WELCOME TO KNOWLEDE ECHOES
First of all, one need to understand that people in an organization play a crucial role in moving knowledge. Therefore, it is very important to emphasize that people in the organization practice sharing knowledge as technology is only able to capture it but not transfer it.
In addition, it is mostly evident that employees who share knowledge are better at achieving their work purpose more quickly and gain acknowledgment from colleagues and mentors ( Prof. Kingo Mchombu 2024).
However, the culture of the organization needs to be changed, because there is a tendency of knowledge silos in an organization who may be adamant to share their knowledge with other members of the organization because of fear of losing their power. In my opinion, this is where leadership is essential, to create a learning organization, motivate the employees to adopt a knowledge sharing culture and reward the employees who transfer knowledge as aligned to the company’s vision and mission on knowledge management.
Furthermore, leaders need to lead by example, by being actively involved in knowledge sharing, influence the employees behavior to adopt a knowledge sharing culture and emphasize that the practice is not an extra routine task but part of their job.
All-in-all, we need to value knowledge as currency in the organization, because it is the source of growth to the organization. Consequently, without proper management of knowledge sharing the organization will display disorganized and messy image.
