Demerests Knowledge Management Model and Others Research Paper

Demerests Knowledge Management Model and Others - Research Paper Example The Knowledge Category Model categorises knowledge into discrete elements. The most renowned of these models is the model by Nonaka and Takeuchi, The Knowledge Spiral Model. In this model, there are some assumptions that have been made. The first assumption is that tacit knowledge can be transferred to others and become their tacit knowledge through the process of socialisation. The second assumption is that through externalisation, tacit knowledge can become explicit knowledge. The third assumption is that through internalisation, explicit knowledge can be converted to tacit knowledge. The fourth and the last assumption is that combination helps in making our explicit knowledge of the explicit knowledge of others. Another model in this category is that of Boisot, 1998. There are four characteristics of this model when knowledge is codified and un-diffused than it is propriety knowledge, it is basically on a need to know basis. The second characteristic is that when knowledge is un-c odified and un-diffused it is a piece of personal knowledge. The third type of knowledge according to this model is public knowledge and this is codified and diffused. The last type of knowledge is common sense. The second category of Knowledge Management is Intellectual Capital Models. The model assumes that intellectual capital can be broken down into two categories: human capital and organisational or structural capital. The third category of Knowledge Management is Socially Constructed Models. In this model, knowledge is linked with the social and learning process of the organisation.  

Module Four Assignment Essay Example | Topics and Well Written Essays - 500 words

Module Four Assignment - Essay Example Further examination would provide the benefit of the doubt and confidence for the company in order to prevent unscrupulous steps toward hasty accusations and figure if reasonable grounds exist in justifying the case whether under Laura’s favor or otherwise. Additionally, Jeremy should consider having to consult the organization’s policies and seek counsel of the knowledgeable administration in the presence of all appropriate documents consisting of solid evidences which either confirm or nullify the deed in direct reference to falsification of employment information. Regardless of Laura’s current traits and working performance as an employee, however, Jeremy must keep in mind that in any context, both intention and action of an applicant to falsify his or her personal information duly agreed and signed to be disclosed under legal professional requirements by the employer is a grave offense. It should be understood to full measure as well that prevailing work conditions that take into account Laura’s remarkable professional attributes are by no means related to any mild or heavy offense committed by her during the stage of application. As a consequence, Jeremy ought to express in all honesty to Laura the truth regarding the company’s right to dismiss any employee found to have advanced deception and serious dishonesty on purpose. Breaking it slowly to her, Jeremy may first opt to establish a hint from which to initiate the conference with Laura so that the latter comes into a gradual and rational discernment of the delicate situation rather than struggle with the moment of abrupt revelation. Eventually, this gives opportunity for Laura to explain her side of the incident and realize in the process the gravity of her fault that deserves the equivalent sanction of dismissal from work. On the other hand, Jeremy must not fail to communicate to Laura how the company has