Le manque d’expertise et de ressources scientifiques incite les pays en développement à faire appel à une offre internationale réputée capable de stimuler à long terme leur système d’enseignement supérieur et de favoriser l’innovation. Ceci crée de facto un véritable marché mondial du savoir selon des modes opératoires très divergents, parfois incontrôlables, qui se veulent compétitifs, ayant pour objet la formation du capital humain et donc l’avenir des sociétés. Il se pose des questions qualitatives et de coexistence de plusieurs logiques, produit d’une offre culturelle d’aide au développement ou d’un secteur ouvert à la concurrence privée. Notre recherche met en valeur les enjeux et les risques de ce marché par des approches relatives à l’économie du développement des ressources et de l’éducation, et des sciences de l’éducation. Les conditions du transfert du savoir ainsi que les modalités d’ingénierie pédagogique et d’évaluation sont analysées pour des masters en management internationaux délocalisés au Viêt-nam, pays fortement représentatif par son ouverture économique, la croissance des formations étrangères, sa culture et sa passion pour le savoir. Des études quantitatives et qualitatives comparées portant sur les masters répertoriés de 2005 à 2008, mesurent de manière microéconomique, la complexité de leur transfert dans ce milieu particulier. Ainsi, l’offre étrangère rencontre ses propres limites, fait face aux règles concurrentielles et se heurte à de fortes contraintes liées à des acteurs poursuivant leurs logique et intérêts : État - familles - établissements locaux - entreprises, etc. Il peut au final exister des écarts importants entre l’offre et sa propension à subvenir localement aux besoins socioéconomiques et académiques de manière pertinente. Ecarts pouvant notamment être réduits par l’association franche avec des partenaires locaux, une forte volonté politique et une attention particulière donnée à l’ingénierie de projet. / The lack of expertise and scientific resources prompts developing countries to resort to the international offer reckoned to be able to boost up their higher education system in the long run, and to favor innovation. This trend generates de facto a world market for knowledge operating on diverging modes, sometimes beyond control, in any case meaning competition, and whose goal is to shape up society’s human asset, i.e. its future. This situation raises issues such as the problem of quality and the coexistence between different logics, both product of either a cultural aid to help development or a private sector competition-based offer. Our research highlights the stakes and risks of this market by taking approaches proper to resource and education developing economy, and to education sciences. We analyze the conditions in which knowledge transfer is carried out, as well as the methods used in pedagogic engineering and evaluation, for cases of master of international management delocalized in Vietnam, a country considered representative thanks to its opening to foreign economy, the growth of foreign trainings within it, its culture and its craving for knowledge.Quantitative and qualitative comparative studies on the master cases recorded between 2005 and 2008, provide microeconomic measurements of the complexity of their transfer in this particular environment. It turns out that the foreign offer hits its own limits and has to face competition rules and powerful constraints from the different actors, each one pursuing his own logic and interests : the State – families - local establishments – companies, etc.. It might eventually occur important gaps between the offer itself and its capacity to locally meet the socio-economic and academic needs in a pertinent way, gaps that may be nevertheless reduced by deliberate association with local partners, firm political will and special care for project engineering.

The aircraft industry is viewed as a prestigious industry by many countries. Emerging economies regard the establishment of aircraft production capabilities as contributing to their competitiveness and technological development. Therefore, in the defence aircraft industry, politics play a key role in competitiveness. Governments can strategically trade market access for technological development, often in the form of offset business. “Offset” is defined as an agreement in which a large system is bought and the seller assumes obligations that both benefit the buying nation and have long-term effects on the development of the buyer’s national industry. When the offset obligations are directly connected to the product or system sold, they are called “related offsets”. The realization of an offset agreement is in most cases including some form of technology transfer. Technology transfer is the transfer of technology from a sending company, to a receiving company, where it is implemented and adapted to use. The empirical data presented in this thesis were gathered through six in-depth studies performed at the unit for aircraft production at the Swedish company Saab. The findings from the studies are presented in six appended papers. The objective of this thesis is to extend the current understanding of technology transfer realization connected to related offsets within the defence aircraft industry. The research objective is fulfilled through the addressing of two research questions. The first research question aims to identify factors that can have a major effect on technology transfer realization in the research context. As an answer to the first research question. Following factors were identified: Capability gaps, Knowledge transfer, The purpose of related offset business, Seller’s fulfilment of offset obligations before contract termination, Related offset business include hierarchical levels, Related offset work package identification to meet the buyer’s request, and Assessment of the receiver in two steps, and finally Cultural and communication challenges. These factors set the basis for research question two. The second research question addresses how to manage future related offset technology transfer realization connected to aircraft production. As an answer to the second research question, a structured related offset process and facilitation tools for managing capability gaps between the sending and the receiving company was presented. The purpose of the suggested structure is to maintain the link between the negotiated related offset agreements and the employees, working to achieve the agreement within the realization of the technology transfer.

Within the last decade, more organizations are utilizing a non-traditional workforce. Specifically, these organizations are utilizing contract workers as resources to provide services and manufacture products. While this change in workforce provides benefits to organizations, the change also presents numerous challenges such as turnover. The turnover involved in such a relationship along with the addition of newcomers translates into an organizational socialization and knowledge transfer (KT) issue, because contract workers as well as employees need to be efficiently brought into a new organization, and knowledge needs to be shared with these new individuals so that they can effectively contribute to the work process. It is contended that organizations follow a typical, informal organizational socialization "policy" which involves KT in getting new contract workers and employees up to speed. This study addressed the typical organizational socialization policy as it is represented by formal knowledge transfer (FKT) via instructor-led/classroom training (ILT) and computer-based training (CBT) and by informal knowledge transfer (IKT) via a social network. The study focused on IKT, because companies understand this type of KT the least. In order to evaluate the organizational socialization of contract workers for this study, the contract worker population was compared to a baseline population of employees which was broken up into two employee groups: "rookies" and experienced hires. The formal and informal transfer of three types of knowledge (job task, role, and organizational norms) was assessed by using surveys and interviews (including social network methods) on a research population consisting of 166 employees (both rookies and experienced hires) and contract workers from a Fortune 100 company. The findings include: (a) Job task knowledge was transferred more often than role and organizational norms knowledge, (b) coworkers were used more than managers a source of knowledge overall, (c) worker classification as well as job task and role knowledge explained significant amounts of variance in performance, and (d) network size impacted performance.

The state of Traditional Ecological Knowledge (TEK) is of importance to ecologists and conservationists considering the recent trends in the loss of local culture and indigenous knowledge systems worldwide. An understanding of the factors that affect the distribution and transmission of TEK may offer scientists an insight into how it can be conserved to persist to inform ecological decisions. This study investigated the distribution and transmission of TEK based on gender, age and tree resource use in two rural communities in the Mpumalanga Province of South Africa. The distribution of this knowledge was assessed based on respondents’ ability to identify local tree species, their uses and conservation techniques. Their ecological knowledge of a number of common and rare indigenous tree species was also assessed. This was done mainly through focus group discussions, individual interviews and a participatory appraisal technique. Age group rather than gender had a significant effect on the distribution of TEK with old age respondents being more knowledgeable than youths and middle aged respondents. Resource use also affected the distribution of knowledge indicating that knowledge was highly dependent on resource use. Females were the main actors in the transfer of TEK in this community and majority of this knowledge was acquired through passive means. The results revealed a combination of factors that may pose a threat to the loss of TEK in these communities. These factors include; the continuous and unregulated harvesting of trees in the area, the effects of modernisation and globalization on aspects of the traditional community and the high levels of rural urban-migration.

Det finns idag en utbredd förståelse för att företagets inneboende kunskap och kompetens utgör en allt viktigare roll för att kunna möta framtida utmaningar. Att utveckla kompetens och utbyta kunskap kan därför ses som centralt i de flesta företag, men detta framhävs som än mer betydelsefullt i familjeföretag eftersom kompetensen är direkt nödvändig för dess framtida överlevnad och utveckling. Det som skiljer familjeföretag från övriga är den familjära anknytningen vilken sätter sin prägel på hur företaget drivs samt dess kultur. Studiens syfte har varit att undersöka hur kunskapsöverföringen ser ut i mindre familjeföretag. Den forskning vilken genomsyrat denna studie har varit flerfallsstudie där djupgående granskningar av tre företag har skett. Insamlingen för det empiriska materialet har skett genom semistrukturerade intervjuer och studiens metodologiska tillvägagångssätt har följt en abduktiv ansats. Utifrån analysresultaten framgick det att kunskapsöverföringen i alla tre företag främst sker genom sociala samspel. I företag C förefinns dock även kompletterande metoder i form av bland annat arbetsinstruktioner vilka de övriga företagen uppvisade en avsaknad av. Denna avsaknad kan medföra en risk att kunskaper dels försvinner eller att dessa inte utvecklas. Den familjära inblandningen inverkar på samtliga företag och sätter sin prägel på bland annat företagskulturen, då det har framkommit att de genomsyras av en inbjudande och lättsam stämning vilken inbjuder till idé- och kunskapsinteraktion. Det har även uppvisat sig förefinnas svårigheter i samtliga företag att helt hålla isär de privata och professionella rollerna, vilket har visat sig medföra såväl positiva som negativa effekter på kunskapsöverföringen. / Today, there is a widespread understanding that the company’s inherent knowledge and competence play an increasingly important role in order to meet future challenges. Developing competence and exchanging knowledge can therefore be seen as central in most companies, but this is emphasized as even more important in family businesses because competence is directly necessary for its future survival and development. What distinguishes family businesses from the rest, is the familiar affiliation which sets its mark on how the company is run and its culture. The aim of the study has been to investigate how the knowledge transfer appears in smaller family businesses. The research that permeated this study has been a multi-case study in which in-depth reviews of three companies have taken place. The collection of the empirical material has been done through semi-structured interviews and the methodological procedure of the study has followed an abductive approach. Based on the analysis results, it appeared that the knowledge transfer in all three companies mainly takes place through social interaction. In company C, however, there are also supplementary methods in the form of, among other things, work instructions which the other companies showed a lack of. This absence may entail a risk that knowledge will disappear or not develop. The family involvement affects all companies and sets its mark on the corporate culture, as it has come to light that the cultures are permeated by an inviting and easy-going atmosphere which invites to idea- and knowledge interaction. There have also been found to be difficulties in all companies to completely disassociate the private and professional roles, which has proved to bring both positive and negative effects on the knowledge transfer.

Emerging-market multinational enterprises (EMNEs) have been increasingly engaged in outward foreign investments, the distinctive feature for their internationalization being the aim of strategic asset-seeking and acquiring knowledge. Thus, reverse knowledge transfer is significant in achieving innovation catch-up. Subsidiary willingness towards reverse knowledge transfer has huge implications for building up competitive advantages for MNEs. However, research on EMNEs shows that the subsidiary willingness towards reverse knowledge transfer is rather low. In this vein, the purpose of this thesis is to explore headquarters initiatives to improve subsidiary willingness in EMNEs. This thesis conducts a qualitative case study by semi-structured interviews with respondents from both headquarters and subsidiaries in a Chinese MNE. A case of a Chinese MNE, Geely, and its two Swedish subsidiaries (i.e. Volvo Cars and CEVT) is adopted to explore our research question. The findings suggest that headquarters in EMNEs can improve subsidiary willingness towards reverse knowledge transfer by promoting socialization between headquarters and subsidiary, granting subsidiary autonomy, making contributions to the subsidiary as well as maintaining headquarters/subsidiary cooperation. This thesis contributes to the research on reverse knowledge transfer and EMNEs by identifying new antecedents which influence subsidiary willingness in EMNEs.

Knowledge is a crucial resource in modern business environments. The proper management of an organization’s internal knowledge assets can lead to a sustainable competitive advantage. Literature on knowledge management has identified a large number of factors that influence the transfer of knowledge within organizations. The purpose of this study is to investigate how internal knowledge assets are managed in the R&D department of a large company in the high-tech healthcare industry, what informal and formal organizational factors influence the transfer of knowledge, and to explore possible requirements and success factors for ICTs in knowledge transfer. A qualitative case study approach is adopted and semi-structured interviews with a total of ten members of the research and development departments are performed. A theoretical framework is used with elements from the knowledge-based view of the firm, dimensions of knowledge strategies, operational knowledge management practise, knowledge transformation models, and social exchange theory. The results of the empirical research show a knowledge-heavy company that engages in personalization, as well as codification strategies with the support of ICTs. Socialisation, combination, externalisation, and internalization are identified and related to the organization’s processes and practises. In addition, drivers, such as a friendly, cooperative atmosphere and the complexity of task, as well as deterrents of knowledge transfer, such as lack of time and weaknesses of ICTs, are identified. Interviewees identified several requirements for ICTs, above all low thresholds and the attainment of critical mass, as well as the demand for standardization and formalization. It was also found that employees are willing to document their knowledge in a technological knowledge management system if they can retrieve knowledge for themselves from the same system. This study provides a relevant example of knowledge management and transfer processes and practises, as well as influences on internal knowledge exchange.

Bakgrund: Att lyckas med ett generationsskifte i familjeföretag kräver många sammanfallande omständigheter för att bli optimalt. På grund av att familjeföretag utgör en unik organisationsform som bygger på samspel mellan familj och företagande, beskrivs omständigheterna vara av både formell och informell karaktär. Den största bristen vid ett misslyckat generationsskifte är att företagsledare inte är tillräckligt förberedda. På grund av bristande planering tenderar många familjeföretag att inte överleva vid sitt första och andra generationsskifte. Forskningen är enig om att vissa omständigheter spelar större roll än andra, samtidigt menar forskare att familjeföretag är unika och därmed olika varandra. Vad som fungerar för en familj i en situation fungerar således inte för en annan familj i en annan situation. Hur dessa teorier ska realiseras i olika familjeföretag utgör därmed studiens problembakgrund, som syftar till att belysa hur dessa aspekter beaktas ur ett strategiskt perspektiv. Syfte: Syftet är att skapa en ingående förståelse om hur mindre familjeföretag formulerar och implementerar strategier kring ett förväntat generationsskifte. Studien syftar även till att beskriva hur den yngre generationen upplever sin roll som efterträdare. Metod: Fallstudier har genomförts i fyra familjeföretag inom olika branscher. I företagen har företrädare och efterträdare intervjuats genom semistrukturerade intervjuer. Studien följer en deduktiv ansats där den teoretiska referensramen ligger till grund för problemformulering och intervjufrågor. Studiens teoretiska perspektiv bygger på tre huvuddelar: familj, strategi och generationsskifte vilka utsätts för empirisk granskning och analys. Slutsats: Strategier är vanligt förekommande i företag där generationsskiften är planerade till skillnad från skiften som inte är planerade. Engagemang och roller är avgörande faktorer för hur tidigt processen börjar. Detta ger en positiv effekt för hur efterträdaren upplever sin roll, och uppvisar en tydlig skillnad mellan efterträdare som erhållit kunskap från den äldre generationen mot de som inte erhållit det vid tiden för övertagandet. Efterträdaren agerar i det fallet initialt mer spontant i sitt beslutsfattande där strategierna är framväxande utan tydliga intentioner, för att sedan övergå till mer formella planer ju större kunskapsgenereringen blir. / Background: Succeeding with a generational succession in family businesses requires many coinciding circumstances to become optimal. The circumstances are described as both as formal and informal due to the fact that family businesses constitute an unique form of organization. The biggest shortcoming of a generational succession failure is that leaders are not sufficiently prepared. Due to lack of planning, many family businesses tend not to survive their first and second generational succession. Research shows that certain circumstances play a greater role than others, while researchers also believe that family businesses are unique entities and thus different from one another. What works for one family in a situation will not work for another family in a different situation. The question of how these theories should be realized in different family businesses thus constitutes the study’s problem discussion, which aims to highlight how these aspects are considered from a strategic perspective. Purpose: The purpose is to create an in-depth understanding of how small family businesses formulate and implement strategies for an expected change of generation. This study also aims to describe how the younger generation experiences their role as successor. Method: Case studies have been conducted in four family businesses where predecessors and successors of the family firms have been interviewed. The study applies a deductive approach where the theoretical framework constitutes a basis for problem discussion and interview questions. The study’s theoretical perspective is based on three main parts: family, business strategy and generational succession, which are subjected to empirical review and analysis. Conclusion: Commitment and roles are crucial factors for how early the process of succession planning begins. This generates a positive effect on how the successor experiences his role and shows a clear difference between sucessors who have gained knowledge from an older generation against those who did not recieve it. In that case, the successor initially acts more spontaniously in his decision making, where strategies tends to be emergent without any clear intentions and then move to formal planning as the knowledge generation becomes greater.

O conhecimento é um dos aspectos relevantes da gestão das organizações de diferentes setores, com impacto na maximização dos recursos organizacionais. Apesar do tema Criação do Conhecimento obter o reconhecimento no mercado organizacional como fonte valiosa de vantagem competitiva, ele ainda é incipiente e pouco explorado na gestão das entidades esportivas. Em termos de produção científica, a partir de 2016 há um crescente interesse de estudiosos de outros países sobre criação e a gestão do conhecimento no segmento das organizações e em eventos esportivos, entretanto no Brasil o tema é pouco explorado. Tendo em vista este cenário, a questão norteadora da pesquisa foi: como é realizado o processo de Criação do Conhecimento e como esse conhecimento é compartilhado nas organizações esportivas? O estudo se caracteriza como pesquisa descritiva e predominantemente como de abordagem quantitativa. Foram estudadas 27 federações paulistas olímpicas, através da aplicação de questionário composto, além do Perfil do ambiente de estudo; por blocos que correspondem as categorias do processo de criação do conhecimento analisadas: Processo de Criação do Conhecimento; Fluxos de informação e conhecimento; Condições e fatores que atuam na Criação do Conhecimento; Ferramentas no apoio à Criação do Conhecimento, e Conhecimento, aprendizagem e comunicação. Os sujeitos da pesquisa foram gestores e funcionários administrativos das entidades de diferentes níveis hierárquicos. Os resultados obtidos de 48% das federações respondentes revelaram que a criação de conceitos é realizada com maior frequência em reuniões formais e informais, seguido das experiências adquiridas na realização e organização dos eventos, também, ouvindo os filiados e demais agentes entre eles os técnicos, atletas, confederação brasileira da modalidade, árbitros, entre outros. Entretanto, o mesmo não se aplica no relacionamento com os órgãos governamentais, visando importar conhecimento. Com relação as decisões a serem tomadas, são realizadas por meio de dados anteriores que permitem prever tendências e planejar cenários futuros, o que pode ser identificado no investimento em melhoria de sistemas de TI. Os treinamentos são oferecidos em sua grande maioria para seu público externo, e os relativos aos recursos humanos do ambiente interno são realizados por iniciativa própria. Menos da metade dos respondentes afirmaram que os colaboradores possuem autonomia com liberdade de ações para decisões, assim como são estimulados a desafios, a serem proativos e ambiciosos. As equipes internas de trabalho contendo colaboradores de outras áreas foi confirmada por metade dos respondentes e praticamente não existe o rodízios de funções. Os resultados permitem supor que não existem ações ou programas voltados à Criação e ao Compartilhamento do Conhecimento. A análise dos resultados sugerem a necessidade de \"mudança\" na cultura organizacional, nas rotinas estabelecidas, que demonstram estar estandardizadas nas organizações estudadas. São apontadas as limitações e sugestões para analisar aspectos não contemplados nesta pesquisa / Knowledge is one of the relevant aspects of the management of organizations from different sectors, with an impact on the maximization of organizational resources. Although the topic Knowledge Creation obtains recognition in the organizational market as a valuable source of competitive advantage, it is still incipient and little explored in management of sports organizations. In terms of scientific production, since 2016 there is a growing interest of scholars from other countries on the creation and management of knowledge in the segment of organizations and sports events, in Brazil, however, the theme is little explored. Given this scenario, the guiding question of the research was: How is the Knowledge Creation process carried out and how is this knowledge shared in sports organizations? The study is characterized as descriptive research and predominantly as a quantitative approach. A total of 27 olympic federations of São Paulo were studied through the application of a composite questionnaire, in addition to the Profile of study environment; by blocks that correspond to the knowledge creation process cathegories analyzed: Process of Creation of Knowledge; Information and knowledge flows; Conditions and factors that act in the Creation of Knowledge; Tools in support of the Creation of Knowledge, and Knowledge, learning and communication. The subjects of the research were managers and administrative employees of entities of different hierarchical levels. The results obtained from 48% of respondent federations revealed that the creation of concepts is carried out more frequently in formal and informal meetings, followed by the experiences acquired in the conduction and organization of the events, also listening to the members and other agents among them the coaches, athletes, Brazilian confederation of the sport, referees, among others. However, the same does not apply in the relationship with government agencies, seeking to import knowledge. With regard to the decisions to be made, they are carried out using previous data that allows forecasting trends and planning future scenarios, which can be identified in the investment in improvement of IT systems. The trainings are mostly offered to its external audience, and those related to the human resources of the internal environment are carried out on their own initiative. Less than half of the respondents stated that employees have autonomy with freedom of action for decisions, as well as being encourged in challenges and to be proactive and ambitious. The internal work teams containing collaborators from other areas were confirmed by half the respondents and there is practically no rotation of functions. The results allow us to assume that there are no actions or programs aimed at Knowledge Creation and Sharing. The analysis of the results suggest the need for \"change\" in the organizational culture, in the established routines, which prove to be standardized in the organizations studied. Limitations and suggestions to analyze aspects not contemplated in this research are pointed out

A maioria das propostas de planejamento de rotas para robôs móveis não leva em conta a existência de soluções para problemas similares ao aprender a política para resolver um novo problema; e devido a isto, o problema de navegação corrente deve ser resolvido a partir do zero, o que pode ser excessivamente custoso em relação ao tempo. Neste trabalho é realizado o acoplamento do conhecimento prévio obtido de soluções similares, representado por uma política abstrata, a um processo de aprendizado por reforço. Além disto, este trabalho apresenta uma arquitetura para o aprendizado por reforço simultâneo, de nome ASAR, onde a política abstrata auxilia na inicialização da política para o problema concreto, e ambas as políticas são refinadas através da exploração. A fim de reduzir a perda de informação na construção da política abstrata é proposto um algoritmo, nomeado X-TILDE, que constrói uma política abstrata estocástica. A arquitetura proposta é comparada com um algoritmo de aprendizado padrão e os resultados demonstram que ela é eficaz em acelerar a construção da política para problemas práticos. / Most work in path-planning approaches for mobile robots does not take into account existing solutions to similar problems when learning a policy to solve a new problem, and consequently solves the current navigation problem from scratch, what can be very time consuming. In this work we couple a prior knowledge obtained from a similar solution to a reinforcement learning process. The prior knowledge is represented by an abstract policy. In addition, this work presents a framework for simultaneous reinforcement learning called ASAR, where the abstract policy helps start up the policy for the concrete problem, and both policies are refined through exploration. For the construction of the abstract policy we propose an algorithm called X-TILDE, that builds a stochastic abstract policy, in order to reduce the loss of information. The proposed framework is compared with a default learning algorithm and the results show that it is effective in speeding up policy construction for practical problems.