Knowledge Management System Critique & Transfer Process Analysis

This essay provides a critique of knowledge management analysis, focusing on the systematic management of an organization's knowledge assets. It argues that uninstalling a knowledge management system is not the best solution for a decrease in return on investment, suggesting instead that a flawed implementation strategy is the likely cause. The essay emphasizes the importance of selecting the right people, processes, technology, structure, and culture for successful knowledge transfer. It also discusses the pros and cons of different knowledge transfer processes, highlighting socialization as a method for transferring tacit knowledge. The essay recommends a direct transfer approach through socialization and suggests using a "showing your work" method to facilitate knowledge transfer to multiple parties, particularly in geographically dispersed locations. Ultimately, the essay underscores the continued importance of knowledge management for organizations and advises focusing on strengthening existing systems through monitoring and evaluation.

Running head: KNOWLEDGE MANAGEMENT
1
Knowledge Management
Student
Institution

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Knowledge Management
Critique of Analysis
Knowledge management refers to the systematic management of an organizations
knowledge asset in a bid to create value and strategies towards success through enabling
information and knowledge flow between people at the right time. Implementation of
knowledge management calls for selection of the right people, processes, technology,
structure, and a matching culture to initiate knowledge transfer (Alavi & Leidner, 2001). The
analysis on the knowledge management remains incorrect and likely to cause a crisis.
Uninstalling of the knowledge management system is not the best remedy for the situation.
Knowledge management might result in a slough if it is implemented in a wrong manner
and will require structural changes as a result. The decrease in return on investment might be
cause by a wrong implementation strategy and consideration in place (Alavi & Leidner,
2001). Selecting the wrong people or target group, improper use of technology, structures,
and lack of preparation can result in a disruption. Hence, it is proper to consider a number of
factors during an implementation stage.
The right people for the change have to be selected to ensure the right influence of
knowledge to others. At the same time, individuals in the organization ought to be prepared
for change and their concerns addressed for full implementation to take place. An
organization’s culture should be changed progressively to match the knowledge acquisition
required (Donate & de Pablo, 2015). At the same time, use of the right model of
communication and technology has to be applied along with involved individuals undergoing
training to match the required change. Initiating change with the wrong communication
channel leads to reduced productivity among workers.

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Thus, a knowledge sharing culture has to be cultivated and the right procedures involved
in achieving the benefits of knowledge management. Thus, the organization should focus on
strengthening the system through a monitoring and evaluation plan to ascertain the steps
missed during implementation and take necessary changes. Knowledge management remains
of essence to organizations and thus cannot be trashed away.
Question 2
Pros and Cons of Transfer Process
Socialization is the most probable means of knowledge transfer. The process involves
personal presence of an expert with the persons in need of knowledge thus fostering an easy
transfer of tacit knowledge. The process is important as individuals can observe, act, and ask
questions in the process of implementation. The ease of association assists in grabbing much
knowledge on given aspects. However, it is difficult for the tacit knowledge to be passed
over to people in distant locations given the presence needed between an expert and the other
party in need of knowledge (Webb, 2017).
Moreover, using simple forms to communicate a given message assists in getting the
layout on target issues and processes involved in the provided information. The
documentation assists in future referencing and understanding of key aspects of a process.
However, the process remains challenging in the acquisition of tacit knowledge as the real
and practical knowledge and skills remain hard to transfer (Martín-de Castro, 2015). As a
result, half knowledge is passed leading to lack of experience and real time transfer of
knowledge.
Best Approach

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A direct transfer through socialization is probable as persons of similar tasks can grasp
aspects quickly through observation as well as actual engagement in a particular knowledge
process. The lesson learned approach can also assist in ensuring that the mistakes made are
not repeated and thus boost the process and speed of knowledge acquisition.
Transfer to Multiple Parties
I would recommend socialization accompanied with showing your work approach. As a
result, apart from giving out instructions, an individual is expected to generate a video or
visual explanation of the task being tackled. The recipient individuals all over the world can
repeatedly watch one doing and compare with the explicit knowledge thus gaining
experience therein. The approach not only provides internalization but also gives a
procedural approach to the recipients of knowledge.

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References
Alavi, M., & Leidner, D. E. (2001). Knowledge management and knowledge management
systems: Conceptual foundations and research issues. MIS quarterly, 107-136.
Donate, M. J., & de Pablo, J. D. S. (2015). The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research, 68(2),
360-370.
Martín-de Castro, G. (2015). Knowledge management and innovation in knowledge-based and
high-tech industrial markets: The role of openness and absorptive capacity. Industrial
Marketing Management, 47, 143-146.
Webb, S. P. (2017). Knowledge management: Linchpin of change. Routledge.