When we want to establish the knowledge management in the organization, we have to consider about the three factors. One is the knowledge strategy function, another is knowledge support function, and the other is knowledge implement function. Besides these functions, we still need organization roles to help organization develop the knowledge management. In the organization, through communicating, sharing, interacting and learning, the tacit knowledge can be transferred to other knowledge workers; however, through refining and retrieval systematically, the explicit knowledge is able to improve the knowledge profoundly. From organizational perspective, we can see two different styles of the knowledge exchange. If the output is ¡§best practice¡¨, we can choose the hierarchy style; and if the output is ¡§experience¡¨, we can use the network style. According to different combination of the organization roles and knowledge exchange style, we are able to obtain four forms of knowledge management. No one is better or worse than another, just depending on the needs of organizations.

Submitted by Luciana Ferreira (lucgeral@gmail.com) on 2018-02-23T12:55:26Z No. of bitstreams: 2 Dissertação - Luiz Gustavo Dias - 2018.pdf: 24658970 bytes, checksum: e3353986b772fe9103c6a705f3aa4ee0 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Approved for entry into archive by Luciana Ferreira (lucgeral@gmail.com) on 2018-02-23T12:56:11Z (GMT) No. of bitstreams: 2 Dissertação - Luiz Gustavo Dias - 2018.pdf: 24658970 bytes, checksum: e3353986b772fe9103c6a705f3aa4ee0 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Made available in DSpace on 2018-02-23T12:56:11Z (GMT). No. of bitstreams: 2 Dissertação - Luiz Gustavo Dias - 2018.pdf: 24658970 bytes, checksum: e3353986b772fe9103c6a705f3aa4ee0 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2018-01-30 / Nowadays to manage knowledge from corporate activities, competency management is increasingly effective in the process of defining organizational strategies. In this way, the present research had the purpose to use formal methods to verify if functions from positions, and competences coming from employees that occupy them, can interfere in the functioning of organizations. A long this lines, an ontology was developed using methodology 101, which had as its domain the educational sector, and served as an information base for the execution of queries elaborated from the description logic, in order to find possible inconsistencies as well as solutions. During the study of the case, were found inconsistencies related to qualification, training, stocking and compatibility of information from different sources that represented the same domain. As a result the research allowed the creation of correct knowledge and that can be used by managers, at different hierarchical levels, helping in the improvement of processes and decision making. / Com a necessidade de gerenciar o conhecimento advindo das atividades corporativas, a gerência de competências se mostra cada vez mais efetiva no processo de definição de estratégias Organizacionais. Desta forma a presente pesquisa objetivou utilizar métodos formais para verificar se funções advindas de cargos, e competências advindas de colaboradores que ocupam os mesmos, podem interferir no funcionamento de organizações. Tendo em vista essa necessidade, foi produzida nesta pesquisa uma ontologia utilizando a metodologia 101, que teve como domínio o setor educacional, e serviu de base de informações para a execução de consultas elaboradas a partir da lógica de descrição, a fim de encontrar possíveis inconsistências bem como soluções. Durante a realização do estudo de caso, foram encontradas inconsistências relacionadas a qualificação, capacitação, lotação e compatibilidade de informações advindas de fontes diferentes que representavam o mesmo domínio. Como resultado a pesquisa possibilitou a criação de conhecimento correto e que pode ser empregado por gestores, em diferentes níveis hierárquicos, auxiliando na melhoria de processos e tomadas de decisões.

Couplage fort VS faible, sécurité réglée VS sécurité gérée, ingénierie VS expertise terrain… Confrontées à des environnements complexes et incertains, les organisations maîtrisent les risques en oscillant entre contrôle rigide et souplesse face aux aléas. Au coeur de cette tension se trouve l'individu, capable de déterminer lorsque les règles ne suffisent plus et de s'adapter. Cela implique de considérer l'individu non plus comme un facteur, de défaillance ou même de fiabilité, mais comme un sujet autonome, capable de prendre des décisions raisonnées et éclairées. Mobilisant la philosophie pratique de Paul Ricoeur, la thèse construit la notion de « sécurité pratique ». Elle propose de préserver la sécurité grâce à la raison pratique des individus plutôt que la rationalité des organisations, de mobiliser la volonté plutôt que l'obéissance. La thèse présente la démonstration de la pertinence et de la possibilité bien réelle d'une telle approche de la sécurité, en l'étayant par des données terrain recueillies au sein d'une grande entreprise du secteur du gaz. / Tight VS loose coupling, managed VS enforced safety, engineering VS field knowledge... As they are now confronted with uncertain, complex environments, organizations manage safety by oscillating between rigid control and the flexibility required to manage hazards. At the heart of this tension rests the individual, who is able to determine whether following the rule is enough or if some level of adaptation is required. Yet this implies that the individual is no longer considered as a factor, neither of failure nor of reliability, but as a person who is autonomous and in a capacity to make enlightened, reasoned decisions. Building on Paul Ricoeur's practical philosophy, we develop the notion of « practical Safety ». It defends the idea that safety can be preserved by relying on people's practical reason rather than on organizational rationality, by mobilizing individual will rather than obedience. The PhD demonstrates that such an approach is both relevant and anchored in reality, using field data gathered within a gas distribution company.