Magister Economicae - MEcon / Knowledge is recognised as a crucial resource in the knowledge-based economy; and it is believed to drive sustainable success in organizations. Knowledge management (KM) helps organizations identify, create, organize, distribute and transfer vital knowledge among employees within and across organizations. The underlying premise is that good KM leads to efficiency and effectiveness, which in turn, influences the total performance in an organization. Therefore, this study investigates the role of KM practices as they relate to projects in a South African government organisation. The problem was dwelt with by establishing research questions and objectives. In order to answer the research questions, a literature search was conducted in the area of KM to establish the KM enablers, barriers, and processes known to facilitate or hinder successful KM in organizations. This led to the identification of five enablers, including organizational culture, structure, technology, strategy and leadership, as well as the resources believed to be fundamental in the success of KM practices. Barriers to KM were identified as individual, organizational and technological. The study established four KM processes: acquisition, conversion, application and protection that were found to concur with good KM practices. A conceptual model was developed around these areas. The model assisted in developing qualitative and quantitative questions. In order to investigate the proposed research questions, the study identified a single directorate within the department of public works that is directly involved with the delivery of health infrastructure. The methodology used, which was mainly qualitative research, was conducted by using multiple-data evidences, namely: semi-structured interviews, document review; these were sourced from primary and secondary sources, as well as similar organizational best practices in KM. A total of nine interviews were conducted with individuals in managerial positions. A total of 7 of the 30 e-mailed questionnaires were completed and the data were used to supplement the qualitative data. This study used the Content-Analysis Technique approach to analyse the text data obtained from the interviews. It was established that successful KM implementation requires the promotion of an enabling environment. The results from the findings revealed that organizational culture, structure, leadership and strategy, ICT, as well as KM resources form, a foundation for the KM environment. KM processes, such as knowledge-retention, creation, capture, transfer and iv sharing, were found to be fundamental for KM practices to occur. Barriers to effective KM occurred largely due to the lack of awareness and time. To capitalize on knowledge, an organization must be prepared to balance its KM enablers and processes. The existing challenges impeding KM success should be identified and dealt with, in order to realize the KM benefits. The study, therefore, proposes a KM conceptual model to be integrated with the decision-making framework, as an implementation strategy for KM in the public sector. This would ensure an embedded knowledge-intensive environment in the Department, and hence the improvement of infrastructural delivery. This study is limited, since only a single case was used, which plainly suggests that there is a possibility that the results cannot be generalized beyond the researched organisation – without conducting any further study. It is recommended that for future research, this study be replicated through several other directorates, or even departments at various government levels (e.g. national, provincial). Also, quantitative analysis, together with qualitative analysis, should be used to create a triangulation between the two approaches.

The diploma thesis is dedicated to the purpose and importance of knowledge management. The aim of this work is to describe the chief knowledge officer position in the knowledge society. It defines its roles and identifies competencies that are keys to success of this position. It unveils impact and responsibilities of chief knowledge officer in a knowledge organization. It assesses and predicts development of this position. The thesis can be divided into two parts, theoretical and empirical. First chapters focus on the theory in the field of knowledge management, knowledge society and furthermore it focuses on the position chief knowledge officer, its development and competencies. The thesis contains also an analysis of research from foreign countries. Empirical part of the thesis includes interviews with representatives on the position chief knowledge officer. Keywords: Knowledge management Chief knowledge officer Knowledge society Intellectual capital Enterprises

產業結構轉變，使得勞動保護法原所預想的勞工圖像造成變化， 及該保護設計漸不相吻合。知識經濟對於產業勞動關係之影響，產 生如行、職業分類標準，勞動基準法一體適用性，勞動關係從屬性 等衝擊；工作時間彈性化，工作壓力與工作滿足，工會發展之衝擊， 移動自由引起之問題等議題。今日，於知識工作者之定義仍眾說分 歧下，筆者從現行職場已出現非典型之勞動者這一塊，探究該知識工作者其勞動法制面如何因應，然為使焦點集中，故以個別勞動關係、集體個別勞動關係、工作環境權等勞動法制為核心進行探討。 就知識經濟下及多元社會發展下，立法者未來對於該勞動法制 之釐訂，或更須多加審視立法對象之個別情形。知識經濟下，非典 型勞動者中，知識工作者之工作型態已不同以往，由於其工作投入 源自於智力，完成工作之時間，已非傳統之計算方式可加以適用。 因此，管理者對於該知識工作者，已有對其工作時間採彈性規定， 對其工作成果採責任制導向等。故於時間規範，宜由勞資雙方自行協商。於勞工職業安全方面，知識工作者可能因工作產生精神壓力並造成心理方面之疾病，對此，國際組織及我國主管機關未來對於此種新興疾病，除瞭解其形成原因外，更須加以有效防範與採取解決之道，以謀勞動者之心理健康。 關於知識工作者其團體勞動意識之凝聚力如何加強的問題，或 應先探究勞動者成立工會之主要本質，即其須有明確之團體利益導向。因此，該組織之各知識工作者，因某事件而形成明確團體利益之意識下，則工會組織才會對其發揮作用，接續談及的團體協商、 爭議權之行使才有意義。而對於無工會之企業，應強調該企業健全 人力資源發展之重要，因為在人力資源發展良好的企業裡，其相對 會為員工設立健全內部申訴管道，如此或應可相當地解決員工之困 擾，消弭問題之滋衍。對於知識工作者因移動自由，不管是人權、團體勞動權利，皆有可類推適用之保障規範，然當該知識工作者因涉及涉外要素之民事事件時，則產生國際裁判管轄權之問題。而按法律行為發生涉外關係時，有關當事人自主原則，此時應判定其為「國際私法之當事人意思自主原則」，抑或「實體法上之當事人意思自主原則」，因為適時區別對該知識工作者權益會有所助益。 關鍵字：知識經濟、勞動關係、知識工作者、非典型勞動者 / Abstract Because of industrial structure transformation, it causes to change that the laborer image which the labour protection law originally expected to, and then the protection design gradually does not tally. Knowledge economy has its influence regarding industrial labour relations on the impacts of the occupation classification standard, labour standards law applying to all, the subservience of labour relations, and so on; the issues of the working time flexibly, working pressure and work satisfies, the impact of the trade union development, the causing problems of moving freely, etc. Nowadays, there are still different definitions to the knowledge workers, the author inquires into the labour laws how to built in about the knowledge workers that belong to the non－typical labours from the present duty field, however, for the point to be centralized, I focus on the individual labor relations, collective individual labor relations, and working environment rights, etc. Under the knowledge economy and a great diversity of social development, the legislators designing the labour laws in the future have to carefully examine the legislation object about the individual situation. On the knowledge economy，for the knowledge workers of non- typical workers, their working patterns have been differently than ever, as a result of their work investment source from to intelligence, the time about completing the work, it is not suitable for computing by traditional mode. Regarding this kind of knowledge workers, superintendents take flexible working time, pick the responsibility system guidance to their work achievement, etc. So to the code of conduct about time standard, it suitably voluntarily consults by labor both sides. To labour professional safety aspect, the knowledge workers possibly have the spiritual pressure and creating the psychological disease, the International organization and the government in Taiwan for this kind of emerging disease in the future, should understand its the reason of forming, also have to perform effectively and adopt ways of the solution, and seek for psychologically healthy of the workers. The question about the cohesive force of association consciousness for the knowledge workers how to strengthen , perhaps we should first inquire into the main essence about the labours why they set up the trade union, namely they must have the association benefit guidance. Therefore, the organization of various knowledge workers forms the association benefit consciousness under some event, then the labor union can display its function, continues the association which refers to consult, the dispute power enable significance. But regarding the enterprise that has no trade union founded, it should emphasize the sound human resources development, because of doing so, it relatively can set up the perfect internal appeal pipeline for the staff, and perhaps be possible to solve staff puzzle , extinguishes the question to incite spreads out. Regarding the moving freedom of knowledge workers, no matter what the human rights, the association right to labour, All the knowledge workers could be suitable the safeguard standards, however, when they involve in the foreign affairs about the essential factor of the civil event, thus causing the question of the international umpire jurisdiction. But according to the legal act which touches on foreign affairs, concerned independent principle of litigant, this should determine it is “The meaning independent principle of Litigant at the international private law”, or “In substantive law, the meaning independent principle of litigant”, for it is helpful to distinguish them at the right moment for these knowledge workers’rights. Keywords：Knowledge economy, Labour Relations, Knowledge worker, Non- typical worker

本研究之研究目的主要探討知識工作者，對於工作本身及勞資關係的認知傾向；利用問卷調查及SAS統計方法，針對新竹科學園區內高科技公司之研究發展部門員工，進行問卷調查以瞭解知識工作者的勞資關係認知型態。 本研究以工作選擇偏好與工作特性二構面，利用集群分析將受訪者分為知識工作者與非知識工作者二類型，探討其在勞資關係與人事管理制度方面，是否有明顯的差異。研究結果發現，知識工作者，其從事之工作類型屬於知識型，勞資關係認知傾向初始型關係契約模式，並且，組織在人事管理制度方面，多採行較自主的管理模式。 換言之，本研究結果發現，知識工作者對於組織及工作的認知，具有混合、模糊的成本／利潤分派原則，且衝量標準較主觀，強調組織與員工二者團結攜手合作，共同規劃未來，因此，在組織人事管理制度的設計上，宜偏向自主性且較具彈性的管理制度，並採行員工分紅、入股的制度，讓員工對組織有長期的發展規劃。此結果顯示與一般認為知識工作者對組織的忠誠者較低有相反的發現，有助於組織瞭解知識工作者的工作態度傾向，以利組織制度的設計及勞資關係良性的發展。 非知識工作者的工作類型，屬於非知識型工作，其勞資關係傾向現代型關係契約模式，其特徵為具有客觀、明確的衡量標準及成本／利潤分派原則，組織與員工間權利、義務規定明確兩者關係卻容易移轉，因此，組織在人事管理制度的設計上，較偏向制度化的管理模式，清礎明確的績效考核制度與定期的獎金制度。 知識已成為企業成功的主要利基，因此，知識工作者將成為主要的資源，企業唯有不斷的激勵知識工作者以創造賴以生存的生產資源，才能在知識社會中生存成長，所以，組織應更加重視知識工作者的勞資認知傾向及智慧財產的管理與保護，才得以發展出和諧的勞資關係。

Submitted by STEFANO PETRINI DE OLIVEIRA null (stefanopetrini@hotmail.com) on 2016-05-06T00:57:17Z No. of bitstreams: 1 Dissertação - Stefano Petrini.pdf: 1880894 bytes, checksum: 90c6382ea8269445954a2790db221707 (MD5) / Approved for entry into archive by Juliano Benedito Ferreira (julianoferreira@reitoria.unesp.br) on 2016-05-09T20:04:22Z (GMT) No. of bitstreams: 1 petrini_s_me_guara.pdf: 1880894 bytes, checksum: 90c6382ea8269445954a2790db221707 (MD5) / Made available in DSpace on 2016-05-09T20:04:22Z (GMT). No. of bitstreams: 1 petrini_s_me_guara.pdf: 1880894 bytes, checksum: 90c6382ea8269445954a2790db221707 (MD5) Previous issue date: 2016-03-15 / Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq) / Recent research about the identification of factors that contribute to better sharing of knowledge and ways to evaluate this topic highlight the importance of knowledge management for the organization. Exploring opportunities in this scenario, the present study examines the share of the workers' knowledge in the automotive industry by factors related to the Production Organization, Work Organization and Knowledge Management, with attention to the influence of organizational and interpersonal context in the knowledge sharing process. This delimitation of the industrial sector in the light of the production area is justified by this area has dependence of the workers' tacit knowledge. The research uses a qualitative and quantitative approach in survey format and uses a questionnaire with managers (coordinators and supervisors) to assess the importance of leveraging factors of knowledge management in the view of the leadership body. It employed the Incomplete Pairwise Comparison method proposed by Harker (1986) based on the Analytic Hierarchy Process of Saaty (1977). The survey shows an integration between the factors and highlights the importance of systemic and technical conversation among the workers to improve their knowledge sharing, plus the role of communication, training and work instruction in the knowledge conversion processes. This research expands the theme of the conceptual limits knowledge management found in literature and contributes mainly in managerial direction for the qualification and learning new employees in the continuous process of recycling knowledge and mitigation of knowledge waste. Thus, it contributes to the promotion of an enabling environment for the creation and sharing of knowledge by the people of the workers' environment. / Pesquisas recentes relativas a identificação de fatores que contribuem para o melhor compartilhamento do conhecimento e formas de avaliação do tema evidenciam a importância da Gestão do Conhecimento para a organização. Explorando oportunidades neste cenário, a presente pesquisa analisa o compartilhamento do conhecimento operário na indústria automotiva por meio de fatores relativos à Organização da Produção, Organização do Trabalho e a Gestão do Conhecimento, com atenção a influência do contexto organizacional e interpessoal no processo de compartilhamento de conhecimento. Esta delimitação de setor industrial à luz da área de Produção justifica-se por esta área possuir dependência do conhecimento tácito operário. A pesquisa utiliza uma abordagem quali-quantitativa no formato survey e emprega um questionário com gestores (coordenadores e supervisores) para avaliar a importância dos fatores alavancadores da Gestão do Conhecimento na ótica do corpo de liderança. É empregada o método Incomplete Pairwise Comparison, proposta por Harker (1986) baseada no Analytic Hierarchy Process de Saaty (1977). A pesquisa evidencia uma integração entre os fatores e destaca a importância da conversa sistêmica e técnica entre os operários para o melhor compartilhamento de seu conhecimento, além do papel da comunicação, do treinamento e da instrução de trabalho nos processos de conversão do conhecimento. Esta pesquisa expande os limites conceituais do tema Gestão do Conhecimento verificado na pesquisa bibliográfica e contribui, principalmente, no direcionamento gerencial para a qualificação e aprendizado de novos funcionários, no processo contínuo de reciclagem de conhecimento e mitigação do desperdício do conhecimento. Logo, ela contribui à promoção de um contexto favorável à criação e ao compartilhamento do conhecimento pelas pessoas do ambiente operário.

Abstract Speed of information, uncertainty and complexity are increasing in the work-life of the knowledge worker. In addition, solving complex and wicked global problems require cooperation skills as well as ability to learn in collaboration across the disciplines, meaning skills in crossing boundaries. These requirements set new challenges for educating knowledge workers in higher education. Metaskills, such as learning by utilising networks, communication and critical thinking, have become as essential as discipline-specific skills. Metaskills combined with discipline-specific skills are called T-shaped skills. Individuals possessing these skills, so-called T-shaped professionals, are exposed to the experience and the knowledge of other disciplines and thus are recognised as carrying the skills for crossing boundaries. This dissertation examines how a Finnish studio-based pedagogical approach to bachelor education, the LAB Studio Model (LSM), contributes to the education of boundary crossing competence. This qualitative dissertation utilises exploratory as well as design research as its research approach and contains four original publications. First, the characteristics of LSM and the utilisation of studio-based practices in higher education are studied by conducting literature reviews. Second, the internal and external boundary crossing activities are studied by performing case studies, where the new knowledge creation and establishment of learning networks are in focus. Empirical data has been collected by conducting web-based surveys, theme-based student and student team interviews, direct observation, and participative observation. The outcome of this dissertation suggests that LSM offers a potential educational model for learning the skills of boundary crossing, resulting in a T-shaped skill base. The results of this dissertation include new findings on how commonly studio-based education is utilised world wide in higher education, how LSM differs from the existing configurations that utilise the studio-based model in higher education, as well as active internal and external boundary crossing among students. This dissertation contributes to the discussion of university-society collaboration by the new learning configurations, and to the interdisciplinary education of knowledge workers. The results of this dissertation can be utilised in the development of studio-based configurations in higher education. / Tiivistelmä Tiedonvälittämisen nopeus, epävarmuus ja monimutkaisuus lisääntyvät tietotyöläisten työssä. Lisäksi yleismaailmallisten ja monimutkaisten ongelmien ratkaisemisen vaatima monialainen yhteistyö, sekä yhdessä oppiminen edellyttävät taitoja erilaisten rajojen ylittämiseen. Nämä vaatimukset asettavat uusia haasteita tietotyöläisten korkeakoulutukselle. Metataidot, kuten vuorovaikutustaidot, verkostojen avulla oppiminen ja kriittinen ajattelu, ovat tulleet yhtä tärkeiksi kuin alakohtaiset taidot. Metataidot yhdistettyinä alakohtaisiin taitoihin muodostavat niin kutsutut T-malliset taidot. T-mallisia taitoja omaavat ammattilaiset ovat altistuneet muiden alojen ammattilaisten kokemuksille ja tietotaidolle, ja siten omaavat taitoja rajojen ylittämiseen monialaisissa työryhmissä. Tämä väitöskirja pyrkii vastaamaan kuinka suomalaisessa korkeakoulussa kehitetty, studiomallinen ja monialainen tietotyöläisten koulutusmalli, LAB-malli, vastaa rajojen ylittämisen taitojen kouluttamisen haasteeseen. Tutkimus toteuttaa laadullista tutkimusstrategiaa käyttäen eksploratiivista ja kehittämistutkimuksen lähestymistapaa tutkimusprosessissaan. Alkuperäiset julkaisut keskittyvät studiomallin hyödyntämisen yleisyyteen korkeakoulutuksessa maailmanlaajuisesti, LAB-mallin ominaisuuksiin studiomallina ja opiskelijoiden rajojen ylittämiseen monialaisen koulutuksen aikana. Ensimmäinen julkaisu keskittyy LAB-mallin ominaisuuksien analyysiin ja toinen studiomallin hyödyntämisen selvittämiseen kirjallisuuskatsauksien avulla. Kolmas julkaisu keskittyy rajojen ylittämiseen koulutuksen sisällä uuden tiedon tuottamisen teorian kautta ja neljäs koulutuksen ulkopuolisten rajojen ylittämiseen oppimisverkostojen muodostamisen kautta. Tutkimus tehtiin keräämällä tietoa kyselyillä, teemapohjaisilla opiskelija- ja tiimihaastatteluilla, sekä suoralla, että osallistuvalla tarkkailemisella. Tämä väitöskirja osoittaa, että LAB-malli tarjoaa koulutusmallin rajojen ylittämisen oppimiseen ja siten T-mallisten taitojen oppimiseen. Tulokset osoittavat, että studiomallin hyödyntäminen on lisääntynyt korkeakoulutuksessa, LAB-malli on omaleimainen verrattuna muihin studiomallia noudattaviin korkeakoulutuksiin ja että koulutuksen aikana opiskelijat ylittävät rajoja aktiivisesti. Tämä väitöskirja osallistuu keskusteluun korkeakoulujen yhteiskunnallisesta yhteistyöstä, sekä monialaisen ja studiomallisen oppimisen mahdollisuuksista tietotyöläisten kouluttamisessa. Tämän väitöskirjan tuloksia voidaan hyödyntää edelleen kehitettäessä studiomallisia korkeakoulujen oppimisympäristöjä.

Theoretical part: Basic terms of knowledge management, knowledge worker, knowledge creation and conversion process, prerequisites and benefits of knowledge management. Knowledge management and it's connection to organizational culture and structure, result measurements of knowledge management, learning organization and it's connection to knowledge management. Tacit knowledge management tools -- stories -- types, how to create, practical use, communities, coaching. Value Based Organization. Practical part: Characteristics of organization, value based organization in reality, classification of stories from organization, organizational values, stories in detail, stories in customer care, stories in back line departments. Propsal on improvement of tacit knowledge management in organization -- employee training, mutual inspiration, front line department visits, modifications of organizational values.

The main goal of my thesis is to suggest a methodology for a knowledge management implementation and to implement this methodology in a chosen organization. The last part of my thesis deals with the critical aspects of the knowledge management implementation and possible solutions. Organizations, which haven't started with knowledge management implementation yet, are in a disadvantage compare to the organizations which have already implemented knowledge management into their processes. The importance of a human capital is still growing and the organizations need to know how to work with knowledge of their employees effectively.

El estado actual del conocimiento y el nivel de globalización imperante, hace que las empresas se vean expuestas a competidores más sofisticados. Actualmente, el grado de competitividad, incluso para los commodities, se apoya fuertemente en la potencia impuesta por el conocimiento que posee la organización. Como dicho conocimiento es capaz de brindar valor agregado, e incrementar el valor de la empresa incluyendo los resultados en el “goodwill” surge la necesidad de gestionarlo. La aplicación de tecnología, por sí sola, no asegura la gestión del conocimiento, y por lo tanto, se debe complementar con una clara comprensión de los mecanismos de captura, almacenamiento, recuperación y transferencia. Dicha gestión debe estar basada en un modelo sólido, y acompañada de una adecuada gestión de los recursos humanos y la cultura organizacional. En esta tesis se describen los conceptos de la gestión del conocimiento y la variedad de modelos y aspectos claves mencionados en la literatura. Considerando la heterogeneidad de visiones, se elaboró un modelo y se desarrolló una herramienta de evaluación para establecer el grado de madurez en la gestión del conocimiento. La herramienta se utilizó para evaluar la Gerencia de Operaciones de una organización del sector químico. A partir de los resultados del diagnóstico, se determina el nivel general alcanzado y asimismo para las áreas claves de cultura, procesos y tecnología. Finalmente, se elaboran propuestas que permitirían una mejora en la gestión del conocimiento considerando las necesidades reales de la gerencia. / The current state of knowledge and the level of prevailing globalization, expose companies to more sophisticated competitors. At present, the degree of competitiveness, even for commodities, relies heavily on the power imposed by the company’s knowledge. As this knowledge is able to provide added value, and increase the value of the company including the results in the "goodwill" there is a need to manage it. The simple application of technology does not ensure the management of knowledge, and therefore, it must be complemented with a clear understanding of the mechanisms of capture, storage, retrieval and transfer. Such management should be based on a solid model, and accompanied by a proper management of human resources and organizational culture. This thesis describes the concepts of knowledge management and the variety of models and key aspects mentioned in the literature. Given the heterogeneity of visions, a model was worked out and an assessment tool was developed to establish the degree of knowledge management maturity. The tool was used to assess the operations area of an organization in the chemical sector. Based on the results of the diagnosis, the general maturity level was determined, and also for key areas of culture, processes and technology. Finally, we elaborate a proposal that would enable an improvement in knowledge management considering the real needs of the division.

Der zielorientierte Umgang mit Wissen bildet eine zentrale Herausforderung für Unternehmen und deren Mitarbeiter. Deren Kompetenzentwicklung ist für die Unternehmen unter dem Aspekt der Wettbewerbsfähigkeit ein lohnendes Ziel. Diese Arbeit stellt ein Werkzeug zur Messung von Kompetenzen im Persönlichen Wissensmanagement vor. Auf einer Literaturstudie basierend wurde ein Kompe-tenzkatalog erstellt und mit Hilfe einer Befragung von Fachleuten aus dem Berei-chen Informations- und Wissensmanagement validiert. Dieser Kompetenzkatalog findet Eingang in einen Referenzrahmen für Kompetenzen für Persönliches Wis-sensmanagement. Zur Bestimmung der Niveaustufen Experte, Könner und Kenner im Persönlichen Wissensmanagement wurde ein Messwerkzeug erarbeitet und anhand von zwei Gruppen auf Gültigkeit überprüft. Die eine Gruppe bestand aus Mitarbeitern Ex-zellenter Wissensorganisationen, die andere aus interessierten Mitarbeitern aus nicht-explizit wissensorientierten Unternehmen. Es konnte nachgewiesen werden, dass beide Gruppen in acht Einzelkompetenzen signifikante Unterschiede besa-ßen. Auch für weitere Kompetenzen konnten Messdimensionen aus den Rück-meldungen der Umfrage hergeleitet werden. In einigen Fällen allerdings konnten die Niveaustufen Könner und Kenner nicht unterschieden werden. / The target-oriented intercourse with knowledge is a central challenge for compa-nies and their employees. With the aspect of competitiveness, a rewarding aim for the companies is to work on their skill development. This paper introduces a tool to measure the skills in personal knowledge management. Based on literature studies, a catalogue of competences was created, which was validated by inter-views with experts in information and knowledge management. The catalogue of competences conforms to a reference framework for competences for personal knowledge management. Measuring tools for the determination of the levels of expert, master and initiate in personal knowledge management were developed and their validity was checked on the basis of two groups. The first group was composed of employees of “Exzellenter Wissensorganisation”, the other group was composed of interested employees of companies with no explicit orientation for information and knowledge management. It was possible to verify that both groups showed signif-icant differences in eight single skills. Even for other skills dimensions of meas-urement could be deduced from the interviews. In some cases the levels of master and initiate could not be distinguished.