Dawson (2009) suggested a twelve step methodology for implementing knowledge management solutions following research which showed that implementing knowledge management solutions was not as successful as expected. This thesis investigates the third of this twelve step methodology which requires finding a knowledge management solution in the context of the problem. The aim of the research is to determine a methodology that will provide a systematic way for managers to select an appropriate knowledge management tool given a particular working environment. Two organisations are investigated to confirm that there is a need for a systematic methodology for selecting knowledge management tools and how a methodology may help in achieving selecting an appropriate tool. This investigation is carried out using case studies, action research and interviews and results in discovering that organisations do not have a systematic method for selecting tools which leads to tools being selected haphazardly and not always successfully. Two tools are developed to aid a manager in selecting a knowledge management tool: the House of Knowledge Management Tool Selection and the Knowledge Management Tool Classification Grid. The House tool helps to identify the knowledge problem being solved and evaluates all potential knowledge management tools against the problem. The barriers to the potential success of the tools are also examined. The grid identifies potential tools by classifying them against knowledge problems. The two tools are further refined and developed using the two organisations as case studies to demonstrate how and when the tools can be used. This leads to development of the Barrier House and the Evaluation Grid. A framework and associated methodology are then developed that can be used as a guide to using the tools, offering a systematic approach to selecting knowledge management tools given any environment and thus accomplishing the aim of the thesis.

This thesis aims to develop an inter-organisational knowledge transfer (KT) framework for SMEs, to help them have better understanding of the process of the KT between a SME and its customer (or supplier). The motivation is that knowledge management issues in SMEs is very neglected, which is not in line with the importance of SMEs in the UK national economy; moreover, compared to KT within an organisation, between organisations is more complicated, harder to understand, and has received much less attention. Firstly, external knowledge is generally believed to be of prime importance for SMEs. However, there is little empirical evidence to confirm this hypothesis. In order to empirically evaluate the hypothesis, and also specifically to identify SMEs' needs for external knowledge, a mail questionnaire survey is carried out. Then, based on the key findings of the survey, some 5MB managers are interviewed. The conclusions triangulated from both the key findings and the interview results strongly support the hypothesis, and demonstrate that SMEs have very strong needs for inter-organisational KT, and thus provide very strong empirical underpinning for the necessity of the development of the framework. Secondly, drawing support from a process view, a four-stage process model was proposed for inter-organisational KT. Then a co-ordinating mechanism underpinned by social networks and organisational learning is developed. The process model, co-ordinating mechanism together with cultural difference between organisations constitute an initial framework. Through interviews with SME managers, the initial framework is revised a final framework. The framework validation exercise shows that the final framework could help SMEs have better understanding of the KT. In order to remind and help SMEs to address the 'boundary paradox' embedded in interorganisational KT, and further reflect its complexities and difficulties, the important factors related to each stage of the framework are identified from a strategic perspective, with the help of the co-ordinating mechanism and relevant literature. The factors are also verified by interviews in SMEs. As a result, the initial factors are revised by removing the factors that are perceived as unimportant. The interview results demonstrate that the important factors, as a checklist, can remind and help SMEs to address the 'paradox', and are thus very useful for them.

Taiwanese health authorities are increasingly applying case management as a health care delivery strategy in the community. However, most Taiwanese public health nurses (PHNs) do not receive case management education because there are few education programs available. Several limitations in existing evaluative studies of case management continuing education programs were identified. These methodological weaknesses limit the conclusions that can be drawn about the effectiveness of these education programs. Hence, the purpose of this study was to develop, implement and evaluate a collaborative case management continuing education program for Taiwanese PHNs. The study was divided into three phases, with an expanded theoretical framework used to guide the program development, implementation and evaluation. Phase One conducted focus group discussions in order to assess the educational needs of Taiwanese PHNs. Phase Two developed a collaborative education program based on the findings of a literature review and the needs assessment. The initial program was evaluated by an expert panel and pilot testing was undertaken. Phase Three implemented and evaluated the program using an experimental research design and mixed evaluation methods. Three outcome levels were assessed, namely reaction, learning and performance by examining changes in PHNs' case management knowledge, skills and practice. The participants in the study were PHNs employed in health centres in Taipei City. The program itself involved 16 hours of workshops through four half-day sessions, conducted every two weeks during the participants' work time and at their workplace. Two types of data, focus group data and questionnaire data, were collected during the course of the study. The focus groups were conducted before and after the program delivery, for the needs assessment and program evaluation, using a subset of the participants. The focus groups were moderated by the researcher, who used a focus group discussion guide to collect data. The other data set was collected using self-report questionnaires. The participants were randomly allocated into two groups using cluster sampling, the experimental and comparison groups. Both groups were given questionnaires before the education program commenced, and then again eight weeks after the program was completed. For ethical considerations, PHNs in the comparison group also received the same program after data collection. The results revealed that the majority of participants were satisfied with the program. The education intervention significantly improved PHNs' case management knowledge, performance skills confidence, preparedness for case manager role activities, frequency of using case management skills, and frequency of using these role activities. A number of changes in case management practice were reported, in particular that the participants tended to follow the case management process more often and focus more on the quality of case management. This study was guided by an integrated theoretical framework, and used a clustered randomised controlled design to assess the effectiveness of the program across multiple levels of outcomes, hence addressing the design deficits identified in the prior evaluative studies. This study therefore provides an important contribution to the fields of nursing and case management by developing, implementing and evaluating a case management education program. Additionally, the program itself offers an evidence-based educational experience for PHNs and provides a new tool for nursing education in the context of Taiwan.

Dans cette thèse, nous avons proposé un modèle multi-échelle pour l'animation de rivière. Nous avons présenté un nouveau modèle pour chaque échelle. A l'échelle macro, nous avons proposé une méthode procédurale permettant de générer une rivière réaliste à la volée. A l'échelle méso nous avons amélioré un modèle phénoménologique basé sur une représentation vectorielle des ondes de choc près des obstacles, et proposé une methode pour la reconstruction adaptative de la surface de l'eau. A l'échelle micro, nous avons présenté une méthode adaptative pour texturer des surfaces de grande étendue avec des performances indépendantes de la scène. Nous avons également propos é une méthode d'advection de texture. Ces deux modèles reposent sur notre schéma d'échantillonnage adaptatif. En combinant ces modèles, nous avons pu animer des rivières de taille mondiale en temps réel, tout en étant contr?olable. Les performances de notre système sont indépendantes de la scène. La vitesse procédurale et l'échantillonage en espace écran permettent à notre système de fonctionner sur des domaines illimités. Les utilisateurs peuvent observer la rivière de très près ou de très loin à tout moment. Des vagues très détaillées peuvent être affichées. Les différents parties des rivières sont continues dans l'espace et dans le temps, même lors de l'exploration ou de l'édition de la rivière par un utilisateur. Cela signifie que l'utilisateur peut éditer les lits des rivières ou ajouter des îles à la volée sans interrompre l'animation. La vitesse de la rivière change dès que l'utilisateur en édite les caractéristiques, et l'utilisateur peut auss modifier son apparence avec des textures.

L'angiographie par rayons X est la modalité d'imagerie médicale la plus utilisée pour l'exploration des pathologies des vaisseaux coronariens. La routine clinique actuelle repose sur l'utilisation brute des images angiographiques. Pourtant, ces images présentent des défauts tels que le raccourcissement des longueurs, l'effet de grandissement ou la présence de superpositions. Ces faiblesses peuvent fausser le diagnostic et le choix thérapeutique. Nous proposons d'exploiter un nouveau mode d'acquisition angiographique, le mode rotationnel, pour produire des modélisations tridimensionnelles et dynamiques de l'arbre coronaire. Ces modélisations permettraient de s'affranchir des défauts intrinsèques aux images. Notre travail se compose de trois étapes. Dans un premier temps, une reconstruction 3D multi-oculaire donne un modèle statique des lignes centrales des artères coronaires, prenant en compte le mouvement respiratoire. Par la suite, un mouvement 4D des artères coronaires est determiné sur l'ensemble du cycle cardiaque. Enfin, la connaissance des mouvements respiratoire et cardiaque permet de réaliser la reconstruction tomographique des artères coronaires. Nous avons testé notre approche sur une base de 22 patients et avons proposé de nouveaux outils et applications cliniques à partir de ces modélisations tridimensionnelles et dynamiques. Ces outils diagnostiques ont été prototypés et feront l'objet d'une validation clinique.

This thesis explores the scope for the transfer and integration of human resources management (HRM) knowledge to provide the basis for the development of more productive and efficient supply chains, in the specific case of the aftermarket distribution channels of multinational companies in the automotive industry in China. Most studies of human resources management, supply chain management, and knowledge transfer have focused on internal transfer within multinational companies and there has been more limited research on the transfer of such knowledge across organisations in the supply chain, particularly in relation to distribution channels. Thus the starting point for the research was to understand the preconditions, mechanisms and effects on the distribution supply chain of the transfer and integration of HRM knowledge. To explore these issues the thesis compares and contrasts a poorly performing supply chain (that is Company J's supply chain) with two more successful supply chains in the automotive aftersales market (that is those of Company M and Company S). The aim was to identify whether the poorly performing supply chain could learn from the other two cases through a detailed exploration of the motivators and mediators that facilitate or hinder processes of HRM transfer and integration, and the outcomes of these processes on the performance of the supply chains and the manufacturers and distributors within the supply chains. A qualitative research approach was utilised. Data was gathered through one-on-one, semi-structured interviews with senior-level management, mid-level management, and frontline staff from the manufacturers and wholesale distributors in the three automotive aftermarket distribution channels and analysed using computer-assisted coding software, NVivo. In line with the extant literature, the thesis findings support the proposition that a relational supply chain network based on trust facilitates HRM knowledge transfer and integration, and provides a basis for competitive advantage in the supply chain. At the same time the findings suggest some important extensions to current knowledge and understanding of the processes and impact of HRM knowledge transfer. Firstly the research found that consideration should be given to recategorising the classic division between tacit and explicit knowledge with respect to HRM into fundamental and differential categories, in order to more clearly differentiate the type of strategic HRM knowledge transfer that could provide the basis for competitive advantage. Likewise the study found that it is not the mechanism of transfer- whether through systems or by inter-person channels- that should be the criteria to categorise knowledge, as a blended approach involving both types of transfer mechanisms was associated with better transfer effectiveness. Third the type of HRM to be transferred needs to fit the specific needs of distributors within the supply chain; in practice the best fit for this part of the supply chain can be considered a mix of paternalistic and transaction HRM, rather than the so-called 'best' practice HRM. Finally although there was potential in principle for the underperforming supply chain to learn from the experiences and practices of the higher performing supply chains, the extent to which Company J was likely to be able to emulate the more successful chains was constrained by significant internal barriers to learning (for example the pressure for short-term gains and the time needed to build trust, the lack of internal HRM expertise and the lack of local decision-making authority). However, an even more major constraint on the learning process came from the dynamic changes in the aftermarket distribution system that had the potential even to disrupt the trust-based partnerships in the exemplar supply chains. Thus the scope for applying the lessons from past practice, which has been the major focus of the comparative investigation of the three supply chains, may be limited by both the variations in internal conditions and by the fact that the key challenges for future development may be different from those faced in the automotive aftersales market in the past.

The theoretical part of the dissertation thesis called "The Role of Communication in the Knowledge Management" strives to identify the relationship between communication and knowledge management and results in finding that communication plays a critical role both in implementation of knowledge management and in the phase when knowledge management is implemented. The communication can shape environment for knowledge management as well as can be a tool for knowledge sharing. The research was focused on the situation of implemented knowledge management where the role of communication interferes to both the environment and the knowledge sharing. The research is based on three case studies that describe knowledge communication and its context in three similar successful and recognized organizations. Facts identified in the case studies are analyzed and discussed with experts in the area of personnel management and internal communication. Findings from the empirical research create basis for the design part which is aimed at identifying the way how to leverage the role of communication in knowledge management and how to use it to positively contribute to knowledge management goals. It results in a proposed system of tools of internal communication that supports knowledge communication. The system prefers face-to-face communication but includes also other tools of internal communication. The system is put into a broader context which is built out of knowledge management strategy, organizational culture and internal communication. There are recommendations defined for each of the elements that should support the right function of the knowledge communication. Rules and guidance for the knowledge communication are part of the thesis as well. Everything is based on practice of the researched organizations, was discussed with selected experts and validated with representatives from one of the organizations. The validation ensures feedback indicating practical applicability of the proposed system and defined guidance.

This thesis focuses on pre-conditions for organisations to implement knowledge management systems (KMS). Prior research suggests knowledge management (KM) is a capability and, as such, organisations need to know if they are ready to embark on KM initiatives that develop this capability. The findings of my research contend that measuring readiness is a prerequisite for implementing KMS holistically. I argue that effective KMS integrates the creation, mobilisation and diffusion stages of the knowledge life-cycle. Therefore, a system for gauging organisational readiness for KMS necessitates understanding the organisation’s inclination to create, mobilise and diffuse knowledge. Drawing from Socio-Technical Systems (STS) Theory, this study uses three dimensions, Infrastructure, Knowledge Structure and Knowledge Culture, to gauge each stage of the knowledge life-cycle. This study develops an instrument – the Knowledge Implementation Assessment Tool (KIAT) – to assess an organisation’s readiness for KMS. An organisation’s readiness can be said to increase as the measure on each dimension increases. In addition, this study found that structurally diverse Communities For Performance are needed to leverage Communities Of Practice in delivering direct business results, and that the implementation of KMS must be governed within and by cross-functional business processes. The knowledge-based theory of the firm and the knowledge life-cycle theory provide a conceptual understanding that managing the creation, mobilisation and diffusion of knowledge can yield competitive advantage. Based on these theories, an in-depth case study was conducted in Schlumberger’s technical service delivery process. The study analysed the implementation and the use of InTouch, Schlumberger’s KMS. The case study was conducted using an Abductive research strategy. The Means-End Chain approach and its laddering technique were used to collect and analyse data to establish 35 attributes vital for the implementation of an effective KMS – one that brings beneficial results. These attributes form the basis for creating the readiness assessment instrument – KIAT. A KMS implementation affects the social and technical aspects of an organisation. This study categorised the attributes along the three STS dimensions. The basis of the categorisation was the fit between each attribute and an STS dimension. The result is an assessment instrument to measure organisational readiness. The instrument, KIAT, consists of 50 factors to measure organisational readiness along the three STS dimensions for the creation, mobilisation and diffusion of knowledge. KIAT is operationalised in three organisational cases in different industries and processes. This allowed the instrument to be refined and led to the development of procedures to apply KIAT. The cases suggest that KIAT provides useful insights to discover or confirm KMS readiness where a cross-functional business process is the unit of analysis. The research contributes to research methodology in the KM field, as it is the first to use the Means-End Chain approach into knowledge management research by representing a hierarchy of organisational goals in a knowledge management initiative. For practitioners, my research makes two contributions. One, the KIAT readiness assessment instrument to diagnose their organisational readiness and take informed decisions. Two, the understanding of Communities For Performance. This study points the way for further research. This includes directions to explore the relationship between the levels of readiness and the effectiveness of KMS implementation, the relationship between organisations’ experience and their readiness, and the relationship between the dynamics of the KIAT Factors and organisational learning.

Submitted by Neusa Fagundes (neusa.fagundes@unioeste.br) on 2018-02-27T19:27:15Z No. of bitstreams: 2 Rafaella_Franceschini2017.pdf: 1204392 bytes, checksum: 6149bee27a726b8f4afaabdf42ee8e5b (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Made available in DSpace on 2018-02-27T19:27:15Z (GMT). No. of bitstreams: 2 Rafaella_Franceschini2017.pdf: 1204392 bytes, checksum: 6149bee27a726b8f4afaabdf42ee8e5b (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2017-08-30 / Decisions affect people's lives, just as they do in organizations. Managers make decisions based on intuition for business several times without being guided by management controls. Kahneman and Tversky (1979) created the Prospect Theory, also known as Perspective Theory, in the quest to explain the cognitive and heuristic biases of the decision-making process. The Prospect Theory is based on the fact that decision-making is not a strictly rational process, especially when the time for decision-making is limited. The managerial accountant by the very nature of the functions that are required to perform will require training very different from that required for the professional that acts in the formal accounting. This present study aimed to analyze whether the academic profile and the accounting and management knowledge influence the occurrence of heuristics. The theoretical reference presents the Decision Theory, Prospects Theory, availability heuristics, representativeness and anchoring, and accounting and management knowledge. For that, a field research was carried out with undergraduate students of the course of Accounting Sciences in the three campuses of a Public University of Paraná. The study sample consisted of 133 students, of which 78 were students in the first year and 55 in the fifth year. The research method used was a survey and the data were collected through questionnaires. Three research blocks were constructed, the first one on heuristics, the second on accounting and managerial knowledge, and the third on academic profile. To analyze the results, a descriptive data analysis, heuristic counting, factorial analysis and logistic regression were developed. The results show that the variables of the academic profile and the low managerial knowledge influence the presence of heuristics and that the undergraduate students presented low averages among the students of the first and fifth year, being that the students' lack of knowledge about aspects related to managerial accounting may be explaining the presence of heuristics among these students. As conclusion of the study in the academic profile the variables gender, age, professional experience and accounting performance presented a significant relation with the occurrence of heuristics, corroborating with the findings of the Prospects Theory. / Entende-se que decisões afetam a vida das pessoas, assim como acontece nas organizações. Os gestores tomam decisões pautadas na intuição ou no “faro” para os negócios, diversas vezes sem se pautar nos controles gerenciais. Kahneman e Tversky (1979) criaram a Teoria do Prospecto, também conhecida como a Teoria da Perspectiva, na busca de explicar os vieses cognitivos e heurísticos do processo de tomada de decisão. A Teoria do Prospecto está fundamenta em que a tomada de decisão não é um processo estritamente racional, em especial, quando o tempo para a tomada de decisão é limitado. O contador gerencial, pela própria natureza das funções que lhe são solicitadas a desempenhar, necessitará de formação bem diferente daquela exigida para o profissional que atua na contabilidade formal. O presente estudo teve por objetivo analisar se o perfil acadêmico e os conhecimentos contábeis e gerenciais influenciam a ocorrência de heurística. Quanto ao referencial teórico, apresenta a Teoria da Decisão, Teoria dos Prospectos, heurísticas da disponibilidade, representatividade e ancoragem e os conhecimentos contábeis e gerenciais. Para isso, foi realizada uma pesquisa de campo junto aos alunos de graduação do curso de Ciências Contábeis em três campi de uma Universidade Pública do Paraná. A amostra do estudo foi composta por 133 acadêmicos, sendo 78 estudantes do primeiro ano e 55 do quinto ano. O método de pesquisa utilizado foi o survey e os dados foram coletados por meio de questionários. Foram construídos três blocos de pesquisa, sendo o primeiro sobre heurística, o segundo sobre conhecimentos contábeis e gerenciais e o terceiro sobre perfil acadêmico. Para análise dos resultados desenvolveu-se a análise descritiva dos dados, contagem de heurísticas, análise fatorial e regressão logística. Os resultados apontam que variáveis do perfil acadêmico e o baixo conhecimento gerencial influenciam a presença de heurística e que os alunos de graduação apresentaram médias baixas entre os alunos do primeiro e quinto ano, sendo que, o pouco conhecimento dos alunos sobre aspectos relacionados à contabilidade gerencial podem estar explicando a presença de heurística entre esses alunos. Como conclusão do estudo do perfil acadêmico as variáveis gênero, idade, experiência profissional e atuação contábil apresentaram relação significativa com a ocorrência de heurística, corroborando com os achados da Teoria dos Prospectos.

The awareness on the importance of managing knowledge as the most important assets that need to be fully utilised has become the key competitive issue lately. In Malaysia, the concern was not only from companies but also from the Government of Malaysia itself. At the end of the year 2002, the Government of Malaysia has launched the Knowledge-based Economy Master Plan which aims to propel Malaysia from a production-based economy to a knowledge-based economy. With an increasing concern to create a knowledgeable society, it is critically important to understand the nature of such knowledge that is already embedded in the organisation's business processes, and how that knowledge is used as an important source of competitive advantage. The overall aim of this thesis is to analyse the current situation on how knowledge is managed in the public organisation in Malaysia and to provide government agencies in Malaysia with data on how knowledge is transferred. The primary focus of the study is to identify the organisational elements that are important for the transfer of knowledge in the public organisations in Malaysia. The study also examines different lengths of working experiences and number of years in an organisation has an impact on the understanding of knowledge management in the public organisation. After a literature review, and the development of conceptual frameworks, a number of hypotheses are put forward. To achieve an in-depth study, the Ministry of Entrepreneur Development of Malaysia was chosen as a case study. A questionnaire was used as the main instrument in gathering data and interview(s) for the key informants were also conducted. A total of 154 respondents were involved in the survey and five key informants were interviewed. The questionnaire is principally concerned with the understanding of knowledge management in the Ministry and the questions on the variables that are used for the hypothesis testing. The study also investigates the relationship between organisational elements and the performance of knowledge transfer. Five main independent variables were identified - organisational culture, organisational structure, technology, people/human resources and political directives - and these were tested against knowledge transfer performance. The results reveal that there are two independent variables that have significant relationships to the performance of knowledge transfer. The variables are sharing culture and ICT know-how. Therefore, it is necessary for organisations to consider some of the elements that shows a relationship between the tested variables in implementing a knowledge management strategy in an organisation. However, certain variables that did not show any relationship should not be ignored totally, as they are still very important for some organisations. The study shows that knowledge management as a practice would be the most influential strategy in managing knowledge in public organisations in Malaysia in the near future. On the basis of the research findings the researcher is able to put forward a series of recommendations, particularly in formulating a knowledge management strategy that is suitable for the public organisation in Malaysia which complements the Knowledge-based Economic Master Plan that was launched by the Government.