Author:
Clare Toulson
Nonaka is a Japanese Organisation Theorist known for his studies
of knowledge management, one of his theories being the SECI Process (four modes
of knowledge creation; Socialization, Externalization, Combination and
Internalization). This model as shown above focuses on the creation of
knowledge and how it is transferred within businesses.
There are two broad categories of knowledge in this model,
Tacit and Explicit. Tacit knowledge is something that is understood in one’s
own mind but can be difficult to verbalise and explain to another person (e.g. mental
models, concepts, intuition and innovation). Explicit knowledge is easily
expressible and can be explained to others with less difficulty, such as facts
and figures. The SECI model explains how knowledge is transferred within a
business. This is a continual process which is represented by the spiral at the
heart of the diagram.
1. Socialization
An individual sharing their tacit knowledge through a shared
experience, such as on the job training. Firms also use this to understand
suppliers and customers and use that to their advantage.
2. Externalization
A group of individuals share tacit knowledge and form it
into explicit knowledge. This can be used to create new products or to improve
the quality of existing products.
3. Combination
The newly formed explicit knowledge is then processed,
modified and collected to form new, more complex explicit knowledge and is
spread throughout various group of the organisation.
4. Internalization
The
employees new explicit knowledge is transferred by training, as described in
the socialization mode and the spiral of creating knowledge continues.
I believe this model is an
extremely important concept within businesses, especially in the U.K where just
over 75% of GPD lies in the service section. U.K businesses thrive on the
skills and knowledge of people, this theory shows how a company can acquire an
advantage over its competitors from the knowledge of its employees. The
exchange of skilled workers tacit knowledge can give a business the upper hand
that other companies will not have access to, this concept encompasses the
value of skilled people in companies and why it is vital for HR to hire the
right people.
Further reading:
http://jf8yq3yy9j.search.serialssolutions.com/?ctx_ver=Z39.88-2004&ctx_enc=info%3Aofi%2Fenc%3AUTF-8&rfr_id=info:sid/summon.serialssolutions.com&rft_val_fmt=info:ofi/fmt:kev:mtx:journal&rft.genre=article&rft.atitle=Conversation+with+Ikujiro+Nonaka&rft.jtitle=Reflections%3A+The+SoL+Journal&rft.au=Scharmer%2C+C.+Otto&rft.date=2000-12-01&rft.issn=1524-1734&rft.eissn=1536-0148&rft.volume=2&rft.issue=2&rft.spage=24&rft.epage=31&rft_id=info:doi/10.1162%2F15241730051091984&rft.externalDBID=n%2Fa&rft.externalDocID=10_1162_15241730051091984¶mdict=en-US
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