ESSENTIAL QUESTION: What is the role of knowledge creation and sharing in a healthy educational organization?
Information is machines. Knowledge is people (Fullan, 2001).
I have had many jobs where I see senior staff hide information because they think it makes them indispensable and powerful. However, I think it is just the opposite. If you know that there is an easier way to work a problem or that a certain software program feature is not working – please share it with your team. Effective communication is a necessity for a holistic approach to a healthy educational organization. Information is not useful if people do not how to access it.
A truly healthy organization is one which “strategically integrates employee well-being into its business objectives and reinforces it through established practices on leadership support, learning culture, healthy job quality, and people friendly HRM practices” (NCBI, 2013).
The Top 10 Characteristics of a Healthy Organization (Johnson, 2017):
- Effective Sharing of Goals
- High Employee Morale
- Offers Training Opportunities
- Handles Poor Performance
- Understanding Risks
- Adapts to Opportunities and Changes
- Clearly Defined Structure
- Well-Known Company Policies
The list above shows what it takes to be a healthy organization. I think all of the components are vital. Effective sharing of goals is important; goals tell us where we need to be. Teamwork has to come into play; everyone has to do their part. Commitment is required from all players. Positive attitudes show the high employee morale that should be in the culture. Edcamp and other external trainings are great way for training opportunities. We must have strong vocal leadership. Also, management must know how to deal with employees that are under performers, this is like last’s week discussion of the “right” and “wrong” people. Management must understand the risks involved with not having the whole team involved. We must be able to adapt to setbacks and changes. This is so important, all projects have changes – it’s how we deal with them that is so important. We need a clearly defined model; we need to understand our roles in the bigger picture. And finally we have our organizational policies, we must know what our organization’s policies are so we know what is expect and what is not tolerated.
Knowledge creation according to the Nonaka’s SECI model is about continuous transfer, combination, and conversion of the different types of knowledge, as users practice, interact, and learn (Fullan, 2001). Knowledge sharing is a continuous transfer, meaning it is something that we must continue to practice. We are exposed to a large volume of information every day. It is a great contribution to share what we think could be an asset to the group. When everybody does there part the group is able to focus on bigger issues, versus several individuals working on the same tasks unvoiced. Don’t be an information hoarder, be a team player and share!
Fullan, Michael. (2001). Leading in a Culture of Change. John Wiley and Sons, Inc. [PDF]. Retrieved from http://files.eric.ed.gov/fulltext/ED467449.pdf
Swanson, Kristen. (2013, April 23). Why Edcamp? Retrieved on 4/6/2017 from: https://www.edutopia.org/blog/why-edcamp-kristen-swanson
Indian J Occup Environ Med. (2013, Dec). The healthy organization construct: A review and research agenda. Retrieved on 4/6/2017 from: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4035611/
Johnson, Rose. (2017). The Top 10 Characteristics of a Healthy Organization. Retrieved on 4/6/2017 from: http://smallbusiness.chron.com/top-10-characteristics-healthy-organization-20452.html