Work done by Nick Bontis and Jac Fitz-enz addresses how aligning good HR/OD policies with KM impacts business performance.
Quoting some interesting findings from the paper:
“employee sentiment, as defined by satisfaction,motivation and commitment, has far-reaching positive impacts on intellectual capital management, knowledge management and ultimately business performance.”
“Employee commitment has a positive influence on knowledge generation (+ 0.491). Knowledge integration is preceded by process execution (+ 0.394) and is followed by knowledge sharing (+ 0.262). Finally, knowledge sharing will occur, if value alignment (+ 0.285) is evident, and this can lead to a reduction of human capital depletion.”
Managing employee sentiment seems to be at the heart of a successful KM initiative.Perhaps this is the reason why organizations without a “formal” KM program still manage to flourish.(??)
All this makes me think if we are asking the right questions when we begin a KM program.
It seems a major part of change management that needs to be handled during such initiatives should be geared towards managing employee sentiment – I would even look at a starting KM initiative as an opportunity to understand employee sentiment and see how the KM initiative by itself can positively influence it. I feel when loose knit structures like communties become central and when “responsible autonomy” ( From ” The New Organisation” – Economist) becomes the order of the day we would understand this better.