Related Research Articles
Knowledge management (KM) is the collection of methods relating to creating, sharing, using and managing the knowledge and information of an organization. It refers to a multidisciplinary approach to achieve organizational objectives by making the best use of knowledge.
Group dynamics is a system of behaviors and psychological processes occurring within a social group, or between social groups. The study of group dynamics can be useful in understanding decision-making behaviour, tracking the spread of diseases in society, creating effective therapy techniques, and following the emergence and popularity of new ideas and technologies. These applications of the field are studied in psychology, sociology, anthropology, political science, epidemiology, education, social work, leadership studies, business and managerial studies, as well as communication studies.
Organizational learning is the process of creating, retaining, and transferring knowledge within an organization. An organization improves over time as it gains experience. From this experience, it is able to create knowledge. This knowledge is broad, covering any topic that could better an organization. Examples may include ways to increase production efficiency or to develop beneficial investor relations. Knowledge is created at four different units: individual, group, organizational, and inter organizational.
Knowledge transfer is the sharing or disseminating of knowledge and the providing of inputs to problem solving. In organizational theory, knowledge transfer is the practical problem of transferring knowledge from one part of the organization to another. Like knowledge management, knowledge transfer seeks to organize, create, capture or distribute knowledge and ensure its availability for future users. It is considered to be more than just a communication problem. If it were merely that, then a memorandum, an e-mail or a meeting would accomplish the knowledge transfer. Knowledge transfer is more complex because:
The knowledge economy or the knowledge-based economy, is an economic system in which the production of goods and services is based principally on knowledge-intensive activities that contribute to advancement in technical and scientific innovation. The key element of value is the greater dependence on human capital and intellectual property for the source of the innovative ideas, information and practices. Organisations are required to capitalise this "knowledge" into their production to stimulate and deepen the business development process. There is less reliance on physical input and natural resources. A knowledge-based economy relies on the crucial role of intangible assets within the organisations' settings in facilitating modern economic growth.
Trust is the willingness of one party to become vulnerable to another party on the presumption that the trustee will act in ways that benefit the trustor. In addition, the trustor does not have control over the actions of the trustee. Scholars distinguish between generalized trust, which is the extension of trust to a relatively large circle of unfamiliar others, and particularized trust, which is contingent on a specific situation or a specific relationship.
Identity is the qualities, beliefs, personality traits, appearance, and/or expressions that characterize a person or group.
A virtual team usually refers to a group of individuals who work together from different geographic locations and rely on communication technology such as email, instant messaging, and video or voice conferencing services in order to collaborate. The term can also refer to groups or teams that work together asynchronously or across organizational levels. Powell, Piccoli and Ives (2004) define virtual teams as "groups of geographically, organizationally and/or time dispersed workers brought together by information and telecommunication technologies to accomplish one or more organizational tasks." As documented by Gibson (2020), virtual teams grew in importance and number during 2000-2020, particularly in light of the 2020 Covid-19 pandemic which forced many workers to collaborate remotely with each other as they worked from home.
Collective consciousness, collective conscience, or collective conscious is the set of shared beliefs, ideas, and moral attitudes which operate as a unifying force within society. In general, it does not refer to the specifically moral conscience, but to a shared understanding of social norms.
Commons-based peer production (CBPP) is a term coined by Harvard Law School professor Yochai Benkler. It describes a model of socio-economic production in which large numbers of people work cooperatively; usually over the Internet. Commons-based projects generally have less rigid hierarchical structures than those under more traditional business models.
National identity is a person's identity or sense of belonging to one or more states or to one or more nations. It is the sense of "a nation as a cohesive whole, as represented by distinctive traditions, culture, and language". National identity may refer to the subjective feeling one shares with a group of people about a nation, regardless of one's legal citizenship status. National identity is viewed in psychological terms as "an awareness of difference", a "feeling and recognition of 'we' and 'they'". National identity also includes the general population and diaspora of multi-ethnic states and societies that have a shared sense of common identity identical to that of a nation while being made up of several component ethnic groups. Hyphenated ethnicities are an example of the confluence of multiple ethnic and national identities within a single person or entity.
Intersectionality is an analytical framework for understanding how a person's various social and political identities combine to create different modes of discrimination and privilege. Intersectionality identifies multiple factors of advantage and disadvantage. Examples of these factors include gender, caste, sex, race, ethnicity, class, sexuality, religion, disability, weight, and physical appearance. These intersecting and overlapping social identities may be both empowering and oppressing.
Collaborative innovation is a process in which multiple players contribute towards creating new products with customers and suppliers.
Identity formation, also called identity development or identity construction, is a complex process in which humans develop a clear and unique view of themselves and of their identity.
The global brain is a neuroscience-inspired and futurological vision of the planetary information and communications technology network that interconnects all humans and their technological artifacts. As this network stores ever more information, takes over ever more functions of coordination and communication from traditional organizations, and becomes increasingly intelligent, it increasingly plays the role of a brain for the planet Earth.
Knowledge sharing is an activity through which knowledge is exchanged among people, friends, peers, families, communities, or within or between organizations. It bridges the individual and organizational knowledge, improving the absorptive and innovation capacity and thus leading to sustained competitive advantage of companies as well as individuals. Knowledge sharing is part of the Knowledge management process.
Organizational identification (OI) is a term used in management studies and organizational psychology. The term refers to the propensity of a member of an organization to identify with that organization. OI has been distinguished from "affective organizational commitment". Measures of an individual's OI have been developed, based on questionnaires.
Communities that support innovation have been referred to as communities of innovation (CoI), communities for innovation, innovation communities, open innovation communities, and communities of creation.
The term social identity approach refers to research and theory pertaining to social identity theory and self-categorization theory—two intertwined, but distinct, social psychological theories. The term "social identity approach" arose as an attempt to mitigate against the tendency to conflate the two theories, as well as the tendency to mistakenly believe one theory to be a component of the other. These theories should be thought of as overlapping. While there are similarities, self categorisation theory has greater explanatory scope and has been investigated in a broader range of empirical conditions. Self-categorization theory can also be thought of as developed to address limitations of social identity theory. Specifically the limited manner in which social identity theory deals with the cognitive processes that underpin the behaviour it describes. Although this term may be useful when contrasting broad social psychological movements, when applying either theory it is thought of as beneficial to distinguish carefully between the two theories in such a way that their specific characteristics can be retained.
The following outline is provided as an overview of and topical guide to organizational theory:
References
- ↑ "iBegin 2019". CBS - Copenhagen Business School. June 22, 2019.
- ↑ Stryker, Sheldon; Burke, Peter J. (2000). "The Past, Present, and Future of an Identity Theory". Social Psychology Quarterly. 63 (4): 284–297. doi:10.2307/2695840. JSTOR 2695840 – via JSTOR.
- ↑ Tajfel, Henri (September 3, 2016). "Social identity and intergroup behaviour". Social Science Information. 13 (2): 65–93. doi:10.1177/053901847401300204. S2CID 143666442 – via journals.sagepub.com.
- ↑ "APA PsycNet".
- ↑ Brown, Andrew D.; Starkey, Ken (2000). "Organizational Identity and Learning: A Psychodynamic Perspective". The Academy of Management Review. 25 (1): 102–120. doi:10.2307/259265. JSTOR 259265 – via JSTOR.
- ↑ Bouncken, Ricarda; Barwinski, Roman (2020). "Shared digital identity and rich knowledge ties in global 3D printing—A drizzle in the clouds?". Global Strategy Journal. 11: 81–108. doi: 10.1002/gsj.1370 .