Knowledge management strategies according to Hislop (2013) are centered on human resource practices, the leadership style, and the issue of cultural administration. The three mentioned elements are the key aspects in our school organization in which knowledge management has encountered significant challenges in its efforts to cultivate a knowledge sharing environment. I will be appraising each area with specific scenarios that illustrate the level of influence and direction of knowledge management initiatives in relation to organization wide strategies.
Hislop (2013) explained how strategies used, as part of human resource management, to address workers’ refusal to share knowledge, can encourage workers to participate in knowledge sharing initiatives. …show more content…
225). In the short-term perspective, our school structures could change the human resource policies in relation to how academic challenges are resolved by engaging educators the freedom to collaborate and develop innovative solutions to constant educational barriers that hinder its ability to prepare students for a dynamic future. In the long-term perspective our school organization can prepare to manage a new type of work environment that is equipped to adapt to new challenges and expectations of issues that presently don’t exist. Human resource processes also need to address the issue of how teacher preparation is executed. Garvey and Williamson (as cited by Hislop, 2013) stated, “…the most useful sort of training to support a culture of learning and knowledge development is not investing in ’narrow’ skills-based training, but training with a broader purpose to encourage reflexivity, learning …show more content…
239). Hislop (2013) discussed different perspectives that either focus on constructing knowledge management tactics based on the employees culture or reform culture to match its initiatives. McDermott and O’Dell (as cited by Hislop, 2013) recommend that organizations opt to change their knowledge management tactics to fit their workers culture to encourage a knowledge sharing culture. This perspective of cultural management would be ideal for our school organization to adopt and create a feasible path of progress towards the recruitment of more educators that are willing to participate collaboratively in resolving knowledge sharing issues. I can foresee experienced and new teachers working together without experience fear or frustration that tend to develop when organization attempt to impose knowledge management tactics without understanding cultural barriers as described by Hislop
Hislop (2013) explained how strategies used, as part of human resource management, to address workers’ refusal to share knowledge, can encourage workers to participate in knowledge sharing initiatives. …show more content…
225). In the short-term perspective, our school structures could change the human resource policies in relation to how academic challenges are resolved by engaging educators the freedom to collaborate and develop innovative solutions to constant educational barriers that hinder its ability to prepare students for a dynamic future. In the long-term perspective our school organization can prepare to manage a new type of work environment that is equipped to adapt to new challenges and expectations of issues that presently don’t exist. Human resource processes also need to address the issue of how teacher preparation is executed. Garvey and Williamson (as cited by Hislop, 2013) stated, “…the most useful sort of training to support a culture of learning and knowledge development is not investing in ’narrow’ skills-based training, but training with a broader purpose to encourage reflexivity, learning …show more content…
239). Hislop (2013) discussed different perspectives that either focus on constructing knowledge management tactics based on the employees culture or reform culture to match its initiatives. McDermott and O’Dell (as cited by Hislop, 2013) recommend that organizations opt to change their knowledge management tactics to fit their workers culture to encourage a knowledge sharing culture. This perspective of cultural management would be ideal for our school organization to adopt and create a feasible path of progress towards the recruitment of more educators that are willing to participate collaboratively in resolving knowledge sharing issues. I can foresee experienced and new teachers working together without experience fear or frustration that tend to develop when organization attempt to impose knowledge management tactics without understanding cultural barriers as described by Hislop