KNOWLEDGE TRANSFER IN A KNOWLEDGE-BASED ECONOMY


Ekonomika a management

KNOWLEDGE TRANSFER IN A KNOWLEDGE-BASED ECONOMY

The OECD member states passed through three fundamental development stages during the last century: from an industrial society in the first half of the 20th century to a post-industrial society and on to the developmental stage of the so-called new economy, which can be considered to involve the relatively long historical period of economic growth in the 1990s. The effects of the knowledge economy manifested themselves positively in the last decade of the 20th century and the significance of human capital as an essential factor for long-term economic growth was unequivocally confirmed (Kruss et al., 2015).
Jméno a příjmení autora:

Hana Urbancová, Lucie Vnoučková, Šárka Laboutková

Rok:
2016
Ročník:
19
Číslo:
2
Klíčová slova:
Knowledge transfer, knowledge-based economy, learning, organizations, survey
DOI (& full text):
Anotace:
The knowledge economy currently presupposes that each organization manages its knowledge and in doing so intentionally endeavors to achieve a long-term competitive advantage. In other words the key…více
The knowledge economy currently presupposes that each organization manages its knowledge and in doing so intentionally endeavors to achieve a long-term competitive advantage. In other words the key source of success is no longer information as such, but the right knowledge which is associated with a specific bearer – employee who must constantly develop this in a currently highly competitive environment. The goal of this article is to identify and evaluate the conditions for the use of the resource approach focused on the management of knowledge in the current knowledge economy across all economic branches. The research is descriptive and empirical by nature, because the primary data has been collected using the survey method, including fact-finding techniques such as questionnaires and interviews. According to the results of the quantitative research focused on education in Czech organizations, 66.5% of the surveyed organizations make use of some type of education or training at work. However, one third of Czech organizations still do not educate their employees and do not work with knowledge development and management in any way. The following recommendations can be given to organizations nowadays: (1) identify and overcome the barriers to knowledge sharing through fostering effective relationships, (2) the employees’ willingness to participate in the learning process needs to be enhanced, (3) the organization’s management should introduce a refl ective process and a career development process leading to effective knowledge sharing and (4) the role of the mentor and coach is crucial in efficient organizational learning. The main areas which affect knowledge development in organizations are based on cooperation and communication. This refers to both the organizational culture and the climate. Those areas are crucial for employee and organizational knowledge transfer and development.
Sekce:
Ekonomika a management

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