This report investigates how and to what extent knowledge sharing through the NAWOU gender training programmes empower the members, in the central and north region of Uganda, together with examining the members’ experiences from the programmes. Through observations, interviews and a survey during a qualitative case study in Uganda empirical data was collected and by using thematic analysis the data was analysed. The findings show that knowledge is shared on all levels and directions within the NAWOU network and is also spread outside the network to families and communities. Challenges faced by Ugandan women are today many and even though women are entitled to rights, the unawareness of them, together with social constructs, culture, sparse resources and accessibility are daily challenges to overcome. After participating in the gender training programmes, the members have become more self-aware with an increased self-esteem and self-confidence. They have gained a strong group belonging and together they accomplish social transformation. The awareness of women’s rights has increased among members and cultural structures are challenged. The members’ economic status has also increased by learning new practical skills. Even though empowerment is a process, the presented outcomes indicate that women participating in NAWOU programmes are being empowered.

Background: Knowledge within organizations can play a vital role for organizational development. The role of sharing knowledge in public organizations by means of the use of information systems have not been studied to a larger extent. During 2016 the thirteen municipalities within Region Jönköping’s län adhered to a so-called digital agenda to develop the municipal organizations and service delivery. One of the goals of the digital agenda was to increase knowledge sharing by digital means between municipalities.  Purpose: The purpose of the thesis was to investigate how knowledge sharing practices taking place between municipalities in region Jönköping’s län. The authors performed a pilot case study in the educational department within three municipalities.  Method: This study based on qualitative research and data were gathered through semi-structured interviews and analyzed according to the conventional content analysis. Semi-structured interviews were performed based on the theoretical frameworks of Nonaka’s Model of Knowledge Management, which resulted in an interview guide with open-ended questions. Conventional content was used for qualitative data analysis.  Conclusion: According to our analysis we have found that knowledge sharing in public organization is generally seen as one of the most important elements that should be wisely managed. Collaboration in public sector basically depend on the so many things and it starts with the government initiative but ends with public awareness. It is also very important that organizations can manage knowledge resources more successfully if employees are willingly to share their knowledge with colleagues. People of organizations are quite comfortable with collaborative technologies because the advance of the internet and related technologies. In the public sector worker or employees should motivated, get more encouragement and support by the leaders.

Der momentane Arbeitsmarkt wird von vier Generationen abgebildet - den Babyboomern und den Generationen X, Y und Z. Die nächste Generation auf dem Arbeitsmarkt, die in den Ruhestand eintritt, sind die Babyboomer. Diese zahlenmäßig starke Kohorte hat im Laufe ihres Arbeitslebens einen wertvollen Schatz impliziten Wissens aufgebaut. Ohne geeignete Maßnahmen wird dieses Erfahrungswissen die Unternehmen unwiederbringlich verlassen. Doch in Wissensgesellschaften ist Wissen das höchste Gut, das Wettbewerbsvorteile schaffen soll. Im Fokus dieser Arbeit steht folglich das implizite Wissen, das wesentlich durch individuelle Erfahrungen geprägt ist. Die Wissensverteilung kann jedoch durch steigende Generationenkonflikte gehemmt werden. Deshalb werden generative Handlungsempfehlungen aufgestellt, die einen intergenerativen Austausch unterstützen sollen. Das Ziel dieser Arbeit ist es, den Wissensaustausch der vier Generationen am Arbeitsplatz durch generationsspezifische Wissenstransfermethoden und intergenerationelles Lernen (IGL) anzuregen und zu fördern. Um diese Zielsetzung zu erreichen, werden drei Forschungsfragen formuliert. • Welche Methoden der intergenerativen Wissensverteilung lassen sich identifizieren? • Welche generativen Präferenzen lassen sich in der Wissensverteilung und dem intergenerationellen Lernen feststellen? • Welche konkreten Handlungsempfehlungen unterstützen sowohl das intergenerationelle Lernen als auch die intergenerative Wissensverteilung am Arbeitsplatz? Zur Beantwortung der Forschungsfragen fand sowohl eine systematische Literaturanalyse (SLA) als auch eine quantitative Studie in Form einer Online-Befragung statt. Die Ergebnisse der SLA flossen in die Gestaltung des Fragebogens der Befragung ein. Durch das zweistufige Forschungsdesign konnten zahlreiche generative Präferenzen in der Wissensteilung und im IGL identifiziert werden. Es konnte gezeigt werden, dass alle Generationen das Mentoring zur Wissensteilung und das Miteinander-Lernen zum intergenerativen Austausch bevorzugen. Diese Präferenz fiel jedoch in unterschiedlicher Intensität aus, weshalb es umso wichtiger ist, sich intensiv mit alternativen Methoden des Wissenstransfers zu beschäftigen. Da bei den Befragten eine hohe Lernbereitschaft aufgedeckt werden konnte, wurde ein Scoringmodell, der Präferenz-Bekanntheits-Score (PBS), entwickelt. Dieser gewichtete Score ermöglicht es Unternehmen, die ausgeprägte Lernbereitschaft der Mitarbeitenden zu nutzen, indem er unbekannte, aber von den Generationen präferierte Transferinstrumente klassifiziert. Das Endartefakt der Arbeit stellen allgemeine und generative Handlungsempfehlungen dar. Diese konkreten Empfehlungen sollen Unternehmen bei dem Auf- und Ausbau eines Wissens(ver-)teilungs- und Lernprogrammes unterstützen. Zum Beispiel sprechen die Befragungsergebnisse für die Einführung eines Wissenscafés. Dieser Treffpunkt fördert das IGL und entspricht dem Wunsch der Befragten nach einem Über- und Voneinander-Lernen. Insgesamt konnten elf allgemeine und zahlreiche generationsspezifische Handlungsempfehlungen abgeleitet werden. Die Untersuchung zeigt ein hohes Potenzial für Wissenstransfer- und Lernprogramme auf. Die große Mehrheit der Befragten schätzt den Wissenstransfer als wesentlich für Gesellschaft und Unternehmen ein und ist bereit, ihr Wissen weiterzugeben. Diese Arbeit zeigt zum Einen generative Unterschiede und Präferenzen auf, zum Anderen aber auch Lösungen, die ein effektives Miteinander der Generationen am Arbeitsplatz ermöglichen. Das Teilen von implizitem Wissen ist essentiell, um auch bei Renteneintritt der Babyboomer weiterhin Wettbewerbsvorteile realisieren zu können. Zur Überprüfung der Handlungsempfehlungen kann eine altersheterogene Pilotgruppe im Unternehmen gebildet werden. Nach einer Evaluation der Erkenntnisse, können die Empfehlungen verfeinert und dem gesamten Unternehmen zur Verfügung gestellt werden. Die Einzelmaßnahmen können in regelmäßigen Mitarbeitendenbefragungen überprüft werden, um sie kontinuierlich an das Unternehmen und die Bedürfnisse der Belegschaft anzupassen.

Purpose: The purpose of particular study is to explore individuals’ perceptions of knowledge sharing and its obstacles in a multigenerational engineering company. This study focuses on two groups of individuals: employees and managers. The perception of knowledge sharing and how differently generations perceive it is covered in this study. The obstacles which could occur during knowledge sharing between different generations in the engineering field are explored. The role of management in knowledge sharing processes is also covered. Methodology: To explore individuals’ perceptions of knowledge sharing and its obstacles in a multigenerational engineering company. A qualitative research approach was applied, using single company case study strategy. The case company is one of the leading construction engineering companies in Latvia. The primary data was gathered by conducting 12 semi-structured interviews, 3 interviews per every generation (Millennial, Generation X and Baby boomer) and 3 interviews with managers. The secondary data was obtained from the company, which included internal documents covering the general information about the company, guidelines and policies. By the usage of primary and secondary data triangulation of the study was reached. Findings: The thesis provides analysis of knowledge sharing and its obstacles within the multigenerational workforce of a construction engineering company. The perceptions of three generational cohorts such as Baby Boomers, Generation X and Millennials are presented. The conceptual framework for the study was built on the basis of three dimensions such as organizational. individual and technological obstacles. Based on the conceptual framework, authors brought up several propositions which supported the analysis process. The analysis showed that there are differences in perception of knowledge sharing and obstacles connected with it between engineers of different generations. Originality: There has not been any research about knowledge sharing between different generations in Latvia nor in Northern Europe, in general. The engineering field is a knowledge intensive sector, therefore knowledge sharing is crucial. Labor force still contains three different generations, thus it is important to explore whether engineering companies in Latvia have faced knowledge sharing obstacles, as it is a rapidly developing sector in this particular country.

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With fast developing economy today, knowledge becomes critical resource in organizations since it creates enterprises’ competitive advantages. Thus, the management of knowledge is highly valued as one of the strategic solutions to business success. In China, although the importance of knowledge management is already recognized by enterprises, its development and implementation still face constrains and obstacles. In high-tech industries, especially for IT companies, knowledge is considered as the key assets for the company to achieve higher competitiveness. Even though information technology provided good platform for knowledge management implementation in IT companies, its knowledge management influenced by various factors such as organizational culture, business process problems, interpersonal relationship and etc. As a result, knowledge management implementation ran into difficulties. The objectives of this thesis are to evaluate current knowledge management status in Chinese IT companies and then to provide possible solutions to improve the knowledge management implementation regarding the investigated results. Because of time and resource limitation, this thesis took Taobao, one of the leading IT companies in China to conduct the case study. To conduct the research, this thesis applied qualitative method. It conducted interviews of four employees in Taobao to collect data, and then use grounded theory method to analyze the results. After analysis, the thesis pointed out Taobao’s current problems of knowledge management implementation and further provided possible solutions from following aspects including understanding of knowledge management, knowledge strategy, training, top management support, knowledge management process, network of experts, knowledge sharing and trustworthy personal relationship, information technology, employee involvement and motivation, and organizational culture in order to improve knowledge management implementation in Taobao.

As the housing construction industry experiences a high pressure, many housing construction companies are increasing their production. HSB Bostad AB, being one of these companies, has high ambitions regarding remaining competitive and successful within the industry. It has shown that many of the errors made by the company, have been done before without being learnt from. As a step in the direction of never repeating mistakes and errors made, HSB Bostad AB has requested that a study is made regarding their need for knowledge sharing routines. This thesis has therefore investigated how knowledge sharing is applied at HSB Bostad AB as well as studied the theories of collective and reflective learning as a potential tool. The case study has been done by an abductive approach, winding a literature study with empirics from observations and interviews. The interviewees were chosen to reflect the employees of the company to a maximum range, with the characteristics of experience, gender, corporate position and divisional belonging. Through the interviews and observations, it was found that HSB Bostad AB is unconsciously working with activities and processes providing opportunities of knowledge sharing. One aspect was the lack of a common vision and understanding for the concept as well as the lack of opportunities for collective reflection. The conclusions made were that a joint, corporal vision and strategy of knowledge sharing could give HSB Bostad AB an advantage in the direction of remaining competitive and successful. Additionally, more specific and explicit recommendations of how to improve their current areas of knowledge sharing are given. / Medan byggbranschen upplever en hög efterfrågan på bostäder ökar många byggbolag sina produktionsvolymer. HSB Bostad AB, som är ett av dessa bolag, har höga ambitioner att vara fortsatt konkurrenskraftiga och framgångsrika i branschen. Det har visat sig att många av felen som bolaget upplever återupprepas men utan att lärdomar dragits. Som ett steg i riktningen mot att aldrig upprepa misstag och fel som gjorts har HSB Bostad AB efterfrågat att en studie genomförs gällande deras behov av kunskapsspridningsrutiner. Denna studie har därför undersökt hur kunskapsspridning kan implementeras, både i allmänhet samt med ett fokus på HSB Bostad AB. Vidare har studien undersökt hur kollektiv och reflektivt lärande kan användas i kunskapsspridningssyfte. Denna fallstudie har gjorts med en abduktiv metod där en litteraturstudie varvats med observationer och intervjuer. Intervjurespondenterna valdes för att spegla medarbetarna på bolaget i så stor mån som möjligt med hänsyn till erfarenhet, kön, anställningsgrad samt avdelningstillhörighet. Efter genomförda intervjuer och observationer kunde det urskiljas att HSB Bostad AB arbetar omedvetet med kunskapsspridning genom både aktiviteter och processer. Det som förvånade mest av empirin var bristen på en gemensam vision och förståelse för begreppet kunskapsspridning samt bristen på möjligheter för kollektiv reflektion. Slutsatsen av studien innefattar att en gemensam bolagsmässig vision och strategi för kunskapsspridning kan ge HSB Bostad AB fördel på vägen mot att fortsatt vara konkurrenskraftiga och framgångsrika. Dessutom ges specifika och explicita rekommendationer för hur deras nuvarande områden för kunskapsspridning kan förbättras.

Covid-19, pandemin som inte endast bidragit till, utan också skyndat på omställningen vad gäller framtidens arbetssätt i rasande fart. Projektledare har likt många andra behövt ställa om sitt arbetssätt helt under en lång period, vilket letttill en ny vardag att infinna sig i. Erfarenhetsöverföring är en viktig bit i och mellan projekt, där majoriteten av all information tidigare har delats naturligt på arbetsplatsen genom informella samtal. Vad händer med erfarenhetsöverföringen när de samtalen försvinner? Mot bakgrund av det var syftet med föreliggande studie att undersöka hur formellt och informellt lärande fungerar för erfarenhetsöverföring i infrastrukturprojekt vid fjärrarbete, vilket efterföljdes av frågeställningen; Hur upplever projektledare erfarenhetsöverföring i infrastrukturprojekt vid fjärrarbete?  Studien hade sin utgångspunkt i en kvalitativ ansats och semistrukturerade intervjuer genomfördes med tjänstepersoner inom offentlig verksamhet som alla arbetar med infrastrukturprojekt. Sju intervjuer transkriberades och analyserades med tematisk analys, vilket resulterade i tre teman; Hur vet jag det jag inte vet?, Informationsmässigt offside och En varg är ingenting utan sin flock. Resultatet visar att den delade upplevelsen är att det i grunden är något positivt med erfarenhetsöverföring och fjärrarbete för att det kan bidra med mycket i projekten. För att erfarenhetsöverföringen ska fungera väl behöver formernaanpassas utifrån de förutsättningar som fjärrarbete ger. En slutsats är att det är viktigt med formella former hos organisationen för insamling och lagring av erfarenheter för att inte allt ansvar ska vara på individnivå. Ytterligare en slutsats är att det behövs förutsättningar för medarbetare att lära känna varandra för att etablera relationer, vilket möjliggör informellt lärande. / Covid-19, the pandemic that not only contributed to, but also accelerated the transition in terms of future working methods. Project managers, like many others, have had to change their way of working completely for a long time, which has led to a new way of life. Knowledge sharing is an important part of and betweenprojects. Previously most of the information has been shared naturally in the workplace through informal conversations. What happens to the knowledge sharing when those conversations disappear? Against this background, the purpose of the study was to investigate how formal and informal learning works for knowledge sharing in infrastructure project when working remotely. This led to the research question; How do project managers experience knowledge sharing in infrastructure projects when working remotely? The study was based on a qualitative approach and semi-structured interviews were conducted with project managers who all work with infrastructure projects. Seven interviews were transcribed and analysed with thematic analysis, which resulted in three themes; How do I know what I do not know?, Offside in terms of information and A wolf is nothing without its wolf pack.  The results show that the shared experience overall is something positive, because knowledge sharing and remote working can contribute a lot to the projects. For the knowledge sharing to work well, the forms need to be adapted based on the conditions provided by working remotely. The conclusion is that it is important to have formal forms at the organization for gathering and storing knowledge, so that not all responsibilities are at the individual. Another conclusion is that employees need to have conditions to get to know each other in order to establish relationships, which enables informal learning.

A design department in the company Sandvik AB in Kista, Stockholm, has built a web-based platform for knowledge sharing that allows the employees to share knowledge, regardless of their role and position in the hierarchical structure of the organization. The web-based platform gathers disseminated information and provides a way of finding needed information in an easy way and thus enables increasing productivity and efficiency of the employees. The purpose of the research was to find out what the potential users find encouraging and motivating in order to use a web-based platform for knowledge sharing and a functionality for performance measurement. Compared to what technically is possible today, there is lack of transparency in the company. The knowledge that exists within the company is dispersed and difficult to access for the employees in the organization. By gathering the knowledge and information and enabling the employees to share knowledge, they could potentially increase their performance of work assignments. The problem that this report addresses is that currently there are not good enough ways of measuring and keeping track of the performance of work assignments or routines in some departments in the company. The qualitative method of semi-structured interviews has been used for gathering data in this research. The data have been analyzed with the method of content analysis. The result of the research is that there are several aspects that need to be considered when encouraging and motivating users to share knowledge in a web-based platform for knowledge sharing and to use it as a tool for performance measurement. The main aspects identified in this research are corporate culture, choice of performance measures, managers’ responsibility, visibility and usage of the performance data and availability of the web-based platform. These aspects concern the attitude of the company and how to encourage and motivate the users to want to use the web-based platform.

The purpose of this study has been to generate an understanding of experience feedback in organizations in the construction industry and examine what motivates and inhibits this. The study was conducted as an inductive qualitative interview study. In-depth interviews were consequently conducted with nine project managers in the construction industry and the data were then analyzed thematically. The data analysis resulted in three different themes: (1) Experience - organizational but person-dependent, (2) Personal drive or an imposed requirement and (3) The desire to move forward. The results showed that the structure of organizations' feedback on experience differs. It is more organized in some organizations and not even a requirement in others. The time perspective, the prevailing pandemic linked to the fact that much of the knowledge is person-dependent and that it is not a requirement from management are challenges that the study identifies linked to experience feedback in organizations in the construction industry. The driving force to share their experiences with colleagues that has been distinguished as the most prominent is the desire to make it easier for colleagues in the future and that the process will not have to be reinvented.