Continuing my reading odyssey towards finishing my research literature
review, it is nice sometimes to share my research journal readings to my fellow
researchers across the internet to share and communicate more insights
regarding some important points inside my research framework.
One aspect that convinces me to write this
blog article today is to know from different random opinions as to how
organizational knowledge accumulation from human resources can be considered as
tangible assets or infrastructure.
The
argument of Meso and Smith (2000) that Organizational Knowledge Management
System is part of the Tangible Asset or Infrastructure of the business
organization will create a havoc of argumentative delimma as to how knowledge
will be conceived and segmented in a multinational organization level.
Meso and Smith (2000) further elaborates the
concept by proving that the future of the business firm will depend upon the
knowledge resources of the organization represented by the human
resources. Learned knowledge by the
existing HR can be accumulated and stored according to the adopted system of
the organization.
Therefore, accumulated
knowledge from each HR member will eventually create a distinct organizational
knowledge as a whole through a continued evolutionary manner. The purpose of this blog article, is to
acquire more insights as to how Organizational Knowledge Management System
(OKMS) be considered tangible or intangible inside the company.
As to the conclusive notion of Meso and Smith
(2000) that Organizational Knowledge Management System (OKMS) is a
sociotechnical aspect of the firm that can be considered as tangible or
intangible in nature.
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