Knowledge Management: Brainstorming, General Frames, Knowledge Development and Implementation Failure

Knowledge Management
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Contents
4.2 Brainstorming..........................................................................................................3
5.1 General Frames of Knowledge management........................................................4
5.2 Knowledge development........................................................................................5
7.1 Failure of knowledge management implementation...............................................6
References...................................................................................................................8
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4.2 Brainstorming
a. Brainstorming on increasing perception of personal worth of employees in a
global company.
In many companies employees feel that the personal worth perception is low. The
reason is that the company does not properly recognise individual performance.
However, a company can achieve optimum productive capacity if it recognises and
rewards the employees who actually work towards realising company goals (Wilson,
2012). If a company rewards efficiency and effectiveness, the employees will realise
their own worth for the company and consequently will become more productive and
creative.
Personal worth pertaining to employees in an organisation is the opinion that the
employees have of themselves and their skill sets (Huq, 2016). Companies can
improve perception of personal worth in the employee’s mind by rewarding creative
performances on individual and specific levels.
Following discussion summarises a brainstorming session between five participants
regarding non-payment methods of rewarding employees in order to increase
personal worth of employees in a company.
Recognition of each employee’s inputs and praising creative thinking is one way in
which effectiveness and efficiency can be rewarded (Kinley & Ben-Hur, 2015).
Praising an employee for his efforts through gestures like thank you or appreciation
letter can improve self-esteem of the employees leading to better perception of
personal worth.
High performing employees are the pillars of the organisation (Baporikar, 2017). If
high performing employees are made to feel important, their self-worth will increase.
This can be done by giving them key leadership positions. Additionally, the firm can
also give them decision making powers in certain areas (Huq, 2016), This will
showcase that the company rewards high performance. Consequently, this will
inculcate the need for better performance in other employees as well. In turn, this will
improve personal perception of all employees.
Gratification tactics like arranging a lunch, movie or picnic for employees after they
have successfully achieved a task can also help in improving perception of personal
worth (Baporikar, 2017) . Reward of high performances through gratification can help
employees in feeling that their results are being rewarded. Hence, they will value
their own self more.
Organising small events which celebrate periodic milestones like a success party on
achievement of a certain goal can help the employees in feeling a sense of
belongingness (Shields & Brown, 2015). This will reduce monotonous habits and will
push the employees into creative thinking leading to better personal worth
perception.
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