Impact of Knowledge Acquisition on Organizational Culture

 

Introduction

Instead of money, wealth, or even technology, knowledge has served as the guiding principle of organizations in the twenty-first century. Knowledge management methods in today's firms are centered on facilitating knowledge and information sharing. Although knowledge management provides several benefits for individuals, businesses, and groups, its implementation has been plagued by a slew of difficulties. Organizational culture has had a unique place among the elements that influence the operations of knowledge management practitioners (Alavi & Leidner, 2020).

Knowledge Acquisition

Knowledge acquisition is the process of obtaining or collecting information from a variety of different sources. It is the process of adding new information to a knowledge base as well as refining or upgrading knowledge that has already been learned earlier. Acquisition is the process of extending the capabilities of a system or enhancing its effectiveness at a certain activity by purchasing more resources. As a result, it is the development and improvement of knowledge that is goal driven. The process of acquiring information is a continual one that takes place throughout the course of a person's whole life (Long & Fahey, 2018).

Knowledge Acquisition Techniques

In order to get information from an expert, a variety of methodologies have been established. They are referred to as knowledge acquisition techniques as mentioned below (Malhotra, 2015);

 

                                    Figure 1: Knowledge Acquisition Techniques, Source: (Malhotra, 2015)

 Organizational Culture

According to the definition, organizational culture is a system of shared ideas and values that may be discovered in behavioral standards, and it has established a technique of organizing life. It is possible to alter the pattern of interaction among people by studying and modifying an appropriate and adaptable organizational culture, and knowledge management may be utilized to gain a competitive advantage (Karami, S; Gholami, M; Qanbari, M; Sahafi, M;, 2014). An organization's weak culture caused employees to become used to current organizational procedures and lose their willingness to experiment with new ideas; on the other hand, they were afraid of sharing knowledge with others and transforming it into skills that could influence problem solving; whereas an organization's strong culture, which members of the organization have known and believed in, has reacted quickly to changes and grown as a result of the organization's growth (Shafee, et al., 2010).

Knowledge Acquisition and Organizational Culture

Organizations have to foster a learning culture within themselves and provide the circumstances essential for continual learning in order to be successful in knowledge management. It has been vital to attention to the culture of an organization in order to successfully implement any new program in that organization. Because culture made it simple to make changes, and it helped to establish a new organizational perspective, it was a good investment. The knowledge management has been successfully completed in an organization once adequate culture has been integrated with the system. This is because directing current knowledge has been a popular issue and has been a subordinate of employee culture. As a result, in order to effectively manage knowledge, businesses must have established a culture that is proportional to their size and act on it (Idris, et al., 2015).

Conclusion

From the standpoint of knowledge management, organizational culture governs two critical areas: the willingness of individuals to cooperate and the level of trust between them. It is necessary to acquire knowledge via human connection, an interchange of ideas, and an attitude of openness (Alavi & Leidner, 2020).

References

Alavi, M. & Leidner, D. E., 2020. Knowledge management and knowledge management system: Conceptual foundations and research issues.. MIS Quarterly, 25(1), pp. 107-136.

Idris, K. M., Ali, K. N. & Aliagha, G. U., 2015. Impact of Organizational Culture on Knowledge Management Process in Construction. Asian Social Science, 11(9), pp. 281-288.

Karami, S; Gholami, M; Qanbari, M; Sahafi, M;, 2014. Investigating relation between organizational culture and knowledge management in ducational department general of Golestan.

Long, D. & Fahey, L., 2018. Diagnosing cultural barriers to knowledge management. Academy of Management Executive, 14(4), pp. 113-127.

Malhotra, Y., 2015. Integrating knowledge management technologies in organizational business processes: getting real enterprises to deliver real business performance. Journal of Knowledge Management, 9(1), pp. 7-28.

Shafee, R., Qaderzade, H. & Lavee, H., 2010. Investigating the effect of organizational culture dimensions on establishing knowledge management in public organization based on Denison model. s.l., Second international conference of management.

 

Comments

  1. N R Waduge. MBANovember 24, 2021 at 9:40 AM

    Knowledge, probably the best source each and every industry drive to the success. Knowledge aquasition won't be an easy, each individual must gain the knowledge day by day to overcomes challenges. Sri Lankan contemporary and most of major issue reflects the knowledge gap work force.

    ReplyDelete
  2. Suranjana Waidyatilleke MBA 2021November 24, 2021 at 10:27 AM

    knowledge acquisition very vital for employees in an organization. Good article

    ReplyDelete
  3. KAMAL C. DIVITOTAWELADecember 4, 2021 at 5:46 AM

    One of the great global pressures on the practice of knowledge management is the acquisition, creation, sharing, storage and dissemination of knowledge. The global enterprise reflects a wide range of cultural backgrounds, leadership and cultural education that enable consistent implementation of changes in knowledge management due to the diversity of the organisations workforce construct.very good article....thanks for sharing.

    ReplyDelete
  4. Asitha DDecember 6, 2021 at 6:30 AM

    Knowledge management is important for an organization to improve the performances of employees. It is important to handle career development programs in order to manage the knowledge of employees.

    ReplyDelete
  5. Thushara WattegedaraDecember 8, 2021 at 7:30 PM

    Knowledge acquisition is one of the best HR practice and the techniques of gathering information that you have presented is really helpful and very worthy. The good part of Knowledge acquisition is that it is not only for the HRM it is good for anyone to gather information of personal day-to-day activities. Good article.

    ReplyDelete
  6. Shanaka herathDecember 17, 2021 at 8:34 PM


    Culture is most important key point to any organization. HRM have major contribution to maintain knowledge culture in organization. The norms and values of organization based upon different cultures influence on work force management. Culture is defined as a mixture of values, sets, beliefs, communications and explanation of behavior that provides guidance to people.
    According to (Kotter and Heskett, 1992).The two essential factors that lead to effective culture management include structural stability and integration of superior standard of organization culture.

    ReplyDelete

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