decide on an appropriate response to a stimulus. Such knowledge is required when the simple programmable relationships between stimuli and responses, which are the essence of “know-what” knowledge, are inadequate. This might be the case, for instance, when there is considerable “noise” in symptomatic information so that the direct link between symptoms and a medical diagnosis is uncertain. “Know how”-type knowledge permits a professional to determine which treatment or action is best, even in the presence of significant noise. The highest level of knowledge is “know-why” knowledge. At this level, an individual has a deep understanding of causal relationships, interactive effects and the uncertainty levels associated with observed stimuli or symptoms. This will usually involve an understanding of underlying theory and/or a range of experience that includes many instances of anomalies, interaction effects, and exceptions to the norms and conventional wisdom of an area.
Ms. Ghada explained the answer in detail.
My compliments for the answers given by Ahmed Mohamed and Ghada Eweda.Knowledge management refers to a multi-disciplinary approach to achieve organizational objectives making the best use of knowledge. A method for the improvement of business process performance is using ERP-system , example SAP HR, a common company information system, interlinking all relevant HR employee, business administration, payroll, training and financial data and retrieves knowledge. To improve and monitor the progress of the HR strategy standard and tailor made reports and analytics can be distracted. This data supports management decisions and supports discussions to do better, learn, adapt and improves collaboration, captures and locates potential success or enhances "continuous improvement strategies".
Development of learning organizations; Knowledge management Organizational learning is a process improvement that can increase Experience is the knowledge that contributes to the procedural understanding of a subject
