Being engaged can look different for each individual. So what does it mean to be a committed pedagogue at the after-school center today and how are students given a meaningful leisure time? The purpose of this study is to investigate how the student is affected by the pedagogue's commitment to the after-school center and what the reason may be to why the commitment is lacking. Our study is qualitative and the methods we have used are both structured and participatory observations together with subsequent group discussions with students. Our conclusion is that the pedagogue's commitment affects the student and has a great importance for motivation and the student's further desire to learn. It is the pedagogue who should be the confident, supportive, inspiring and motivating adult role model who gives the student the right conditions for further development and learning with regard to each student's individual characteristics. However, we see that the commitment can be difficult to maintain due to the framework factors that often set limits in leisure activities. Therefore, we hope, with our study, to highlight the importance of being engaged as an pedagogue and to give an eye-opener to what should be changed for the after-school centers to be of the best quality. / Att vara engagerad kan se olika ut för varje individ. Så vad innebär det att vara en engagerad pedagog på fritidshemmet idag och hur ges eleverna en meningsfull fritid? Syftet med denna studie är att undersöka hur eleven påverkas av pedagogens engagemang på fritidshemmet samt vad det är som kan vara anledningen till att engagemanget brister. Vår studie är kvalitativ och de metoder vi har använt oss av är både strukturerade samt deltagande observationer tillsammans med efterföljande gruppsamtal med elever. Vår slutsats är att pedagogens engagemang påverkar eleven och har en stor betydelse för motivationen och elevens vidare lust att lära. Det är pedagogen som ska vara den trygga, stöttande, inspirerande och motiverande vuxna förebilden som ger eleven de rätta förutsättningarna till vidare utveckling och lärande med hänsyn till varje elevs individuella egenskaper. Dock ser vi att engagemanget kan vara svårt att hålla vid liv på grund av de ramfaktorer som ofta sätter begränsningar i fritidsverksamheten. Därför hoppas vi, med vår studie, belysa vikten av att vara engagerad som pedagog samt att ge en ögonöppnare till vad som bör förändras för att verksamheten ska bli av bästa kvalitet.

Competitive advantage and financial performance of an organization is influenced by the knowledge it possesses, making Knowledge Management (KM) a vital field. Components of KM were often studied separately and in specific settings, while research regarding Knowledge Transfer (KT) and Knowledge Storage (KST) in the steel manufacturing industry is limited. The aim of this thesis is to address this research gap by creating a conceptual framework regarding storing and transferring knowledge in the steel manufacturing industry and explaining how steel manufacturers can transfer tacit knowledge. In order to achieve the aim, a single case study with a Swedish steel manufacturing company was conducted. The data was collected through semi-structured interviews on three levels; managers, production leaders and floor workers, and through direct non-participant observations of the production floor and KM systems. The findings of this thesis contribute to the theory by exploring similarities and differences between the context of steel manufacturing industry and the current KM, KT and KST literature. The findings also propose practical implications that can facilitate the process of managing knowledge for companies in similar contexts. Firstly, this thesis suggests three approaches in which tacit knowledge can be transferred, through; socialization, externalization, and learning-by-doing and mentoring; and secondly, suggests a Knowledge Flow Framework in which the interplay between KT and KST is presented. / En organisations konkurrensfördelar och finansiella resultat påverkas av den kunskap den besitter, vilket gör Kunskapshantering till ett viktigt område. Komponenter i Kunskapshantering har ofta studerats separat och i specifika kontexter, medan forskningen om Kunskapsöverföring och Kunskapsbevaring inom ståltillverkningsindustrin är begränsad. Syftet med denna studie är att ta itu med denna forskningsklyfta genom att skapa ett konceptuellt ramverk för att bevara och överföra kunskap inom ståltillverkningsindustrin och förklara hur ståltillverkare kan överföra tyst kunskap. För att uppnå syftet har en enskild fallstudie genomförts med ett svenskt ståltillverkande företag. Data har samlats in genom semistrukturerade intervjuer på tre nivåer; chefer, produktionsledare och golvarbetare, och genom direkta icke-deltagande observationer av produktionsgolvet och kunskapshanteringssystem. Fynden av denna studie bidrar till teorin genom att utforska likheter och skillnader mellan kontexten för ståltillverkningsindustrin och den aktuella litteraturen gällande Kunskapshantering, Kunskapsöverföring och Kunskapsbevaring. Fynden föreslår också praktiska implikationer som kan underlätta hantering av kunskap för företag i liknande kontexter. För det första föreslår denna studie tre tillvägagångssätt där tyst kunskap kan överföras, genom; socialisering, externalisering, och learning-by-doing och mentorskap; och för det andra föreslås ett Knowledge Flow Framework där samspelet mellan Kunskapsöverföring och Kunskapsbevaring presenteras.

Little is known about the prevalence of substance use and abuse among individuals with intellectual disabilities. However, studies show that individuals with intellectual disabilities are at greater risk of developing substance abuse problems. Furthermore, traditional drug abuse treatment programs may be insufficient in order to tackle the individual needs of the users with intellectual disabilities. This study focuses on addiction counsellors, and aims to give insight into how they experience their work with individuals who are suffering from intellectual disabilities and substance abuse. In this study, qualitative interviews were conducted with five counsellors from two different municipal organizations. Subsequently, the analysis of the results has been categorized thematically, supported by Lipsky’s theory of street-level bureaucrats and Polanyi’s notion of tacit knowledge. The results suggest that the professionals are experiencing several challenges in their work with the target group. The lack of knowledge and insufficient national guidelines regarding the work with the target group, in combination with treatment methods that are not adapted to the needs and the abilities of people with intellectual disabilities, leave the professionals in a situation where their experiences and tacit knowledge is used to design and conduct the target group’s treatment.

This thesis's purpose was to gain a deeper understanding of how organizations create knowledge retention (KR), both proactively (day-to-day basis) and reactively (when an employee decides to resign), to avoid knowledge loss. A qualitative multiple case study was conducted through semi-structured interviews, with eight respondents from eight different organizations. An analytical model based on Levy’s (2011) KR framework and Nonaka and Takeuchi's (1995) knowledge spiral model was developed as a tool to understand the KR process in practice. The study found that all studied organizations worked proactively to retain knowledge, either structured or unstructured. The respondents with a structured, proactive KR process did not apply a reactive KR process, showing that they are more prepared for handling potential knowledge loss when employees resign. The respondents that did not apply a structured, proactive KR process applied a reactive knowledge retention process, where the main explanation for this was lack of time or unawareness of the process. Furthermore, no clear groups emerged in the empirical material as the companies faced different challenges at each stage of the analytical model. Lastly, the study concludes that these findings could be particularly relevant for organizations seeking to conduct KR processes to avoid losing valuable knowledge.

Syfte: Återkommande fel och problem i byggprojekt är idag vanligt förekommande. Erfarenhetsåterföring är något som företag kan dra stor nytta av, då ett arbete inom ämnet kan reducera onödiga kostnader samt öka ett företags konkurrenskraftighet på marknaden. Rapporten studerar ett konsultföretags arbetssätt med erfarenhetsåterföring och vid slutfört arbete dras en slutsats om svårigheter samt förbättringsmöjligheter kring ämnet. Metod: Den valda forskningsstrategin är i form av en fallstudie gentemot konsultföretaget. Intervjuer utförs med hjälp av företagets tjänstemän på konstruktion- och arkitektavdelningen. Dessutom upprättas en dokumentanalys på fallföretaget och en litteraturstudie kring ämnet erfarenhetsåterföring. Resultat: Studien visar att företaget har verktyg för ett arbetssätt gentemot erfarenhetsåterföring. Dock har med otydliga krav ifrån ledningen att kontinuerligt arbeta med erfarenhetsåterföring har resulterat i att det inte sker till en stor utsträckning. Studien visar att bland annat att tidsbrist och bristande ansvarsområden har resulterats i att erfarenhetsåterföring inte är högt prioriterat. Mycket av den kunskapsdelningen som sker idag sker under spontana tillfällen under fikaraster och liknande. Analys: Analysen visar att erfarenhetsåterföring är en viktig del för ett företags utveckling. Genom att ta vara på kunskaper kan både tid och pengar sparas in genom att inte uppfinna hjulet på nytt. Det kan också öka kvalitén på produkten. De hinder som står i vägen för ett effektivt användande av erfarenhetsåterföring handlar bland annat om att medarbetare saknar incitament, främst tid till att genomföra erfarenhetsåterföring. Studien har visat att intresset finns där men genom otydlighet har erfarenhetsåterföring fallit mellan stolarna. Genom att fördela ansvaret, implementera erfarenhetsåterföring som en given del i arbetsprocessen och ställa tydliga krav på vad som förväntas av medarbetarna kan kunskapsdelning bli framgångsfaktor för ett företag. Diskussion: Rapporten har visat att arbetet med erfarenhetsåterföring kan vara väldigt varierande beroende på vem som är uppdragsledare för projektet. Det är många gånger upp till personen i sig i vilken utsträckning som erfarenhetsåterföring ska ske, vilket kan leda till att det fungerar väldigt olika från grupp till grupp men också från kontor till kontor. En annan diskussionsfråga är hur vida pandemin har påverkat erfarenhetsåterföring. Idag arbetar flera hemifrån vilket har gjort att arbetsstrukturen har förändrats och kanske inte hunnit anpassa sig till det nya rutinerna. / Purpose: Recurring errors and problems in construction projects are common. Experience feedback is something that companies can benefit greatly from, as work in the subject can reduce unnecessary costs and increase a company's competitiveness in the market. The study will investigate a consulting company’s approach towards experience feedback and on completed work draw a conclusion about difficulties and opportunities for improvement on the subject. Method: The chosen research strategy is in the form of a case study towards the consulting company. Interviews are conducted with the help of the company's officials in the design and architecture department. In addition, a document analysis is drawn up at the case company and a literature study on the topic of experience reversal. Results: The study shows that the company has tools for a way of working towards experience feedback. However, with unclear requirements from management to continuously work with experience feedback has resulted in this not happening to a great extent. The study shows that a lack of time and a lack of responsibility has resulted in experience feedback not being a high priority. Much of the knowledge sharing that takes place today takes place during spontaneous occasions during coffee breaks and so on. Analysis: The analysis shows that experience feedback is an important part of a company's development. By taking advantage of previous knowledge, both time and money can be saved by not reinventing the wheel. It can also increase the quality of the product. The obstacles that stand in the way of effective use of experience feedback include the lack of incentives for employees, mainly the time to carry out experience feedback. The study has shown that the interest is there, but through ambiguity, experience reversal has fallen through the cracks. By distributing responsibility, implementing experience feedback as a given part of the work process and setting clear requirements for what is expected of employees, knowledge sharing can become a success factor for a company. Discussion: The report has shown that the work with experience feedback can be very varied depending on who is the project leader for the project. It is often up to the person itself to what extent experience feedback should take place, which can lead to it working very differently from group to group but also from office to office. Another question is how much the pandemic has affected experience feedback. Today, several people work from home, which has meant that the work structure has changed and may not have had time to adapt to the new routines.

One of the purposes with this master’s thesis is to shed light on tacit knowledge in the reference interview. Theoretical starting points are Robert Taylor’s report about question-negotiation and information-seeking in libraries, tacit knowledge, the concept of horizon in human consciousness and conversation methodology. The empirical material has been collected through the qualitative methods shadowing and interview. The thesis has a section that delves into the method of shadowing, as this turned out to be a useful method to perceive tacit knowledge in reference interviews. The study’s second purpose aims therefore to investigate if shadowing can be developed to perceive and describe tacit knowledge in unspoken work situations, like a reference interview. The empirical analysis shows aspects and components of tacit knowledge in the reference interview. It also shows strategies developed and used by librarians to be able to help users to find the information they express that they need. Shadowing was a useful method in the study, as it can capture nuances and non-verbal details in the interplay between librarian and user.  This is a two years master's thesis in Library and information science.

Purpose: This study investigates how software development organizations can identify and utilize tacit knowledge effectively, aiming to develop a practical framework based on empirical data. By exploring methods for accessing and sharing tacit knowledge, the research seeks to enhance organizational efficiency and innovation in software development. Method: The study is conducted through a qualitative case study within a large software development consultancy. The analysis is based on 27 interviews, conducted with employees from the case company. These were later analyzed in a thematic analysis. Findings: We have pinpointed three barriers, alongside identifying three critical components for establishing a robust organizational framework for knowledge sharing. These include culture, empowerment, and practices. Additionally, we have categorized agile practices into socialization and externalization modes and evaluated them from a knowledge sharing perspective, investigating their respective benefits and utility for knowledge sharing in an agile software development organization. Theoretical contributions: The study adds to the literature on knowledge sharing and agile knowledge management. Providing a more practical, concrete, and defined view of how knowledge can be managed, especially in agile software development organizations and contributing with a comprehensive framework for creating a knowledge sharing organization. Practical implications: The practical implication of this study is that managers can better understand different agile tools and in which way they affect knowledge sharing in the organization so that they can be applied more accurately. The framework also provides recommendations for how the organization should be structured and different aspects to focus on to best support knowledge sharing and knowledge sharing practices. Limitations and future research: The most significant limitation is that the data was collected at one consultancy company operating in the software development industry. As such, the results might lack transferability to other industries. The study also lays a foundation for future research to go deeper into specific activities and see their effects. Keywords: Tacit Knowledge, Software Development, Knowledge Sharing, Knowledge Management, Agile Methodologies, Software Development Life Cycle.

I bring together ethnographic interviews with deck officers, studies in actor-network theory, explicit and tacit knowledge theory, and performativity theory in this work. I prove that bridge technologies produce what are called mimeomorphic (repeatable with some variation) actions that contain no deck officer collective tacit knowledge. I argue that deck officer bridge watch situated actions are mostly polimorphic (actions can vary depending on social context), and these actions are in fact performatives (in an Austin sense) derived from a more oral than literate performance production process. These performatives constantly build the mariner's identity within the maritime deck officer community and their successful performatives give deck officers agency in the form of an oppositional view to deskilling. These same performative acts are the value of the mariner's experiential technological knowledge within the ship's bridge technology framework. / Ph. D.

In this essay I examine scenography as a verb, to scenograph, and what it means to consider scenography as a process of development rather than an artifact placed on stage. Based on Deleuze and Guattari's ideas about rhizomatic structures and becomings, carnal aesthetics and phenomenology, I weave together tactile knowledge, the agency of the materials themselves and collective processes in a text about finding the inherent is of a scenography. / I den här essän undersöker jag scenografi som ett verb, att scenografa, och vad det innebär att betrakta scenografi som en process istället för en artefakt placerad på scen. Utifrån Deleuze och Guattaris idéer om rhizomatiska strukturer och blivande, carnal aesthetics och fenomenologi väver jag samman taktil kunskap, materials egen agens och kollektiva processer i en text om att hitta scenografins inneboende själv.

Tacit Knowledge is critical in an organization's ability to sustain a long-term competitive advantage. The systematic process for acquiring, organizing, sustaining and renewing tacit knowledge of employees has enabled organizations to survive in a robust economy. This study investigates the management of tacit knowledge at the Kenya Institute for Public Policy Research and Analysis (KIPPRA). The objectives of the study were: to identify the sources and types of knowledge at KIPPRA; identify the enabling resources for tacit knowledge sharing; determine how tacit knowledge can be reused for innovation and competitive advantage; establish the role of management in creating a conducive environment for tacit knowledge; identify the challenges experienced in the management of tacit knowledge; give recommendations and propose a model/framework for tacit knowledge management at KIPPRA. The study adopted a qualitative research method. Interviews and observation were used as primary data collection methods. The study targeted 60 employees of KIPPRA consisting of Researchers, Young Professionals, Heads of Division, a Knowledge Manager and Administrative staff. Qualitative data collected was organized, categorized and reported in verbatim. Pie charts and tables were used to give a graphical representation of the bio data of respondents. The study found that: KIPPRA values knowledge as an asset but does not practice tacit knowledge management, both tacit and explicit knowledge exists however, no real effort has gone into the management of tacit knowledge. The study also found that KIPPRA had tacit knowledge sharing, capture, transfer and storage avenues that have not been capitalized on. ICT infrastructure is available however it does not support tacit knowledge sharing. No Communities of Practice exist at KIPPRA but tacit knowledge is reused for innovation, development and competitive advantage. KIPPRA’s management has provided a conducive environment for tacit knowledge to thrive but trust, knowledge asymmetry, and hierarchical challenges have hindered tacit knowledge harnessing. No tacit knowledge related incentives are offered at KIPPRA. The study also revealed that employees experienced challenges such as identification and understanding of tacit knowledge, access of tacit knowledge sharing platforms, and access to individuals with specific tacit knowledge, tacit knowledge hoarding, individualism and ICT related challenges in accessing tacit knowledge. Even thought the necessary elements required to facilitate Tacit Knowledge Management are available, no effort has been made to customize them to harness tacit knowledge. The study concluded that for KIPPRA to have a competitive advantage it is important that the Knowledge Manager, with the Support of KIPPRA’s Management, have concerted efforts for harnessing tacit knowledge. Key recommendations include: establishment of Communities of Practice at KIPPRA that bring together like minded individuals and also enable the building of relationships based on trust among the employees, and investment in ICT mechanisms specific to tacit knowledge management to enhance the harnessing and codification of captured tacit knowledge. Employees should also be trained on the value of tacit knowledge sharing and individualism should be discouraged. The study also recommends the adoption of a proposed framework for managing tacit knowledge at KIPPRA. / Information Science