| 知识密集型组织内实现知识共享的激励策略选择 |
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| 引用本文： | 诸葛剑平.知识密集型组织内实现知识共享的激励策略选择[J].科学学与科学技术管理,2008,29(5):86-89. |
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| 作者姓名： | 诸葛剑平 |
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| 作者单位： | 浙江树人大学,管理学院,杭州,310015 |
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| 摘 要： | 知识管理在知识密集型组织中有极其重要的作用,而知识共享是知识管理中的关键环节,如何促使员工进行知识共享从而达到组织收益的增加是实践中的一个难题.建立实现知识共享的激励模型,通过对模型的分析,得出如果知识的贡献度很小,知识的隐性度很大,组织是没有必要进行激励的;对知识隐性度低的知识,组织采取团队激励比个体激励有效;如果员工的知识的贡献度大、知识的隐性度大,进行个体激励是比较适合的.
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| 关 键 词： | 知识共享 共享成本 知识共享报酬 财务收益 |
| 文章编号： | 1002-0241(2008)05-0086-04 |
| 修稿时间： | 2007年12月22 |
The Analysis on the Individual-based Incentive Model for Implementing Knowledge Sharing in Knowledge-Intensive Corporation |
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| ZHUGE Jianping.The Analysis on the Individual-based Incentive Model for Implementing Knowledge Sharing in Knowledge-Intensive Corporation[J].Science of Science and Management of S.& T.,2008,29(5):86-89. |
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| Authors: | ZHUGE Jianping |
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| Abstract: | Knowledge Management (KM) plays the most important role in knowledge-intensive corporation. Knowledge sharing is a critical step for successful KM. It is a difficult problem for corporation to urge staff sharing knowledge that can increase the payoff in firm. In this paper, we establish incentive model in order to promote sharing knowledge. Through analyzing the model, many valuable conclusions are drawn for manager. This article points it is not need for the organization to inspirit staff sharing knowledge if one's knowledge is little contribute and great conceal. It is better for the organization to adopt group-based reward than to adopt individual-based reward if staff's knowledge is low conceal. It is suitable for the organization to adopt individual-based reward if staff's knowledge is great contributed and conceal. |
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| Keywords: | knowledge sharing sharing cost reward of knowledge sharing financing income |
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