By Ettore Bolisani
In modern-day networked societies, a key issue of the social and financial good fortune is the potential to replace, move, and proportion wisdom. within the wide-ranging region of information administration, the difficulty of data trade in networked environments emerges in different software fields, and is taken care of with varied methods.
Building the data Society on the web: Sharing and replacing wisdom in Networked Environments proposes an unlimited landscape of study at the subject whereas proposing a number of viewpoints, ways, and symptoms of the shared parts meant because the foundations of an rising and engaging multidisciplinary box.
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Additional info for Building the Knowledge Society on the Internet: Sharing and Exchanging Knowledge in Networked Environments
Thus, organizational factors influencing employees’ sense-making under constraints of social reality are actually fundamental to un- Figure 4. An iterative knowledge-sharing process embedded in social interactions Organizational Context Tacit Dimension Generative Knowing Process Explicit Dimension Reflective knowing process New Knowledge (Shared understanding) Personal Sense Making Knowledge Sharing derstanding of employees’ knowledge-sharing practices (Weick, 1995). Elaborated by Figure 4, the importance of this perception of knowledge sharing will be fully displayed in the later discussion of organizational factors and their interaction with individuals’ sharing behavior in daily work.
Routines always involve people doing things, reflecting on what they are doing, and changing their behavior as a result of reflections on routines. With the accumulating changes in daily practice by individuals, routines-in-practice (Feldman & Pentland, 2003) actually change the way organizations are operating. By executing daily business routines, individuals share their understanding with colleagues and form common understandings among themselves about the “behavioral norms” (Weick, 0 1979).
One method that organizations may use to motivate individuals towards desirable sharing/ transferring behavior is through formal reward systems, where both monetary rewards and social rewards are granted on the basis of evaluations of individuals’ sharing efforts in daily work (Argote et. , 2003). Although many studies demonstrate that the influence of a formal reward system is only somewhat effective in promoting knowledge sharing (Hooff & Ridder, 2004; Meyer & Allen, 1997), the absence of formal rewards for knowledge sharing or information transfer can send a negative message, thus, demotivating individuals from committing to such interactions (Herzberg, 1964).