Process of Conducting Knowledge Management

The principle of knowledge management involves the creation, sharing and using of knowledge in an organization to achieve the set objectives (Gao, Li & Clarke, 2008). This process involves making changes to the employee working system by enhancing their knowledge and allowing a platform where the acquired knowledge can be shared amongst them and applied in the organizational operations (Gao, Li & Clarke, 2008). The process of conducting knowledge management varies from one organization to the next (Greiner et al., 2007). However, there are similar activities conducted in every organization that ensures the management of knowledge within an organization (Greiner et al., 2007).

Several activities can be used to achieve KM implementation within an organization. For example, provision of induction knowledge to employees before employment enhances their skills and prepares them to undertake the task they are employed for with professionalism (Moumtzoglou, 2003). The creation of intranet and databases that can be accessed by the employees ensures the enhancement of their intelligence in the process of work hence knowledge management (Greiner et al., 2007). Another way of conducting knowledge management is through the conducting of employee exit interviews so that their thoughts and views remain within the organization for further application to ensure that knowledge  within the organization are retained (Greiner et al., 2007). Moreover, an organization may also manage employee knowledge through on the job training so that employees are constantly reminded of the level of intelligence required and while the process of training. Employee motivation is an important aspect that ensures they maintain the knowledge required in their operation. In order to implement this, Creation of electronic systems that contains the guidelines and the methods of operations and communication are required in an organization is also another means of reminding the employees what is expected from them (Gao et al., 2008).  Through conduction of the above processes an organization is able to manage the employees so as to work within their expectation and for their benefits in the long run.

Benefits of Knowledge Management to an Organization

There are benefits that can be obtained by an organization on application of knowledge management in their operations (Gao et al., 2008). First, obtaining the maximum benefits knowledge should be shared and communicated among related departments within the organization to ensure learning on the most appropriate operation system (Moumtzoglou, 2003). The right use of Knowledge management can lead to innovation which maintains their competitive advantage in the economy.

Another value that can be obtained from management of knowledge is the improvement of decision making in an organization (Berkes, Colding & Folke, 2010). Shared and communicated knowledge leads to enhanced agreement between the members of an organization hence sound and wise decisions concerning the organization to be made (Berkes et al., 2010). In addition, knowledge management increases the chances of employee retention within an organization due to the rewards provided to them when recognizing their value (Edwards, 2003). This employee retention is not only beneficial to the employee but also of benefits to the organization. It allows continuous production with the similar quality being retained due to the use of the same skills and competencies from the same e employees (Guido, 2010).  Another value that can be obtained by an organization is the increase in revenue and sale as a result of the quality and increase in production.

Multicultural Organization

Organizations are becoming more divers in their operation in terms of gender, race ethnicity and nationality. This diversity brings about enormous potential benefits such as better decision making, creativity and innovation and better successful marketing to different types of customers (Carmeli, Brueller& Dutton  (2009). However, too much cultural differences in a work force can also bring better costs in higher turn over. Also issues such as interpersonal conflicts and communication breakdown can become difficult to avoid. In order to major on the benefits of diversity and minimizing on the shortcomings, leaders are encouraged to  have a look at the change processes towards creating a multicultural organization (Pless, &Maak, 2004).

According to Pan and Zhang (2005) the term multiculturalism refers to the extent to which an organization values cultural diversity and is totally willing to promote and utilize it.  An organization  whose work force do not only put into considerations people from racial, religious and gender origin but one which integrate minorities at all levels in the company. A multicultural organization discourages discrimination and prejudice and embraces both the skills and talent of the different people (Kramer & Cook 2004).

 

The benefits of multicultural organizations are many and some of the examples include an increased innovation and creativity, better success in marketing to minorities, better distribution of opportunity. The benefits diversity and multiculturalism on organizational performance are generally related to diversified increased cognitive and psychology of people (Amaram, 2007). In addition provides an interesting new touch on the benefits of multicultural diversity that relevant to non-for-profit organizations, where organizational performance is determined through social performance. One of the major benefits of multicultural organization the creativity and innovativeness (Bassett-Jones, 2005). Different diversified culture brings creation of new things and even coming up with different ways of doing things. This will help organization achieve its best in creativity and innovation. In addition multicultural organizations benefit from larger sells and marketing. The organization enjoys a diverse group of people to sell and promote its products; these different groups of people will reach various consumers presenting the different phases of groups.

Finally the multicultural organizations will have better decision making. The organization will have views from diverse cultures and thereby having a appropriate decision regarding management strategy, marketing( Bassett-Jones, 2005). Organization is also able to have views of its consumers through its employees which come from different races, gender and age among others.

Despite many benefits the multicultural organization have, there are notable challenges they face due to divers culture is that different people with similar culture will not accept other peoples culture. It has been noticed that not everybody in the organization value diversity (Pless  &Maak, 2004). According to Pless and Maaak many people do not at all want to accept cultural diversity, every individual feels that their culture is the best and strong attachment to their respective cultures. Which have got problems to such multicultural organizations. Increased diversity presents challenges to organizations that must maximize the opportunity it presents and to try minimizing the cost. As a general rule, most of the people are comfortable with those like them and by emphasizing diversity may disrupt the comfort level. Diversity tends to have new approaches to past practices and outstanding problems. Moreover individuals with strong prejudice against others may find it hard to work with others, (Bassett-Jones, 2005).