Diversos estudos exploram temas relacionados ao monitoramento do ambiente com o intuito de auxiliar empresas a se protegerem contra ameaças e a aproveitarem oportunidades provenientes do ambiente externo. Outros pesquisadores se dedicaram aos tópicos relacionados à gestão do conhecimento, colocando o conhecimento como elemento central para o desenvolvimento e o sucesso empresarial. Contudo, identificaram-se poucos estudos que explorem as temáticas de monitoramento do ambiente e gestão do conhecimento em conjunto. Com o propósito de contribuir para o preenchimento desta lacuna, o presente estudo investiga o desenvolvimento da capacidade absortiva em processos de exploração de sinais fracos, sob a perspectiva da criação do conhecimento organizacional. Para tal investigação se utilizou método qualitativo e exploratório; tendo como técnicas de coleta de dados entrevistas semiestruturadas e análise de conteúdo para exploração dos mesmos. Constatou-se que o desempenho do processo de Inteligência pode contribuir para o desenvolvimento da capacidade absortiva, além de propiciar a criação, expansão e renovação de conhecimentos individuais e organizacionais. Observou-se, também, que a realização das atividades de Inteligência incentiva a ação e influencia na tomada de decisão de colaboradores e gestores. Os profissionais ao se sentirem melhor informados sobre oportunidades e ameaças provenientes do ambiente externo à organização passam a refletir e se responsabilizar mais por ações e decisões. / Many studies explore topics related to the environmental scanning process in order to assist companies with protecting themselves against threats and seizing opportunities that arise from external environments. Furthermore, a number of researchers have focused broadly and deeply on topics related to knowledge management, placing knowledge as a central resource to a business’s development and success. Nevertheless, there are few studies that combine the themes of environmental scanning and knowledge management. Aiming contribute to fill this gap, this study investigates the absorptive capacity developing in weak signals’ exploration process through the organization knowledge creation’ perspectives. The employed method to this qualitative and explorative research will be interviews by means of techniques for collecting data; and a content analysis for an exploitation of these data. It was found that the Intelligence process performance contributes to the development of absorptive capacity. Futhermore, the practice of Intelligence process facilitates the creation, expansion and renewal of individual and organizational knowledge. It was also observed that the realization of intelligence activities encourages action and influence in employees and managers decision making. Professionals who feel better informed about opportunities and threats from the external environment in regards to the organization start to further reflect and be more accountable for actions and decisions.

Knowledge management (KM) has been determined by many researchers as one of the most important domains within the information systems (IS) field, and knowledge sharing (KS) has been identified as the most vital component of KM. Lack of KS within organizations has been approached from many perspectives. One perspective that has been outlined in recent studies is the organizational culture (OC) perspective, which examines the interaction between OC and KS behaviors. Although research has been conducted on OC and KS, the findings of recent studies have been contradictory. These conflicts were due to the different operationalization of KS. The purpose of this research was to conduct a multi method study to investigate the interaction between KS and OC in detail. A case study within a Fortune 50 organization was undertaken to address the problem. By focusing on socialization adopted from the socialization, externalization, combination, internalization (SECI) model, the iceberg theory, and the Competing Values Framework (CVF), two questions were explored to address an unexamined area within the body of knowledge. Per the recent calls for research, the questions addressed KS itemized into knowledge seeking and knowledge contributing, and investigated the phenomenon at multiple levels of the organization. The first question examined the interaction between OC and KS via socialization amongst peers for: (a) overall organization, (b) non-managers, (c) first level managers, and (d) second-level managers. The second question examined the interaction between OC and KS via socialization amongst various levels for: (a) subordinates and managers in overall organization, (b) non-managers and first level managers, and (c) first level managers and second level managers. Data were collected through 82 surveys, 23 interviews, 23 observations, and company records for the calendar year of 2017 to provide multiple types of data for triangulation. The quantitative data were analyzed through descriptive statistics, correlation tables, multivariate analysis of covariance (MANCOVA), and visualization. The qualitative data were analyzed through open coding, axial coding, and selective coding. The combined results were triangulated to reach the conclusions. The MANCOVA displayed a significant interaction between OC and KS via socialization. Furthermore, the triangulated results showcased that perceived bureaucratic culture and perceived competitive- bureaucratic culture had a negative relationship with KS via socialization amongst peers, knowledge seeking for manager to subordinate, and subordinate to manager, but not for between level knowledge contributing. While perceived clan culture had a positive relationship with KS via socialization amongst peers, and for knowledge seeking from managers, but not for between level knowledge contributing. Perceived competitive culture was only discovered to have a negative relationship with knowledge seeking for level two managers, while having a positive relationship with knowledge contributing to employees, and knowledge contributing amongst peers with knowledge seeking as moderating variable. The various organizational levels also showcased distinct results which requires further investigation. Future research suggestions were made to extend the body of knowledge through various directions, alongside an IS solution recommendation for organizations to improve KS.

Made available in DSpace on 2016-04-25T16:44:37Z (GMT). No. of bitstreams: 1 Antonio Thomaz Pacheco Lessa Neto.pdf: 3151767 bytes, checksum: d39f096f36e24de37a2e846d245fa19e (MD5) Previous issue date: 2013-11-05 / Knowledge flows, especially in subsidiaries of multinational corporations, now have an increasing importance in organizations and therefore the discussion of research in the field. The aim of this work is to analyze flows not only through transfers, but also conversions of knowledge between the three families of intangible assets (external structure, internal structure and individual competence), since, for the creation of value, the key lies in the fact that such transfers and conversions be effective (SVEIBY, 2001). Concerning the method, this dissertation presents an empirical study through a survey applied along the Brazilian subsidiaries of multinational corporations, from a theoretical construct Knowledge-based view (KBV) where makes an analysis of the assets of individual competence, internal structure and external structure, and having for its object of study brazilian companies in Brazil listed in data collection known as the best and biggest from business magazine EXAME covering the year 2012. The study indicates, for the sample data (nine respondents) removed of the universe effectively researched (140 companies and not the initial 565), that there is the maximization of value creation from knowledge flows in two directions only by knowledge transfers and conversions of Individual Competencies for External Structure, within the Internal Structure, of Internal Structure for Individual Competencies and within the External Structure / Os fluxos de conhecimento, de modo especial em subsidiárias de corporações multinacionais, passam a ter uma importância crescente nas organizações e por consequência nas discussões de pesquisas no campo. O objetivo deste trabalho é a análise dos fluxos, não somente através das transferências, mas também das conversões, de conhecimento entre as três famílias de ativos intangíveis (estrutura externa, estrutura interna e competência individual), uma vez que, para a criação de valor, a chave reside no fato de tais transferências e conversões serem eficazes (SVEIBY, 2001). Quanto ao método, esta dissertação apresenta um estudo empírico desenvolvido através de uma survey aplicada junto às subsidiárias brasileiras de corporações multinacionais, a partir de um construto teórico da visão baseada no conhecimento (VBC) - ou Knowledge-based View (KBV) - onde se faz uma análise dos ativos de competência individual, de estrutura interna e de estrutura externa, e tendo por objeto de estudo as empresas do Brasil listadas no levantamento de dados conhecido como Melhores e Maiores da Revista EXAME referente ao ano de 2012. O estudo indica, para a amostra dos dados (nove respondentes) retirada do universo efetivamente pesquisado (140 empresas e não as 565 iniciais), que existe a maximização de criação de valor a partir dos fluxos de conhecimento em duas direções somente pelas transferências e conversões de conhecimento de Competências Individuais para a Estrutura Externa, dentro da Estrutura Interna, da Estrutura Interna para as Competências Individuais e dentro da Estrutura Externa

Submitted by Jaqueline Silva (jtas29@gmail.com) on 2014-09-26T21:10:33Z No. of bitstreams: 2 Caetano, Samuel Sabino-2013-dissertação.pdf: 1031464 bytes, checksum: 39f6a5947aed90b8f7c8e56b76d93e5a (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Approved for entry into archive by Jaqueline Silva (jtas29@gmail.com) on 2014-09-26T21:12:31Z (GMT) No. of bitstreams: 2 Caetano, Samuel Sabino-2013-dissertação.pdf: 1031464 bytes, checksum: 39f6a5947aed90b8f7c8e56b76d93e5a (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Made available in DSpace on 2014-09-26T21:12:31Z (GMT). No. of bitstreams: 2 Caetano, Samuel Sabino-2013-dissertação.pdf: 1031464 bytes, checksum: 39f6a5947aed90b8f7c8e56b76d93e5a (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) Previous issue date: 2013-09-09 / Increasingly, learning in groups has become present in school environments. This fact is also part of the organizations, when considers learning in the workplace. Conscious of the importance of group learning at the workplace (CSCL@Work) emerges as an application area. In Computer Supported Collaborative Learning(CSCL), researchers have been struggling to maximize the performance of groups by techniques for forming groups. Is that why this study developed three (3) algorithmic approaches to formation of intraheterogeneous and inter-homogeneous groups, as well as a model proposed in this work in which integrates dichotomous functional characteristics and preferred roles. We made an algorithm that generates random groups, a Canonical Genetic Algorithm and Hybrid Genetic Algorithm. We obtained the input data of the algorithm by a survey conducted at the Court of the State of Goiás to identify dichotomous functional characteristics, and after we categorize these characteristics, based on the data found and the model proposed group formation. Starting at real data provided of employees whom participated in a course by Distance Education (EaD), we apply the model and we obtained the input data related to functional features. As regards the favorite roles, we assigned randomly values to the employees aforementioned, from a statistical statement made by Belbin into companies in the United Kingdom. Then, we executed the algorithms in three test cases, one considering the preferred papers and functional characteristics, while the other two separately considering each of these perspectives. Based on the results obtained, we found that the hybrid genetic algorithm outperforms the canonical genetic algorithm and random generator. / A aprendizagem em grupos tem se tornado realidade cada vez mais presente nos ambientes de ensino. Esta realidade também faz parte das organizações quando considera-se a aprendizagem no contexto do trabalho. Cientes da importância da aprendizagem em grupo no ambiente de trabalho, uma nova abordagem, denominada CSCL@Work, surge como uma aplicação da área Aprendizagem Colaborativa Apoiada pelo Computador, no inglês, Computer Supported Collaborative Learning (CSCL), no ambiente de trabalho. Em CSCL, pesquisadores tem se esforçado cada vez mais para maximizar o desempenho dos grupos através de técnicas para formação de grupos. Por isso neste trabalho desenvolvemos 3 (três) abordagens algorítmicas para formação de grupos intra-heterogêneos e inter-homogêneos, a partir de um modelo proposto nesta pesquisa, que integra características funcionais dicotômicas e papéis preferidos. Confeccionamos um algoritmo que gera grupos aleatoriamente, um algoritmo genético canônico e um algoritmo genético híbrido. Para obter os dados de entrada do algoritmo, realizamos uma pesquisa no Tribunal de Justiça do Estado de Goiás para identificar características funcionais dicotômicas, categorizamos estas características, com base nos dados encontrados e no modelo de formação de grupos proposto. A partir de dados reais fornecidos de funcionários que participaram de um curso por Educação a Distância (EaD), aplicamos o modelo e obtivemos os dados de entrada relativos às características funcionais. Quanto aos papéis preferidos, atribuímos os valores aleatoriamente aos funcionários mencionados, partindo de um levantamento estatístico feito por Belbin em empresas no Reino Unido. Em seguida, executamos os algoritmos em três casos de testes, um considerando as características funcionais e papéis preferidos, e os outros dois considerando separadamente cada uma destas perspectivas. A partir dos resultados obtidos, constatamos que o algoritmo genético híbrido obtém resultados superiores ao algoritmo genético canônico e método aleatório.

依據資策會市場情報中心的統計，1997 年我國資訊硬體工業海內外的總產值已達 302 億美元，成長率達 24.8%，顯示台灣的資訊硬體工業佔世界市場--主要的地位。資訊硬體工業在我國發展相當成功，其發展歷程與分工方式值得探討，而更值得注意的是，資訊產業 廠商如何能在變動快速的外界環境條件下，運用組織內外部的資源不斷的進行知識吸收、創造與擴散。 本研究由「組織為知識流動、創造與蓄積的載體」的角度出發，試圖在本土優秀廠商組織能耐持續深化的過程中，歸納出台灣資訊硬體工業的組織知識創造模式，藉以發掘台灣獨特 (Taiwan-specific) 的競爭優勢。主要研究問題包括：(1) 技術特質如何影響組織知識流通？(2) 團隊領導與組織情境如何影響組織知識流通？(3) 臺灣資訊硬體業特有的創新模式與組織知識流通模式為何？ 本研究採個案研究法，共訪問六家廠商，主要研究結論如下： (一) 技術特質不同，組織知識流通隨之不同 (1)路徑相依度：本研究發現當路徑相依度低時，知識吸收將較依賴外界的知識來源，知識創造過程中的團隊自主性將較高。反之，當路徑相依度高時，知識吸收將較依賴內部的知識來源，知識創造過程中的團隊自主性將較低。 (2)模組化程度：本研究發現當模組化程度高時，知識吸收將傾向分散式的知識交流網路，知識創造過程中成員間的分工較清楚，而且團隊創造的知識較能以模組的形式儲存擴散。反之，當路徑相依度高時，知識吸收將傾向集中式的知識交流網路，知識創造過程中成員間的分工較難切割清楚，而且團隊創造的知識較無法以模組的形式儲存擴散。 (3)技術複雜程度 本研究發現當技術複雜度較高時，知識吸收的來源較廣泛，知識創造過程中的團隊多樣性與正式化程度將較高，而且知識愈傾向於以外顯方式蓄積擴散。反之，當技術複雜度較低時，知識吸收的來源較狹隘，知識創造過程中的團隊多樣性與正式化程度將較低，而且知識愈傾向於以內隱方式蓄積擴散。 (二) 團隊領導與組織情境不同，組織知識流通隨之不同 本研究發現師徒制是台灣資訊硬體公司重要的訓練制度，專案的知識儲存方式因此傾向蓄積於個人之上，本研究亦歸納出不同形式的專案領導人對於組織知識流通影響的角度不同。此外，當個人激勵與團隊績效連結程度愈高時，愈有助於知識創造過程中的團隊合作程度，而且當組織各個團隊間的正式與非正式溝通較頻繁時，則有助於內部知識擴散，較能發揮整體組織知識的槓桿效果。 (三) 台灣資訊硬體業的創新特色 從個案的實地探索之中，本研究依據 Henderson and Clark (1990) 提出的學習模式，發現在替先進國廠商的代工經驗中，台灣逐漸吸取了先進國產品設計與製造的知識，因此近年來，雖然關鍵組件多操控在日商與美商的手裡，但是許多台灣優秀的廠商則試圖在產品架構方面進行創新，亦即在整體搭配方面進行突破，設法讓整個產品成本降低或功能提昇，這種現象可見於筆記型電腦產業、掃描器產業、CD-ROM 產業、Monitor，產業等。依據以上的觀察，本研究歸納出台灣資訊硬體業的創新特色是屬於架構方面的創新，對於關鍵組件的創新能力則相對較弱。此外，本研究同時發現本土廠商由於規模較小，因此很難像歐美廠商般以總部的中央貧驗室來進行長期的研發，所以主要扮演的角色為快速的追隨者．，負責盡快將新技術商品化，而透過上下游跨組織的知識流通使得我國廠商能在快速追隨者的定位上持續保有競爭力。

Kooperation sowie Kommunikation und deren Organisation sind nicht Selbstzweck, sondern sollen die Leistung verbessern und Innovationen erzeugen. Ob sie das leisten, hängt weniger von den Technologien, d.h. den Mitteln ab, mittels derer sie abgewickelt werden sollen, sondern von den Inhalten und Arten der Kooperation selbst. Kooperation bei dafür ungeeigneten Aufgaben oder in ungeeigneter Weise wird auch durch innovative Vermittlungstechnologien nicht geeigneter.

Kooperation sowie Kommunikation und deren Organisation sind nicht Selbstzweck, sondern sollen die Leistung verbessern und Innovationen erzeugen. Ob sie das leisten, hängt weniger von den Technologien, d.h. den Mitteln ab, mittels derer sie abgewickelt werden sollen, sondern von den Inhalten und Arten der Kooperation selbst. Kooperation bei dafür ungeeigneten Aufgaben oder in ungeeigneter Weise wird auch durch innovative Vermittlungstechnologien nicht geeigneter.