Could Knowledge, Learning, and Innovation Gaps be Spiralling?

The role of human resources managment (HRM) in creating a climate for innovation and learning is presented. The innovation processes innovation chains are shown to be evolutionary. Innovation chain activities include transformation into knowledge-based, then into a learning organisation, and finally, into innovative enterprises. This chapter also shows that during the innovation process, HRM has significant and critical roles in addressing two types of organisational defects, Learning Gaps and Innovation Gaps. The innovation chain may be a spiral chain, suggesting that there could be a cumulative effect on the strength of the gaps due to the spiral nature of the innovation chain.

[1]  Fawzy Soliman,et al.  Does Innovation Drive Sustainable Competitive Advantages , 2013 .

[2]  Msh Al-Qawabah.  Assessing transformational leadership components as drivers in learning organisations , 2012 .

[3]  Fawzy Soliman,et al.  Could One Transformational Leader Convert the Organization From Knowledge Based Into Learning Organization, Then Into Innovation？ , 2011 .

[4]  K. Béji,et al.  The returns to continuing vocational training for employees: A socioeconomic approach , 2011 .

[5]  R. Tissen,et al.  ‘Change or hold: reexamining HRM to meet new challenges and demands’: the future of people at work: a reflection on diverging human resource management policies and practices in Dutch organizations , 2010 .

[6]  Fawzy Soliman,et al.  Mapping Expectations of Functional Units' Line Managers against the Perceptions of Human Resources Department (HRM) , 2010 .

[7]  Fawzy Soliman,et al.  ROLE OF HUMAN RESOURCES MANAGEMENT AS A COP MATCH- MAKER , 2010 .

[8]  U. Lichtenthaler.  Absorptive Capacity, Environmental Turbulence, and the Complementarity of Organizational Learning Processes , 2009 .

[9]  Fawzy Soliman.  Modelling the Appraisal of Quality Management Programs , 2009 .

[10]  Veli Denizhan Kalkan,et al.  An overall view of knowledge management challenges for global business , 2008, Bus. Process. Manag. J..

[11]  Teresa Rebelo,et al.  Organizational learning and the learning organization: Reviewing evolution for prospecting the future , 2008 .

[12]  F. Gino,et al.  Is yours a learning organization? , 2008, Harvard business review.

[13]  Kartinah Ayupp,et al.  A learning organization: Exploring employees’ perceptions , 2008 .

[14]  Daniel Andriessen,et al.  East is East, and West is West, and (n)ever its intellectual capital shall meet , 2007 .

[15]  Morten T. Hansen,et al.  The innovation value chain. , 2007, Harvard business review.

[16]  Su-Chao Chang,et al.  A STUDY ON RELATIONSHIP AMONG LEADERSHIP, ORGANIZATIONAL CULTURE, THE OPERATION OF LEARNING ORGANIZATION AND EMPLOYEES JOB SATISFACTION , 2007 .

[17]  D. Walker,et al.  Extending the knowledge advantage: Creating learning chains , 2007 .

[18]  Peter Holdt Christensen,et al.  Knowledge sharing: moving away from the obsession with best practices , 2007, J. Knowl. Manag..

[19]  Edward B. Roberts,et al.  Managing Invention and Innovation , 2007 .

[20]  Mark A. Huselid,et al.  Strategic Human Resources Management: Where Do We Go From Here? , 2006 .

[21]  Susana Pérez López,et al.  Human Resource Management as a Determining Factor in Organizational Learning , 2006 .

[22]  D. Rooney,et al.  Should the Knowledge‐based Economy be a Savant or a Sage? Wisdom and Socially Intelligent Innovation , 2005 .

[23]  Steven A. Cavaleri,et al.  Chapter 1 – The Knowledge Leadership Challenge , 2005 .

[24]  J. Imants.  Two basic mechanisms for organisational learning in schools , 2003 .

[25]  Fawzy Soliman,et al.  The role of critical information in enterprise knowledge management , 2003, Ind. Manag. Data Syst..

[26]  Peter Y. T. Sun.  Exploring the Divide--Organizational Learning and Learning Organization. , 2003 .

[27]  H. Scarbrough.  Knowledge management, HRM and the innovation process , 2003 .

[28]  Eduardo Bueno Campos,et al.  Knowledge management in the emerging strategic business process: information, complexity and imagination , 2003, J. Knowl. Manag..

[29]  Keld Laursen,et al.  New human resource management practices, complementarities and the impact on innovation performance , 2003 .

[30]  Richard Y. Wang,et al.  Data quality assessment , 2002, CACM.

[31]  Anders Örtenblad.  On differences between organizational learning and learning organization , 2001 .

[32]  Carla O'Dell,et al.  Overcoming cultural barriers to sharing knowledge , 2001, J. Knowl. Manag..

[33]  Charles Egbu,et al.  THE ROLE OF ORGANIZATIONAL CULTURE AND MOTIVATION IN THE EFFECTIVE UTILIZATION OF INFORMATION TECHNOLOGY FOR TEAMWORKING IN CONSTRUCTION , 2001 .

[34]  M. Alvesson.  Social Indentity And The Problem of Loyalty In Knowledge‐Intensive Companies , 2000 .

[35]  Michael Armstrong,et al.  The name has changed but has the game remained the same , 2000 .

[36]  Fawzy Soliman,et al.  Strategies for implementing knowledge management: role of human resources management , 2000, J. Knowl. Manag..

[37]  Peter Meso,et al.  A resource-based view of organizational knowledge management systems , 2000, J. Knowl. Manag..

[38]  Stephen Fox.  Communities Of Practice, Foucault And Actor‐Network Therory , 2000 .

[39]  Larry C. Giunipero,et al.  Organizational Learning in Global Purchasing: A Model and Test of Internal Users and Corporate Buyers , 2000, Decis. Sci..

[40]  M. Robertson,et al.  Knowledge management practices within a knowledge‐intensive firm: the significance of the people management dimension , 2000 .

[41]  Bing-Sheng Teng,et al.  A Resource-Based Theory of Strategic Alliances , 2000 .

[42]  Michael H. Zack,et al.  Developing a Knowledge Strategy , 1999 .

[43]  Morten T. Hansen,et al.  What's your strategy for managing knowledge? , 1999, Harvard business review.

[44]  F. Soliman,et al.  A graphical method for assessing knowledge­ based systems investments , 1999 .

[45]  N. Bontis.  Intellectual capital: an exploratory study that develops measures and models , 1998 .

[46]  Markus Hauser,et al.  Organisational culture and innovativeness of firms - an integrative view , 1998 .

[47]  Fawzy Soliman,et al.  Application of a scoring method for measuring the value of knowledge‐based systems to key employees , 1997 .

[48]  Mark S. Demarest.  Understanding knowledge management , 1997 .

[49]  Eric W. K. Tsang.  Organizational Learning and the Learning Organization: A Dichotomy Between Descriptive and Prescriptive Research , 1997 .

[50]  Daniel H. Kim.  The Link between individual and organizational learning , 1997 .

[51]  R. Grant.  Toward a Knowledge-Based Theory of the Firm,” Strategic Management Journal (17), pp. , 1996 .

[52]  M. Gordon,et al.  PUBLICATION RECORDS AND TENURE DECISIONS IN THE FIELD OF STRATEGIC MANAGEMENT , 1996 .

[53]  I. Nonaka,et al.  The Knowledge Creating Company , 2008 .

[54]  I. Nonaka,et al.  Organizational knowledge creation theory: A first comprehensive test , 1994 .

[55]  Patricia J. Daugherty,et al.  Computerization: Supporting Integration , 1994 .

[56]  Bernard J. Jaworski,et al.  Markor: A Measure of Market Orientation , 1993 .

[57]  D. Garvin.  Building a learning organization. , 1993, Harvard business review.

[58]  Arvind Singhal,et al.  Managing Human Resources for Innovation and Creativity , 1993 .

[59]  W. Starbuck.  Learning by Knowledge-Intensive Firms , 1992 .

[60]  B. Kogut,et al.  Knowledge of the Firm, Combinative Capabilities, and the Replication of Technology , 1992 .

[61]  J. Barney.  Firm Resources and Sustained Competitive Advantage , 1991 .

[62]  G. Huber.  Organizational Learning: The Contributing Processes and the Literatures , 1991 .

[63]  T. Kumpe,et al.  Manufacturing in the 1990s - productivity, flexibility and innovation , 1990 .

[64]  Karel Cool,et al.  Asset stock accumulation and sustainability of competitive advantage , 1989 .

[65]  Teresa M. Amabile,et al.  A Model of Creativity and Innovation in Organizations , 1988 .

[66]  B. Wernerfelt,et al.  A Resource-Based View of the Firm , 1984 .

[67]  S. Lippman,et al.  Uncertain Imitability: An Analysis of Interfirm Differences in Efficiency under Competition , 1982 .

[68]  Johan P. Olsen,et al.  THE UNCERTAINTY OF THE PAST: ORGANIZATIONAL LEARNING UNDER AMBIGUITY* , 1975 .