Kako učinkovit prenos znanja med zaposlenimi krepi intelektualni kapital organizacije

magistrska naloga

Tatjana Vene (Author), Lucija Mulej (Mentor)

Abstract

Raziskovalno vprašanje (RV) : Raziskovalno vprašanje izhaja iz ugotovitve, da intelektualni kapital in znanje zaposlenih predstavlja ta konkurenčno prednost organizacije, zato je pomemben prenos znanja med zaposlenimi . Ugotavljamo, kako je za organizacijo pomembno znanje, sposobnost za poslenih v organizaciji, da prepoznajo, u svojijo in prenašajo nova znanja med zaposlene znotraj organizacije in poiščemo najvplivnejše dejavnike, ki vplivajo na prenos znanja med zaposlenimi. Namen: Namen je predstaviti pomen znanja in pomen procesa prenosa znanja v izobraţevalni organizaciji, identifi cirati intelektualn i kapital in odkriti pomen, ki ga zaposleni pripisujejo dejavnikom prenosa znanja. Poročati ţelimo o gibanju intelektualnega kapitala v eni izmed največjih izobraževalnih organizacij. Metoda: Z metodo kompilacije smo v teoretičnem delu poleg citiranj in povzemanja v nekaterih poglavjih dodali svoje mnenje in stališča. V prvem delu empirične naloge smo podatke, pridobljene z anketnim vprašalnikom, analizirali z opisno statistiko, testom zanesljivosti, Spearmanovim koeficientom korelacije rangov in Hi - kvadrat testom. Za drugi del empirične naloge pa smo na podlagi VAIC tm - modela ugotavljali gi b anje intelektualnega kapitala. Njegovo gibanje smo s študijem primera proučili za pet let. Rezultati: Rezultati kažejo, da je za organizacijo zelo pomembno znanje zaposlenih, saj jim omogoča uspešnost pri delu. Anketiranci hitro prepozna jo nova znanja v okolju in jih u svojijo, kar pripomore k izboljšavam in uspešnosti organizacije. Vloga dajalca in iskalca znanja v procesu prenosa znanja med zaposlenimi je odvisna predvsem od osebnostnih značilnostih posameznika in zaupanja med njimi. Analiza posameznih korelacij znotraj konstruktov dejavnikov prenosa znanja nam pove da je učinkovit prenos znanja med zaposlenimi v povezavi z motiviranjem, nagrajevanjem zaposlenih ter sodelovanjem menedžmenta. Največji vpliv na prenos znanja pa imajo vizija, poslanstvo, cilji in strategija organizacije in informacijska tehnologija. Na podlagi analize gibanja intelektualnega koeficienta dodane vrednosti v letih 2008 do 2012 ugotavljamo, da je gibanje človeškega in finančnega kapitala v obdobju petih let enakomerno, strukturni kapital pa v letu 2010 drastično naraste, do leta 2012 pa je v rahlem porastu. Organizacija: Menedžment mora spodbujati dejavnike, ki vplivajo na učinkovit prenos znanja med zaposlenimi in investirati v znanje zaposlenih, kar prispeva k učinkovitejši produktivnosti človeškega kapitala in povečuje intelektualni koeficient dodane vrednosti . Družba: Za uspešno izobraževalno institucijo, ki ustvarja in prenaša znanja, so ključ do uspeha zadovoljni zaposleni, njihova motivacija, njihove izkušnje, spretnosti in veščine. Originalnost: Pri prebiranju domače in tuje literature ugotavljamo, da do sedaj še ni bilo v izobraževalni organizaciji narejenih podobnih raziskav, zato bo naše delo novost na tem področju in dodana vrednost poslovnih poročil izobraževalne organizacije. Omejitve/nadaljnje raziskovanje : V raziskavo je bila vključena večja izobraževalna organizacija, vrednotenje intelektualnega kapitala pa se je izvedlo v obdobju od 2008 do 2012. Smiselno bi bilo narediti podobno raziskavo v drugi izobraževalni organizaciji, ju primerjati med sabo in prikazati smernice učinkovitega prenosa znanja med zaposlenimi v obliki modela za učinkovit prenos znanja med zaposlenimi v izobraževalni organizaciji.

Keywords

znanje;intelektualni kapital;prenos znanja;izobraževanje;motivacija;zaupanje;osebnost;magistrske naloge;

Data

Language:	Slovenian
Year of publishing:	2014
Typology:	2.09 - Master's Thesis
Organization:	FOŠ - Faculty of organisation studies in Novo mesto
Publisher:	[T. Vene]
UDC:	005:159.9
COBISS:	2048229634
Views:	1
Downloads:	1
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary abstract:	Research Question (RQ): Research question stems from the observation that intellectual capital and knowledge of employees is a competitive advantage of an organization, so knowledge transfer among employees is important. It is established how important knowledge is for an organization, what the ability of employees in an organization is to identify, acquire and transfer new knowledge among employees within an organization and find the most influential factors that affect the knowledge transfer among employees. Purpose: The purpose is to present the importance of knowledge and the importance of knowledge transfer in an educational organization, identify intellectual capital and define how important employees find the factors of knowledge transfer. We want to report on the movement of intellectual capital in one of the largest educational institution. Me thod: Using the method of compilation in some chapters of the theoretical part our own views were added in addition to a citation and summary. In the first part of the empirical task data obtained by the questionnaire were analysed using descriptive statis tics, reliability test, Spearman's rank correlation coefficient and chi - square test. In the second part of the empirical tasks the model VAIC tm was used to establish the movement of intellectual capital. The movement for five years was examined using case study. Results: The results show that knowledge of employees is important for the organization enabling employees to be successful at work. Respondents quickly identify and acquire new knowledge in the society which contributes to the improvements and success of the organization. The role of the donor and the knowledge seeker in the process of knowledge transfer among employees primarily depends on the personality characteristics of the individuals and the trust between them. The analysis of individual correlations within the constructs of knowledge transfer factors shows that the effective transfer of knowledge among employees is connected with motivating and rewarding employees as well as management participation. The knowledge transfer is greatly influen ced by the vision, mission, objectives and strategy of the organization and information technology. Based on the analysis of changes in the intellectual coefficient of value added in the years from 2008 to 2012 it is established that the movement of human and financial capital within five years is steady, structural capital in the year 2010 drastically increased and by the year 2012 was in a slight increase. Organization: Management should encourage the factors that influence the effective knowledge transfer among employees and invest in the knowledge of its employees since this contributes to efficient productivity of human capital and increases intellectual coefficient of added value. Society: The key to success of an educational institution that creates and transmits knowledge is satisfied employees, their motivation, their experience and skills. Originality: After researching both domestic and foreign literature it can be established that so far no similar research in an educational organization has been done, so our work will be new to the field and added value to business reports of an educational organization. Limitations/Future Research: The research included larger educational organization. Evaluation of intellectual capital has been carried out in the period from the year 2008 to the year 2012. It would make sense to do a similar research in another educational organization, compare them and define guidelines of effective knowledge transfer among employees in the form of a model for effective knowledge transfer among employees in an educational organization.
Secondary keywords:	knowledge;intellectual capital;knowledge transfer;education;motivation;trust;personality;postgradute thesis;
Type (COBISS):	Master's thesis/paper
Thesis comment:	Fak. za organizacijske študije v Novem mestu
Source comment:	Nasl. na ov.: Diplomska naloga študijski program prve stopnje;
Pages:	IV, 70 str., [6] str. pril.
ID:	13257775