Comments on: Using a KM Framework to Measure Behavior in Knowledge Processes http://weknowmore.org/blog/?p=984 Knowledge Management Research Tue, 24 Nov 2009 11:41:13 +0000 http://wordpress.org/?v=2.9.1 hourly 1 By: Ishmael Ariwa http://weknowmore.org/blog/?p=984&cpage=1#comment-4021 Ishmael Ariwa Tue, 24 Nov 2009 10:23:15 +0000 http://weknowmore.org/blog/?p=984#comment-4021 Dear Chris, With little risk of error I choose to commend you for doing justice to the Subject Matter. I captured a lot after going the Thematic Sequence you went through before arriving at every conclusion. It is very good work which has also impacted positively on my own knowledge, perception and way of thinking. Keep it up. Dear Chris,

With little risk of error I choose to commend you for doing justice to the Subject Matter. I captured a lot after going the Thematic Sequence you went through before arriving at every conclusion. It is very good work which has also impacted positively on my own knowledge, perception and way of thinking.

Keep it up.

]]> By: The Human Factor in Knowledge Management for Development published! - weknowmore.org http://weknowmore.org/blog/?p=984&cpage=1#comment-3942 The Human Factor in Knowledge Management for Development published! - weknowmore.org Thu, 19 Nov 2009 13:01:44 +0000 http://weknowmore.org/blog/?p=984#comment-3942 [...] - The Human Factor in Knowledge Management for International Development Cooperation [Relevance] - Using a KM Framework to Measure Behavior in Knowledge Processes - Does the size of the organization matter for knowledge [...] [...] – The Human Factor in Knowledge Management for International Development Cooperation [Relevance] – Using a KM Framework to Measure Behavior in Knowledge Processes – Does the size of the organization matter for knowledge [...]

]]> By: Joel C. Yuvienco http://weknowmore.org/blog/?p=984&cpage=1#comment-2492 Joel C. Yuvienco Tue, 22 Sep 2009 22:50:58 +0000 http://weknowmore.org/blog/?p=984#comment-2492 Great work guys! Very intriguing reference model. I'm trying to make sense of how this other framework (2d2c of social software) could fit into your model. http://www.flickr.com/photos/joelogs/890813642/ Perhaps a bubble graph could also help? Now I wonder if my post constitutes KB6. Great work guys! Very intriguing reference model. I’m trying to make sense of how this other framework (2d2c of social software) could fit into your model. http://www.flickr.com/photos/joelogs/890813642/

Perhaps a bubble graph could also help?

Now I wonder if my post constitutes KB6.

]]> By: Johan Lammers [weknowmore.org] http://weknowmore.org/blog/?p=984&cpage=1#comment-2142 Johan Lammers [weknowmore.org] Mon, 07 Sep 2009 10:16:24 +0000 http://weknowmore.org/blog/?p=984#comment-2142 Dear Chris, Thank you for your reaction! Glad to hear that you like our study. It will be published soon, including all results. Let me know if you are interested. Your KM model is the most down-to-earth and practical model we have come accross, so thank you for that. It provided a great framework for our research and in training we deliver. Interesting suggestion about the difference between men and women. Looking at my own life I can imagine this could be true ;-) There was a study on this subject "Gender Influences as an Impediment to Knowledge Sharing : When Men and Women Fail to Seek Peer Feedback" (Miller & Karakowsky, 2005) They conclude: This investigation of feedback-seeking behavior has a number of important implications. For men, seeking feedback appears to be affected by both the perceived expertise of the team and the need to maintain the perception of their own expertise (ego defensiveness). This raises important questions about gender differences in feedback-seeking behavior under certain conditions. Specifically, if men have a greater concern for protecting their reputation, then they may not seek performance information when it is most valuable to performance improvement. That is, men might forfeit the benefits of improved performance via performance-related feedback because of the belief that such feedback seeking is incongruent with their gender role. So it seems you were right! Congratulations! ;-) Dear Chris,

Thank you for your reaction! Glad to hear that you like our study. It will be published soon, including all results. Let me know if you are interested.

Your KM model is the most down-to-earth and practical model we have come accross, so thank you for that. It provided a great framework for our research and in training we deliver.

Interesting suggestion about the difference between men and women. Looking at my own life I can imagine this could be true ;-)

There was a study on this subject “Gender Influences as an Impediment to Knowledge Sharing : When Men and Women Fail to Seek Peer Feedback” (Miller & Karakowsky, 2005) They conclude:

This investigation of feedback-seeking behavior has a number of important implications. For men, seeking feedback appears to be affected by both the perceived expertise of the team and the need to maintain the perception of their own expertise (ego defensiveness). This raises important questions about gender differences in feedback-seeking behavior under certain conditions. Specifically, if men have a greater concern for protecting their reputation, then they may not seek performance information when it is most valuable to performance improvement.

That is, men might forfeit the benefits of improved performance via performance-related feedback because of the belief that such feedback seeking is incongruent with their gender role.

So it seems you were right! Congratulations! ;-)

]]> By: Chris Collison http://weknowmore.org/blog/?p=984&cpage=1#comment-2088 Chris Collison Wed, 02 Sep 2009 22:37:26 +0000 http://weknowmore.org/blog/?p=984#comment-2088 Thanks for the reference - interesting study! I wonder whether KB1 and KB2 show stronger female characteristics because we men have a bigger problem with pride/ego, and the idea of "stopping to ask directions"? Oh, and one minor point - you wrote "Barnard" instead of "Parcell". I don't mind, but Geoff will! :O) Thanks for the reference – interesting study!
I wonder whether KB1 and KB2 show stronger female characteristics because we men have a bigger problem with pride/ego, and the idea of “stopping to ask directions”?

Oh, and one minor point – you wrote “Barnard” instead of “Parcell”.
I don’t mind, but Geoff will! :O)

]]> By: Ubigu Daytone http://weknowmore.org/blog/?p=984&cpage=1#comment-508 Ubigu Daytone Mon, 08 Jun 2009 10:33:47 +0000 http://weknowmore.org/blog/?p=984#comment-508 Thank you for sharing the KM Framework. I think it is very interesting and simple. I will go on reading the book Learning to Fly. I enjoy reading the content on this site. Keep up the good work! Thank you for sharing the KM Framework. I think it is very interesting and simple. I will go on reading the book Learning to Fly. I enjoy reading the content on this site. Keep up the good work!

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