Knowledge Transfer in a Knowledge-Based Economy
The result's identifiers
Result code in IS VaVaI
<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F01801376%3A_____%2F16%3AN0000013" target="_blank" >RIV/01801376:_____/16:N0000013 - isvavai.cz</a>
Alternative codes found
RIV/60460709:41110/16:69019 RIV/46747885:24310/16:00000536
Result on the web
<a href="http://www.ekonomie-management.cz/download/1465542364_c8e0/05_KNOWLEDGE+TRANSFER.pdf" target="_blank" >http://www.ekonomie-management.cz/download/1465542364_c8e0/05_KNOWLEDGE+TRANSFER.pdf</a>
DOI - Digital Object Identifier
<a href="http://dx.doi.org/dx.doi.org/10.15240/tul/001/2016-2-005" target="_blank" >dx.doi.org/10.15240/tul/001/2016-2-005</a>
Alternative languages
Result language
angličtina
Original language name
Knowledge Transfer in a Knowledge-Based Economy
Original language description
The knowledge economy currently presupposes that each organization manages its knowledge and in doing so intentionally endeavors to achieve a long-term competitive advantage. In other words the key source of success is no longer information as such, but the right knowledge which is associated with a specific bearer–employee who must constantly develop this in a currently highly competitive environment. The goal of this article is to identify and evaluate the conditions for the use of the resource approach focused on the management of knowledge in the current knowledge economy across all economic branches. The research is descriptive and empirical by nature, because the primary data has been collected using the survey method, including fact-finding techniques such as questionnaires and interviews. According to the results of the quantitative research focused on education in Czech organizations, 66.5% of the surveyed organizations make use of some type of education or training at work. However, one third of Czech organizations still do not educate their employees and do not work with knowledge development and management in any way. The following recommendations can be given to organizations nowadays: (1) identify and overcome the barriers to knowledge sharing through fostering effective relationships, (2) the employees’ willingness to participate in the learning process needs to be enhanced, (3) the organization’s management should introduce a reflective process and a career development process leading to effective knowledge sharing and (4) the role of the mentor and coach is crucial in efficient organizational learning. The main areas which affect knowledge development in organizations are based on cooperation and communication. This refers to both the organizational culture and the climate. Those areas are crucial for employee and organizational knowledge transfer and development.
Czech name
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Czech description
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Classification
Type
J<sub>x</sub> - Unclassified - Peer-reviewed scientific article (Jimp, Jsc and Jost)
CEP classification
AE - Management, administration and clerical work
OECD FORD branch
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Result continuities
Project
—
Continuities
N - Vyzkumna aktivita podporovana z neverejnych zdroju
Others
Publication year
2016
Confidentiality
S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů
Data specific for result type
Name of the periodical
E+M
ISSN
1212-3609
e-ISSN
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Volume of the periodical
19
Issue of the periodical within the volume
2
Country of publishing house
CZ - CZECH REPUBLIC
Number of pages
14
Pages from-to
73-86
UT code for WoS article
000378672100005
EID of the result in the Scopus database
2-s2.0-85009889570