The organizational learning perspective states that organizational effectiveness depends on the organization’s capacity to acquire, share, use, and store valuable knowledge. Intellectual capital is knowledge that resides in an organization, including its human capital, structural capital, and relationship capital. Effective organizations leverage the human capital potential of their employees. Ask yourselves, "how can we retain intellectual capital?" Hint: bottom of p. 10. Would there ever be a time when an organization should "unlearn" what it does or knows?
High Performing Workplace Practices (HPWP) recognizes the value of a highly trained workforce over a new team lacking the same degree of human capital. Recognition of human capital is key to this concept; keeping our eyes on the opportunities and threats (SWOT?). In order to motivate and develop your new team (create HPWP) what would you recommend?
Start by empowering them, give them space to develop (autonomy is highly important to Gen Y), hire the best (those w/the skills or who have the best potential) and keep them up-to-date (continuous training) and pay them well (a fair wage) for what they bring to the table!!
Who are the stakeholders & which aspect of the knowledge management perspective does this most closely relate to? The answer is not a simple one, but relationship capital should not be under-estimated. The stakeholder perspective states that effective organizations take into account how their actions affect others, which requires them to understand, manage, and satisfy the interests of their stakeholders. This perspective incorporates values, ethics, and corporate social responsibility into the organizational effectiveness equation. Consider what might happen when an organization ignores the power of weaker stakeholders. The reasons can be found in the triple bottom philosophy (people, planet & profits).
The five main types of workplace behaviour are...