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1、<p>  本科畢業(yè)論文外文翻譯</p><p>  外文題目:Industralmic transformation of inter knowledge </p><p>  transfer &

2、lt;/p><p>  出 處:Post-Communist Economics,Vol. 19,NO. 3,September 2007 </p><p>  作 者:HE CANFEI & ZHU SHENG JUN

3、 </p><p>  Abstract: </p><p>  In order to explore the industrial transformation of internal knowledge transfer in an effective way to study the industrial transformation of

4、 internal knowledge transfer. On this basis. Construction of the industrial transformation of internal knowledge transfer model. Research shows that industrial restructuring enterprises through the media industry to iden

5、tify and tap the existing knowledge. Learning using technology to achieve the transfer of explicit knowledge, through the establishment of</p><p>  Key words: Industrial restructuring Knowledge Transfer E

6、xplicit knowledge Tacit Knowledge</p><p>  The world economy is in a rapid development of technology and industry period, China's per capita GDP reached 3,000 U.S. dollars.Is in the middle of the seco

7、nd half of industrialization, which is a rapid change in industrial structure and stage of development.In the context of global economic integration.The development of China's economic development is faced with a his

8、toric transformation and restructuring changes.The rapid evolution of the external environment for enterprise development poses</p><p>  I. Related Studies</p><p>  60 in the early 20th century,

9、 Polanyi first proposed the explicit knowledge and tacit knowledge of the concept of tacit knowledge that comes from the individual's judgments and perceptions of the outside world, and further stated that "we k

10、now better than we can say it's more"; on this basis, Nonaka further deepen the explicit knowledge and words, through written records, digital scan description, technical documents, manuals and reports, clearly

11、expressed and exchange of knowledge, while tacit </p><p>  II. Industrial transformation of internal knowledge transfer mechanisms</p><p>  identifying and mining the original through the media

12、industryKnowledge in the knowledge transfer process, you first need to identify the transfer of knowledge, and inform the recipients through the transfer channels.Rooted nature of this knowledge can reflect the image of

13、the original industry knowledge.This industrial transformation of the original company to use the media industry recognition provides the possibility of useful knowledge, the so-called new media into the industry and kno

14、wledge</p><p>  Through the media to identify and dig out the accumulation of industry related products in the original design, manufacturing processes and other aspects of knowledge.But should be noted that

15、, when the required knowledge and business knowledge within the knowledge base does not meet the exact match.This requires companies to innovate on the basis of existing knowledge.Therefore, in order to make full use of

16、existing knowledge of business, enterprises need to take relevant measures to achieve the</p><p>  Technological learning is the organization with internal and external favorable conditions, access to new te

17、chnology behavior.Explicit knowledge is described as easy to quantify, industrial restructuring enterprises from academic knowledge, cell technology, products, systems and subsystems for technical learning and discard th

18、ose that do not comply with the new technology industry development trend of the original knowledge, to achieve the dominant benefit of transformationknowledge transfer and</p><p>  Tacit knowledge is false

19、knowledge and true between the explicit knowledge between tacit knowledge, mainly in the skills, know-how, experience, form, constitute the main body of tacit knowledge. Pseudo-existence of tacit knowledge has been able

20、to, provide analysis from the knowledge, the staff out of the ownership, privileged position, dominant position and other considerations, often reluctant to share their knowledge with others, which caused some of the sub

21、jective tacit knowledge on Difficul</p><p>  For the transfer of tacit knowledge false, industrial restructuring enterprises need to take effective incentives.To motivate employees to share their own knowled

22、ge, companies should first recognized the originality of individual employees and proprietary tacit knowledge of, and correct assessment indicators.Staff will share their knowledge with others the quality and quantity in

23、to the examination system; on this basis.Encourage employees to share their own knowledge, and employees who participa</p><p>  Through the establishment of incentive system, can enhance the trust between em

24、ployees, due to objective reasons which contribute to the pseudo-tacit knowledge transfer.Andrew's research also shows that when the knowledge transfer between the trust, people will be more willing to give each othe

25、r useful knowledge.Tacit knowledge is hard to obtain from official sources, the transfer must be close contact between individuals, mutual consultations cited.When the original industry employees and new e</p><

26、;p>  Because knowledge is sticky, especially in terms of tacit knowledge of truth, mainly in inspiration, mental models, dominant logic, culture, common wish to exist in the form of staff, team or organization, and th

27、at this part of the knowledge can not be encoded and metrics,dominance slower and higher cost, it is difficult to achieve through the exchange of metastasis.The industrial transformation is a risky process.This requires

28、companies to quickly complete the technical capacity of recycling.In</p><p>  III. model of internal knowledge transfer</p><p>  Industrial transformation of internal knowledge transfer is a dyn

29、amic process that requires knowledge of the recipient and source of knowledge and interaction between the multiple feedback.In this process, a total of between enterprises to enter the industry knowledge, through the med

30、ia industry to identify and dig out the existing knowledge.Stored in the knowledge base, the effective in the prevention caused by employees leaving the organization of amnesia.To use this knowledge, business learni</

31、p><p>  Conclusions</p><p>  The pursuit of sustainable growth for the industrial transformation of enterprises.Internal knowledge transfer process, including the knowledge to identify, explore and

32、 re-use.In this process, through the media and mining industries in the identification of useful knowledge: in this basis, through technical study, to achieve the transfer of explicit knowledge, and through the conversio

33、n of the tacit knowledge, the formation of the knowledge spiral, to achieve dominanceknowledge reuse; pseudo re-</p><p>  譯 文: 產(chǎn)業(yè)轉(zhuǎn)型的內(nèi)部知識(shí)轉(zhuǎn)移</p><p>  摘要:為了探求產(chǎn)業(yè)轉(zhuǎn)型企業(yè)內(nèi)部知識(shí)轉(zhuǎn)移的有效途徑,研究了產(chǎn)業(yè)轉(zhuǎn)型企業(yè)內(nèi)部知識(shí)轉(zhuǎn)

34、移的機(jī)制。在此基礎(chǔ)上。構(gòu)建了產(chǎn)業(yè)轉(zhuǎn)型企業(yè)內(nèi)部知識(shí)轉(zhuǎn)移模型。研究表明 ,產(chǎn)業(yè)轉(zhuǎn)型企業(yè)通過媒介識(shí)別并挖掘原有產(chǎn)業(yè)知識(shí)。利用技術(shù)學(xué)習(xí)實(shí)現(xiàn)顯性知識(shí)的轉(zhuǎn)移,通過建立有效的激勵(lì)制度實(shí)現(xiàn)偽隱性知識(shí)轉(zhuǎn)移,而人員轉(zhuǎn)移是實(shí)現(xiàn)真隱性知識(shí)轉(zhuǎn)移的有效途徑。</p><p>  關(guān)鍵詞:產(chǎn)業(yè)轉(zhuǎn)型 知識(shí)轉(zhuǎn)移 顯性知識(shí) 隱性知識(shí)</p><p>  當(dāng)前,世界經(jīng)濟(jì)正處在一個(gè)技術(shù)和產(chǎn)業(yè)迅速發(fā)展的時(shí)期,中國人均G

35、DP已達(dá)到3000美元。正處于工業(yè)化中期的后半段,這是一個(gè)產(chǎn)業(yè)結(jié)構(gòu)急劇變動(dòng)的發(fā)展階段。在全球經(jīng)濟(jì)一體化的背景下。中國經(jīng)濟(jì)發(fā)展面臨著發(fā)展轉(zhuǎn)型和結(jié)構(gòu)調(diào)整的歷史性轉(zhuǎn)變。外部環(huán)境的快速演進(jìn)對企業(yè)發(fā)展構(gòu)成了巨大的挑戰(zhàn),也帶來了難得的機(jī)遇追求持續(xù)成長的企業(yè)必須保持對自身生存環(huán)境的敏感。當(dāng)原有產(chǎn)業(yè)已難以為企業(yè)提供足夠的成長空間時(shí),適時(shí)進(jìn)行產(chǎn)業(yè)轉(zhuǎn)型便成為企業(yè) 的明智選擇。Prahalad和Hame認(rèn)為。由于競爭全球化、產(chǎn)業(yè)結(jié)構(gòu)變動(dòng)和技術(shù)的不連續(xù)性變化等

36、因素的影響。企業(yè)面臨著難以避免的產(chǎn)業(yè)轉(zhuǎn)型。在產(chǎn)業(yè)轉(zhuǎn)型和再造技術(shù)能力的過程中。企業(yè)或多或少地利用了在原有產(chǎn)業(yè)中積累的知識(shí)和形成的技術(shù)能力,這在產(chǎn)業(yè)跨度較小的產(chǎn)業(yè)轉(zhuǎn)型中表現(xiàn)得尤為明顯。企業(yè)的成敗取決于它能否從過去經(jīng)驗(yàn)中學(xué)習(xí)并據(jù)此不斷改進(jìn)和完善。Miller的實(shí)證研究表明,企業(yè)在進(jìn)入新的產(chǎn)業(yè)時(shí),新進(jìn)入產(chǎn)業(yè)與原有產(chǎn)業(yè)之間的技術(shù)關(guān)聯(lián)度與轉(zhuǎn)型的績效間成正相關(guān)關(guān)系。Gema認(rèn)為,企業(yè)在進(jìn)入下游產(chǎn)業(yè)時(shí)。原有產(chǎn)業(yè)的核心技術(shù)有助于企業(yè)在新產(chǎn)業(yè)中構(gòu)建核心能力

37、。因此,在產(chǎn)業(yè)轉(zhuǎn)型過程中,挖掘和再利用原有產(chǎn)業(yè)積累的知識(shí),有</p><p><b>  一.相關(guān)研究綜述</b></p><p>  20世紀(jì)60年代初期,Polanyi首先提出了顯性知識(shí)和隱性知識(shí)的概念,認(rèn)為隱性知識(shí)來源于個(gè)體對外部世界的判斷和 感知,并進(jìn)一步指出“我們知道的要比我們能說出來的多”;在此基礎(chǔ)上,Nonaka進(jìn)一步深化了顯性知識(shí)和言,通過書面記錄、數(shù)

38、字描描述、技術(shù)文件、手冊和報(bào)告等明確表達(dá)和交流的知識(shí),而隱性知識(shí)是高度個(gè)人化、難以規(guī)范化和明晰化的知識(shí)。主要表現(xiàn)為手藝、人體的思維、模式、信仰和觀點(diǎn)等,通常根植于行動(dòng)和個(gè)人對具體背景的理解當(dāng)中。</p><p>  有關(guān)顯性知識(shí)與隱性知識(shí)的關(guān)系,大多數(shù)學(xué)者認(rèn)為顯性知識(shí)與隱性知識(shí)并不是相互排斥的概念,而是任何知識(shí)都包括顯性知識(shí)和隱性知識(shí)的成分。例如,Nonaka提出了社會(huì)化一外化一綜合化一內(nèi)化的知識(shí)螺旋模型,認(rèn)為新

39、的知識(shí)是通過隱性知識(shí)與顯性知識(shí)相互作用產(chǎn)生的:Alavi和Leidner指 出,隱性知識(shí)和顯性知識(shí)不是相互排斥的:Spender指出隱性知識(shí)和顯性知識(shí)的分界線是相互滲透的。在此研究的基礎(chǔ)上,顯示隱性知識(shí)與顯性知識(shí)的邊界,Platts將知識(shí)分 為顯性知識(shí)、可指明的隱性知識(shí)和真隱性知識(shí),其中可指明的隱性知識(shí)是指能夠識(shí)別并可以顯性化,而真隱性知識(shí)是指不能被指明,知識(shí)擁有者未能意識(shí)到擁有該部分知識(shí);Edwards將知識(shí)分為顯性知識(shí)、可以顯性化的

40、隱性知識(shí)和不能顯性化的隱性知識(shí)。知識(shí)轉(zhuǎn)移是企業(yè)獲取競爭優(yōu)勢的基礎(chǔ),因此,如何實(shí)現(xiàn)原有產(chǎn)業(yè)知識(shí)的轉(zhuǎn)移是產(chǎn)業(yè)轉(zhuǎn)型企業(yè)技術(shù)能力再造的難點(diǎn)和重點(diǎn)。知識(shí)轉(zhuǎn)移是知識(shí)主體之間互動(dòng)的過程,其框架:轉(zhuǎn)移主體、轉(zhuǎn)移意境、轉(zhuǎn)移內(nèi)容和轉(zhuǎn)移媒介4個(gè)部分。在知識(shí)轉(zhuǎn)移的過程中。知識(shí)轉(zhuǎn)移的雙方擁有足夠多的共同經(jīng)歷、經(jīng)驗(yàn)、實(shí)踐活動(dòng),是實(shí)現(xiàn)知識(shí)在雙方之間有效轉(zhuǎn)移的必要條件。于是。這種在不同的知</p><p>  二.產(chǎn)業(yè)轉(zhuǎn)型企業(yè)內(nèi)部知識(shí)轉(zhuǎn)移機(jī)制&

41、lt;/p><p>  2.1通過媒介識(shí)別和挖掘原有產(chǎn)業(yè)</p><p>  知識(shí)在知識(shí)轉(zhuǎn)移過程中,首先需要識(shí)別所轉(zhuǎn)移的知識(shí),并通過轉(zhuǎn)移渠道告知接受者。知識(shí)的這種根植性可以形象地體現(xiàn)原產(chǎn)業(yè)知識(shí)水平。這為產(chǎn)業(yè)轉(zhuǎn)型企業(yè)利用媒介識(shí)別原產(chǎn)業(yè)中有用知識(shí)提供了可能,所謂媒介是新進(jìn)入產(chǎn)業(yè)與原產(chǎn)業(yè)之間共性知識(shí)的載體。對產(chǎn)業(yè)轉(zhuǎn)型企業(yè)而言。原產(chǎn)業(yè)與新進(jìn)入產(chǎn)業(yè)之間知識(shí)關(guān)聯(lián)度大,存在大量的共性知識(shí)。在識(shí)別過程中,由于

42、顯性知識(shí)根植于文檔、設(shè)備等載體中,企業(yè)比較容易識(shí)別;隱性知識(shí)的識(shí)別是知識(shí)的關(guān)鍵。Stenmark認(rèn)為,在組織環(huán)境中,在未被顯性化的情況下,隱性知識(shí)也能夠被識(shí)別;在對隱性知識(shí)進(jìn)行識(shí)別時(shí),企業(yè)需要分析技術(shù)能力再造所需知識(shí)與原產(chǎn)業(yè)中可利用知識(shí)的共同點(diǎn),確認(rèn)欲挖掘和再利用的隱性知識(shí),在此基礎(chǔ)上,確定該部分知識(shí)賴以存在的載體。</p><p>  通過媒介識(shí)別和挖掘出積累在原有產(chǎn)業(yè)中有關(guān)產(chǎn)品設(shè)計(jì)、制造工藝等方面的知識(shí)。但需

43、要說明的是,此時(shí)企業(yè)所需知識(shí)與知識(shí)庫內(nèi)的知識(shí)未達(dá)到完全匹配。這需要企業(yè)在原有知識(shí)基礎(chǔ)上進(jìn)行創(chuàng)新。因此,為充分利用企業(yè)原有知識(shí),企業(yè)還需采取相關(guān)措施實(shí)現(xiàn)知識(shí)在企業(yè)內(nèi)部的轉(zhuǎn)移。</p><p>  2.2技術(shù)學(xué)習(xí)促進(jìn)企業(yè)顯性知識(shí)轉(zhuǎn)移</p><p>  技術(shù)學(xué)習(xí)就是組織利用內(nèi)部和外部有利條件,獲得新技術(shù)的行為。由于顯性知識(shí)具有易于描述量化,產(chǎn)業(yè)轉(zhuǎn)型企業(yè)從學(xué)科知識(shí)、單元技術(shù)、產(chǎn)品系統(tǒng)及其子系統(tǒng)等

44、方面技術(shù)學(xué)習(xí),摒棄那些不符合新產(chǎn)業(yè)發(fā)展趨勢的原技術(shù)知識(shí),實(shí)現(xiàn)對轉(zhuǎn)型有益的顯性知識(shí)轉(zhuǎn)移和再利用。在技術(shù)學(xué)習(xí)過程中,企業(yè)通過近轉(zhuǎn)移實(shí)現(xiàn)知識(shí)庫內(nèi)顯性知識(shí)的內(nèi)部轉(zhuǎn)移。近轉(zhuǎn)移適用于一個(gè)團(tuán)隊(duì)從長期重復(fù)性工作中獲得的知識(shí),被其它從事非常類似的工作的團(tuán)隊(duì)再次使用,這時(shí)接受方與轉(zhuǎn)移方有類似的工作環(huán)境,任務(wù)是常規(guī)性的,知識(shí)通常是顯性的例。將有用的顯性知識(shí)標(biāo)準(zhǔn)化,寫入手冊,在此綜合化過程中,促進(jìn)個(gè)人知識(shí)和零散知識(shí)系統(tǒng)化,便于這些知識(shí)在企業(yè)內(nèi)部的擴(kuò)散和共享。夏

45、新電子在進(jìn)入手機(jī)產(chǎn)業(yè)時(shí),對手機(jī)構(gòu)造及其工作原理進(jìn)行學(xué)習(xí),并編制成技術(shù)手冊在公司內(nèi)部傳播,使得存儲(chǔ)在知識(shí)庫內(nèi)的顯性知識(shí)轉(zhuǎn)移至手機(jī)產(chǎn)業(yè)。綜合化后的顯性知識(shí),通過企業(yè)各層次知識(shí)主體的不斷學(xué)習(xí)、體會(huì)和積累。再內(nèi)化轉(zhuǎn)變?yōu)楦鞣N隱性知識(shí),形成知識(shí)螺旋,提高產(chǎn)業(yè)轉(zhuǎn)型企業(yè)的技術(shù)能力。通過技術(shù)學(xué)習(xí),企業(yè)實(shí)現(xiàn)了顯性知識(shí)的再利用,但隱性知識(shí)是技術(shù)知識(shí)的重要側(cè)面,其吸收能力決定了技術(shù)學(xué)習(xí)的有效性。同時(shí),隱性知識(shí)是企業(yè)長期競爭優(yōu)勢的來源。因此</p>

46、<p>  2.3有效的激勵(lì)機(jī)制實(shí)現(xiàn)偽隱性知識(shí)轉(zhuǎn)移</p><p>  偽隱性知識(shí)是介于顯性知識(shí)與真隱性知識(shí)之間的知識(shí),主要以技能、訣竅、經(jīng)驗(yàn)的形式存在,構(gòu)成了隱性知識(shí)的主體。偽隱性知識(shí)之所以能夠存在,從知識(shí)提供分析,員工出于對所有權(quán)、特權(quán)地位、優(yōu)勢地位等考慮,往往會(huì)不情愿將自己的知識(shí)與他人共享,這在主觀上就造成有些隱性知識(shí)難以顯性化:此外,有些偽隱性知識(shí)是員工主觀上愿意將隱藏在其中的隱性知識(shí)顯性化,

47、但客觀上比較難以顯性化。</p><p>  為轉(zhuǎn)移偽隱性知識(shí),產(chǎn)業(yè)轉(zhuǎn)型企業(yè)需采取有效的激勵(lì)措施。在激勵(lì)員工分享其擁有的知識(shí)時(shí),企業(yè)首先應(yīng)認(rèn)可員工個(gè)人隱性知識(shí)的獨(dú)創(chuàng)性和專有性,并修正考核指標(biāo)。將員工與他人分享知識(shí)的質(zhì)和量納入考核體系;在此基礎(chǔ)上。鼓勵(lì)員工分享其擁有的知識(shí),并對那些參與知識(shí)共享的員工,給予一定的地位。通過滿足員工的利益要求,激發(fā)他們把自己獨(dú)有的知識(shí)與他人共享的熱情,在此基礎(chǔ)上,通過正式和非正式的交流

48、,實(shí)現(xiàn)因主觀原因造成的偽隱性知識(shí)內(nèi)部轉(zhuǎn)移。</p><p>  通過建立激勵(lì)制度,能夠增強(qiáng)員工間的信任,這有助于因客觀原因造成的偽隱性知識(shí)轉(zhuǎn)移。Andrew的研究也表明,當(dāng)知識(shí)轉(zhuǎn)移間存在信任的時(shí)候,人們將更愿意給予對方有用的知識(shí)。隱性知識(shí)不易從正式渠道獲得,其轉(zhuǎn)移必須通過個(gè)體之間密切接觸、相互切磋引。當(dāng)原有產(chǎn)業(yè)的員工與新進(jìn)入產(chǎn)業(yè)的員工在開展正式與非正式的交流時(shí),可以借助于語言、體態(tài)、情感等表達(dá)方式的綜合作用,激活

49、在原有業(yè)務(wù)領(lǐng)域積累的偽隱性知識(shí),并通過整理、概括總結(jié),編制成操作規(guī)范、管理制度和業(yè)務(wù)指南等文件形式。在組織內(nèi)交流和共享,將該部分知識(shí)外化為顯性知識(shí),在此基礎(chǔ)上,通過技術(shù)學(xué)習(xí)實(shí)現(xiàn)知識(shí)轉(zhuǎn)移。夏新電子通過組織內(nèi)非正式的交流,使其在VCD領(lǐng)域積累的偽隱性知識(shí)顯性化,將本土顧客價(jià)值及產(chǎn)品創(chuàng)新理念很好地轉(zhuǎn)移到了手機(jī)領(lǐng)域。</p><p>  2.4人員轉(zhuǎn)移推動(dòng)真隱性知識(shí)轉(zhuǎn)移</p><p>  由于知

50、識(shí)具有粘性,尤其對真隱性知識(shí)而言,主要是以靈感、心智模式、主導(dǎo)邏輯、企業(yè)文化、共同愿等形式存在于員工、團(tuán)隊(duì)或組織之中,這部分知識(shí)不能編碼和度量,顯性化速度較慢,成本也較高,難以通過交流實(shí)現(xiàn)轉(zhuǎn)移。由于產(chǎn)業(yè)轉(zhuǎn)型是一個(gè)充滿風(fēng)險(xiǎn)的過程。這就需要企業(yè)快速完成技術(shù)能力再造 。人員轉(zhuǎn)移是實(shí)現(xiàn)內(nèi)部轉(zhuǎn)移的有效途徑。與其它背景下的內(nèi)部知識(shí)轉(zhuǎn)移相比,產(chǎn)業(yè)轉(zhuǎn)型企業(yè)內(nèi)部轉(zhuǎn)移是知識(shí)由退出產(chǎn)業(yè)向新進(jìn)入產(chǎn)業(yè)轉(zhuǎn)移。在這一特殊背景下。人員轉(zhuǎn)移更具有可行性和必要性。員工在不

51、同工作崗位的適度流動(dòng),有利于員工之間的了解和人際交流網(wǎng)絡(luò)的完善。降低接受者需要搜尋知識(shí)的成本。Galbraith的研究表明,人員轉(zhuǎn)移能夠?qū)崿F(xiàn)隱性知識(shí)轉(zhuǎn)移至新的環(huán)境。與其它方式相比較,是實(shí)現(xiàn)知識(shí)在內(nèi)部轉(zhuǎn)移的最有效的方式。依據(jù)新產(chǎn)業(yè)知識(shí)的需求,有選擇地將真隱性知識(shí)的載體轉(zhuǎn)移至新的產(chǎn)業(yè)環(huán)境中,通過技術(shù)學(xué)習(xí)在新進(jìn)入產(chǎn)業(yè)中形成新的技術(shù)訣竅、心智模式等,這有利于重構(gòu)企業(yè)技術(shù)能力。如夏新電子在VCD產(chǎn)業(yè)積累的銷售知識(shí),并把這種難以顯性化的隱性知識(shí)應(yīng)用

52、到手機(jī)領(lǐng)域上,成功實(shí)現(xiàn)產(chǎn)業(yè)轉(zhuǎn)型。</p><p>  需要說明的是,原有產(chǎn)業(yè)知識(shí)與新進(jìn)入產(chǎn)業(yè)知識(shí)并不完全匹配,因此,內(nèi)部知識(shí)轉(zhuǎn)移不是一次性完成的,尤其對隱性知識(shí)轉(zhuǎn)移而言,需要知識(shí)轉(zhuǎn)移雙方依據(jù)新進(jìn)入產(chǎn)業(yè)知識(shí)需求,作出多重的互動(dòng)反饋,通過多次糾正客體對隱性知識(shí)的理解誤差, 知識(shí)轉(zhuǎn)移過程方能完成。</p><p>  產(chǎn)業(yè)轉(zhuǎn)型企業(yè)內(nèi)部知識(shí)轉(zhuǎn)移模型</p><p>  產(chǎn)業(yè)

53、轉(zhuǎn)型企業(yè)內(nèi)部知識(shí)轉(zhuǎn)移是一個(gè)動(dòng)態(tài)的過程,需要知識(shí)接受者與知識(shí)源之間多重反饋和交互作用。在這一過程中,企業(yè)進(jìn)入產(chǎn)業(yè)之間的共有知識(shí),通過媒介識(shí)別和挖掘出原有產(chǎn)業(yè)的知識(shí)。存儲(chǔ)在知識(shí)庫內(nèi),有效地防止了因員工離去造成的組織失憶。為利用這些知識(shí),企業(yè)通過技術(shù)學(xué)習(xí),實(shí)現(xiàn)了顯性知識(shí)的轉(zhuǎn)移;對于偽隱性知識(shí)而言。需要有效的激勵(lì)制度,并通過非正式交流使其顯性化;真隱性知識(shí)通過人員轉(zhuǎn)移實(shí)現(xiàn)該部分知識(shí)在新進(jìn)入產(chǎn)業(yè)中的再利用。通過挖掘和再利用原有產(chǎn)業(yè)的知識(shí),加速了企

54、業(yè)產(chǎn)業(yè)轉(zhuǎn)型的進(jìn)程。</p><p><b>  四.結(jié) 論</b></p><p>  對于追求持續(xù)成長的產(chǎn)業(yè)轉(zhuǎn)型企業(yè)而言。內(nèi)部知轉(zhuǎn)移過程包括了知識(shí)識(shí)別、挖掘和再利用。在這一過程中,通過媒介識(shí)別和挖掘產(chǎn)業(yè)中的有用知識(shí):在此基礎(chǔ)上,通過技術(shù)學(xué)習(xí),實(shí)現(xiàn)顯性知識(shí)的轉(zhuǎn)移,并通過內(nèi)化轉(zhuǎn)化為隱性知識(shí),形成知識(shí)螺旋,實(shí)現(xiàn)顯性知識(shí)的再利用;偽隱性知識(shí)的再利用需建立有效的激勵(lì)制度,鼓勵(lì)

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