The Role of Knowledge Networks in Urban and Regional Development

This report examines the influence of globalization on urban and regional development, emphasizing the role of knowledge networks in shaping business strategies. It explores how urban planning guides development, focusing on resource utilization and infrastructure. The report highlights the importance of knowledge networks for businesses to make informed decisions, adapt to market changes, and satisfy customer needs. It delves into the benefits of knowledge networks for organizational operations and the significance of adaptability in urban development. Furthermore, it discusses how knowledge networks facilitate information access, innovation, and the sharing of knowledge within organizations. The report also touches upon the role of HRM in leveraging knowledge networks to enhance employee performance and achieve competitive advantages. It analyzes the strategic, structural, and tactical dimensions influencing knowledge networking, including leadership's role and the importance of innovation and creativity in achieving business goals.

URBAN AND REGIONAL
DEVELOPMENT

In modern era of globalisation, development is highly impacted the most of the areas for
gaining benefits and results in order to give better opportunities to their residents. It provides
ways to the individuals to live standard life and maintain their approaches to live better and attain
all the needs which would help them in living proper form of life. The development generally
takes within the areas that requires improvement and has the needed resources for gaining higher
outcomes (Acs, de Groot and Nijkamp, 2013). Along with this, the urban development also takes
place among the regions that would support them in achieving desired form of goals. The
development planning helps the urban bodies by guiding them orderly activities and procedures
in developing urban, suburban and rural areas. Although, they are preponderantly concerned on
planning the settlement and communities, urban planning is also responsible for the planning and
organising the use of resources present in the rural and agricultural land, parks and conserving
areas of natural environmental significance.
Moreover, Urban planning is termed as a technical and political process which is
concerned on the development and utilisation of land by protecting them and using the
environment for public welfare via designing the urban environment plan (Argote, 2012). It
includes the elements and resources like air, water, heat and the related factors that are present in
the infrastructure which helps them in transiting into and out of urban areas which are like
transportation, communications links and distribution chains. Furthermore, Urban Planning is
also similar in the context of developing areas including urban and regional like towns, cites,
rural planning or some other combination in various areas present in the worldwide aspect.
The report Urban planning takes many forms and it can share perspectives and practices
with urban design. This is mainly to define the factual reasons of adopting knowledge network
by the firms where according to the study of (Briassoulis and Van der Straaten, 2013) which
determined that the term knowledge network are the sources of gaining information from the
market and other areas for taking appropriate kinds of decisions. This allows them to assess the
situation prevailing in the market that could impact the business of the firm and benefits them to
attain the opportunities of developing the areas. It is crucial that the organisation should ascertain
their values, image and effectiveness in order to determine their approaches of attracting their
customers attention with their business operations and functions. The customers needed to be
satisfied by the aspects of firms for accomplishing the desired set of goals and objectives.

For this, the firm needs to assess the appropriate form of information in order to
determine the values which are to be placed effectively for gaining better results. Along with
this, the research made by (Grant, 2014), specified that knowledge network are highly
advantageous for the organisation in maintaining their operations and functions to achieve high
satisfaction from the customers. In that context, they have to adopt the techniques and methods
for generating efficient purpose and functioning of business. As per the perspective of (Wiig,
2012) whose research evidenced that an organisation should adopt proper kind of 'knowledge
network' in order to determine the sources of attaining required form of information with suitable
and formatted quality.
This supports them to define a perfect set of strategies for conducting and executing the
business operations by utilising their ability and effectiveness in systematic and optimum
manner. Thus, it is crucial for a firm to adopt the techniques and structure of knowledge network
with an aim to overcome the business functions by assessing the requirements of the customers
and accordingly, implementing the changes. This creates a new form of improvement that
encourages the business and their managerial aspect to bring up new and innovative ways of
attracting their clients. According to the study of (Hopp, Barker and Schmitz Weiss, 2015) which
specified that the adaptability of Urban development is significant for a firm that allows them to
accomplish high level of benefits and overall achievements. It is necessary that the managerial
team of the firm should assess the factors which are highly responsible for developing the Urban
improvement as this activity would be only useful when performed with appropriate knowledge
and constant consistency. For this, they need to evaluate the sources for gaining the vital
information for determining actions and decisions which needs to be processed to create an
effective set of development strategies.
In that context, a firm generally consider the most common method of attaining data,
suggestions, content or information from the ''knowledge networks'' which allows them to
identify the ways of performing the tasks in a systematic manner. Further, the research of (Knox
and Marston, 2013) stated that the “Knowledge network” are determined as the primary sources
of attaining information by addressing the issues to the individual and asking them the solutions
for overcoming the situations. They are also termed as the inter-firm information and knowledge
sources which is conceived by the business researchers that conduct the process of assessment
between the organisations in context of personal and informal networks. The activity of

accessing the information starts with investigating the interpersonal aspects of the firm that has
wide sources of support and knowledge about various aspects that gives them the ability to
structure the actions. This method is maintains the cost of assessment/investigating which
enables them to gain wide knowledge about the approaches that are extremely advantageous to
the firm.
In the current era of tough and rising global competition, all the organisations must look
forward to identifying the ways for generating extra outcomes and value from their assets and
business operations. In that relation, organisational people and information are two critical
resources which are progressively being acknowledged as valuable areas of attaining proper form
of understanding and taking actions. Knowledge networking is determined as an effective way of
combining individuals’ knowledge and professional skills in the pursuit of defining the set of
personal and organizational objectives. However, knowledge networking is quite tough project
which requires proper efforts and abilities to define or describe. In the studies of (Lorentzen and
Jeannerat, 2013), it has been consistent and dynamic physical process which allows the
organisational individual to share their knowledge for development and improve the functions. It
is more than access to information, because it also delves into the unknown. It is more than using
the rules and inferences of expert systems, because it is about knowledge that is evolving.
Although it verges on simplification it is the computer augmentation (typically through
groupware) of person-to-person communications resulting in the development of new
knowledge.
Knowledge network is one of the most vital consideration of each and every organisation
where it basically refers to a group of set personnels with immense knowledge of working into
their respective work arenas. These groups mainly aims at utilising their cognition into an
effective manner with a precise development and distribution of the attainable contents out of it.
Such networks of knowledge are famous from the medieval period of business operations where
the considerable knowledge of individuals were vitally exchanged for the production of goods
and services. Knowledge networks are referred to work as a collaborative model for both
profitable and non profitable organisations where it is now replaced by the wider agenda of
networking as mentioned by (Moss and Marvin, 2016). This model is basically referred to be a
quick format of learning where it also provides a reformed set of technology.

It is to move on from the formal set of communication where earlier people were required
to conduct a face to face interaction among them to frame the subsequent decisions of their
business. However, it is now replaced by the modern set of technology into which the
organisations are technically connecting with their stakeholders with an ease of interacting
irrespective of their exact physical location (Paül and McKenzie, 2013). This also assists in
balancing the cost of the enterprise where their web based collaboration streamlines both their
operational and production work with a statuette cognition that covers a larger distance among
them under a diminished cost. An active existence of knowledge network is also known to be a
triumphed tool of innovation where the organisations via such activated method can ascertain
numerous tactics of working.
It also exists with another primitive agenda of knowledge networking into which its
major participatory bodies often tends to share a common goal with some general social and
operational norms as stated by (Rodríguez-Pose, 2013). Such networks also comprises with a
predefined set of leaders who are formally structured into the organisation as a vital mean of
influencing the behavioural prospect of people and their work. It is mainly related to a definite
design of networking with certain facilitative implications to influence the decisions of the
associated members of this particular model. It therefore requires the members to have an
updated set of knowledge with a collective sense of working into a valuable manner. However,
the attained cogitation should be continually renewed with personal learnings and experiences
that duly provides an insight set of knowledge and ideas to the participatory bodies.
Knowledge network consists of a wider set of groups where it mainly consists of variety
of teams along with the social networking communities of an organisation. It is mainly to add on
a significant sense of value into the conception, distribution and postulation of an amended set of
knowledge to the individuals at much impulsive rate. This includes the communities of practice
and interest where they together coordinates with forum of knowledge teams to aid into their
structured and unstructured set of discussions (Taylor, 2013). It is however used in order to
produce qualitative goods and services into the organisation by controlling the measured quality
of products and strategically managing it. The model of knowledge networking is also referred to
be an older concept of human commerce into which the HRM of the firms play a significant role
to aptly deal with the appointed workforce of the organisation.

As per the stated clauses of (Wei, 2013), the employees are defined as a vital asset of the
organisation where they referred to be the chief responsible bodies for carrying out the critical
executions at their workplace. It is where the HR personnels are also concerned about attaining
an advantageous position into the market by obtaining higher financial results with a reformed
economic stature to continue with a long term perspective of operating the business. They are
thus solicitous about the ongoing performances of their workers by considerably drawing the set
policies and principles of the organisations. It is mainly in order to benefit the enterprise into
three prospective enforcements of learning, innovation and competitive advantage. The HR
personnels in such case use the networking model of knowledge to smoothly interact with the
organisational bodies in order to address any rising work related concern, etc.
Knowledge networking along with its two most affiliate measures of innovation and
creativity is generally influenced by several numbers of clauses. These factors are however
segregated into three major dimensions of strategical, structural and tactical measures. The
strategical dimensions are hereby divided into four major points into which the leaders are
referred to play a leading role of sharing the theory of change (Wheeler and Beatley, 2014). It is
basically related to associate with certain dynamic proceedings in order to match with an
invented content of the market by launching any creative product and service for the users. This
strategical subdivision also includes a persuasive goal of defining the varied outcomes of such
inculcation with a correspondent statement of intent.
Such intention is however with a relative sense of performing into a succeeding manner
where the organisation vitally refers to operate with a long term orientation of goals and targets.
It thus requires them to vigorously stimulate with the changing facets of their respective markets
as a resultant approach of fetching a considerable interest of their service users. This together
prompts for an active participation of the organisational bodies in order to accept the altering
postulations of working (Adams, 2016). It is with reference to engage the associated members
and employees of the firm where the leaders are required to convert their unwilling sense into a
consenting tact of acceptance. Another dimension is referred to the structural subdivision of
targets where the leaders are hereby required to implicate an operating model which mainly
includes the process of defining roles, charter and decision making procedurals by the leaders.
It also associates with a convening structure where the participators may refer to use
social media and wiki pages as a primitive mean of meeting spaces and repositories of document,

etc. The facilitation practices are also a pivotal part of this peculiar dimension that is mainly
referred to engage the associative members with a spread norm of networks that eventually help
the members to cooperate with one another (Barca, McCann and Rodríguez‐Pose, 2012). The
third dimension of tactical measures consists of a single measure of accomplishing the networks
that ultimately refers to incorporate with the learned lessons. This also includes a fine
incorporation with reward systems at the workplace where the employees should be awarded on
the basis of their appreciable performances.
Reward system is hence referred to be an associative part of performance management
where the staff members are fundamentally awarder with a dual consideration of monetary and
non monetary benefits to the employees. Both financial and non financial benefits eventually
results in attaining a motivated set of employees who work with a more boosted formulation for
timely attainment of targets (Fu and Gabriel, 2012). A leader thence plays an utmost important
role into the networking model of knowledge where the organisational bodies are together
responsible to arrange timely sessions of training and development for them. It is with a precise
cogitation of continually updating the knowledge level of their appointed set of leaders where
they can further distribute it to their respective subordinates. The knowledge networking model
is basically referred to a social constitutional format to deal with some associative issues of
individuals where they often faces difficulties in interaction and thus cannot refer it into a
sensible manner to another set of individual.
Co- creation of knowledge is also an affiliated composition of this model that mainly
refers to create a considerable interaction among the individuals who are actively participating
into the discussion session and consequently bouncing one other's ideas with an optimistic
integration among each other. Individual creativity and interactive creativity are the two most
supportive elements to build prior knowledge in these two arenas (Healey, 2013). However, both
these facets work on a similar conception of the 8 pivotal dimensions of knowledge networking.
It is hereby based upon a factual instance of women's world banking where they have
efficaciously designed a purposive community by enforcing the 8 vital strategies onto it. This is
with reference to depict about the three leading divisions of dimensions into which the elements
of strategic magnitude have firstly referred the leaders to share the theory of change. It is mainly
with respect to define an active participation of their alumni members of leadership development
who work as their core team of experts, learners and facilitators.

The objectives, outcomes and purpose is defined to be a subsequent subdivision of
strategical dimension where it mainly refers to empower their leaders. It is basically to provide
them a full fledged space for mutual learning with the support of their peers. It is with a need
base cogitation of succeeding towards attainment of newer skills and idea where the other
affiliated prospects are also referred for an analogous purpose of accomplishment (Lambe,
2014). Hence, on summing up the actual concept of knowledge networking models, these are
proven to render some articulated advantages into which the firms hereby attains a primitive
sense of producing invented goods and services for their users. Innovation is referred to be the
most benefited concept of this model which together demands for a strengthening procedure of
research and development (R&D) at the workplace. This subsequently intends for an active
existence of interaction among the workforce where they can collaboratively communicate with
one another into an efficient prospect.
It is mainly to discuss upon the considerable factors that are required to be inculcated into
the deformational structure of the workplace. The leaders hereby plays a realistic role in defining
the rational objectives of the organisation by together persuading their respective subordinates to
accept the dynamic aspects of work. However, it is the foremost responsibility of the leaders to
consider a primary up-gradation of their own knowledge by significantly interacting with the top
managerial bodies of the organisation (Marton, 2013). The upper administrative bodies are then
responsible to conduct a liable session of training and development for the leaders. By which
they can further refer to disseminate their attainable knowledge to the other participatory bodies
of the organisation. This entire process thus relies upon a fine system of communication among
the organisational bodies where they can vitally interact with one other with no prior interruption
of any obstructive element into it.
This have outspoken an active need of digitalisation at the workplace which along with
its prospective approach together consists of some leading drawbacks. It often leads to a
primitive factor of disruption into the existing procedures of the firm where they consequently
suffer by some major challenging aspects. It is where they primitively suffer from the security
percepts of social networking which is further unified with some other major threats of
vulnerability. These security threats refers to some general issues of network design where they
are largely concerned about adopting some considerable rules of data transfer (Munkvold, 2015).
However, a lenient practice of transferring the data can directly result in leakage of some private

data of clients and customers. This mainly refers to the payment details of customers which are
referred to exist with utmost consideration of a maintained privacy where they often refer to pay
via some newer measures of net banking and mobile banking, etc. Such measures should thus
exists under a protective interpretation with no prior possibility of leakage.
The establishments are hereby responsible to maintain a safe and secured orientation of
such private data of their clients and users that should not get leaked due to a casual imposition
of organisational systems. Some other associated problems regarding a secured perspective of
data into the organisation refers to spam, malware and viruses into their systems where they
should hereby refer to use some proper inculcation of network monitoring (Rangachari, 2014). It
should be however with a prior appointment of network engineers at the workplace where they
should constantly review any crash report of servers that could ultimately lead to the above
solicitous factors of exposures which can easily leak out the secured data and statistics of users.
Lack of social media policies into the organisational regimes could therefore lead to such
disastrous situations into which the employees should be confined to excessively use the social
media tools at the workplace.
It mainly relates to the banking entities where such application may reluctantly destroy
the critical information of users or may also lead to disseminate them to some illegal sources.
This is with relation to the extant force of viruses into the tools of social media that could easily
lead to such prohibited clauses where some unsure users can easily hack such conspicuous
information of users. However, it is together important for the firms to adopt some pivotal
reforms of technology into their routine operations where they are especially working into a
digitalised era (Warburton, 2013). It therefore raises their responsibility of actively working into
the contemporary concept of technology with a vigorous usage of its all related prospects. With a
similar reference to it, the establishments should hereby opt for an unreasonable aspiration with a
strengthened team of leaders. They will be hereby referred to be the digital leaders of the entity
with some finer implication of communication channels at the workplace. A crucial acquisition
of capabilities is referred to be yet another resourceful objective of working into a digitalised
format with some transformed state of existent policies.
A factual instance of TESCO enterprise can be referred here where they are currently
working with three momentous digitalised methods at their workplace. It is however reformed
within a small spectrum of mere 2 years where they have hired such talented personnels to

reckon their digital tools of media. This has epochally enhanced their primitive state of working
in the industry with a revealing growth of their digitalised prospective (Weinberger, 2014).
Lastly, on summing up the entire forms of this essay, one can now directly relates to the relative
aspect of knowledge networks where they play a profound role of development into the
organisation. However, it is together related with some factual grounds of drawback where some
organisations duly suffers from its realistic implementation at the workplace and thus operates
with a challenging orientation of work. In addition to this, the essay report have together
exemplified some recommendatory statements for the firms to work into a respectable manner.

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