Reference no: EM133769728

Question

Amid and many other junior managers have been being scalped by UPS, which points to high mobility, but may be a result of GDD not supporting the culture in the company. To look more closely at this, we can look at the three elements of a CoP: domain, community, and practice. The domain covers area of knowledge or specialization as an office or a company in it's entirety. Promoting the sharing of knowledge both through providing KM resources like a company yellow pages and through social and administrative policy to encourage innovation and bringing forward new ideas can strengthen the domain. The practice is the shared knowledge, methodology, tools, and other resources that members of the CoP utilize. Providing tools including supportive systems like a CMS would allow knowledge practitioners to more readily identify relevant and useful tools and documentation, making shared knowledge more widely accessible to GDD personnel anywhere in the company who could make use of it. The community is the people who make up the CoP and the relationships between them. Promoting the sharing of knowledge and ideas among team members also encourages positive interactions, and helping each other strengthens bonds. Again pulling from the SECI KM model, the direct communication found in the Socialization step helps to solidify communities, especially in cases where individuals like Dawn who hadn't been involved in a community are now included, or Amid and Fredrik who may have had negative assoc.