Design of Knowledge Sharing Mechanisms on the Job Learning: the Case of Oromia Water and Energy Resource Development Bureau
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Date
2020-09
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Addis Ababa University
Abstract
Knowledge is the most important resource in organization. Managing knowledge is important to increase employee efficiency in governmental institutions, non-governmental organizations and private businesses. However, most of the knowledge in Government Organizations are not stored in a structured way and thus not shared effectively with the staff and other stakeholders. Similar to other governmental institutions in Ethiopia, the Oromia Water and Energy Resource Development Bureau (OWERDB) has lack of systems that promote effective knowledge sharing mechanisms. The main objective of this research is to explore the knowledge sharing mechanisms used by OWERDB on the job learning that would help avoid knowledge flows out through various ways such as resignations, retirement and death. The study also investigates how knowledge is gained and captured at OWERDB: how OWERDB‟s organizational structure facilitates or inhabits knowledge acquisition, sharing and retention: the role that ICTs can play to enable knowledge creation, sharing and retention. The study used Qualitative case study approach for data gathering where purposive sampling was used to select the interview respondents. Primary data were collected from OWERDB head office, Zonal water offices (East shoaw and Arsi ) and Town water utilities (Adama and Burayu). The researcher collected data by administering a questionnaire though interviews with Directors and senior staff and observations physical and document review to supplement data and fill in gaps. The main finding of the study is the following First OWERDB has a weak knowledge acquisition and sharing organizational cultures that impedes (hinder) knowledge retention. Secondly OWERDB lacks collaborative and communicative technologies that facilitate the acquisition, sharing and retention of tacit knowledge, third, even though OWERDB has processes and practices in place of human resource management, the organizations have no strategies /polices or systems in place to capture knowledge from experts and experienced “staff members who are approaching their retirement age.” Proper introduction is not provided for new hiring employee. i.e High attention is given to material handover not to knowledge sharing and transfer. Fourth, even though OWERDB has institutional knowledge that can be shared and transferred .Knowledge management is relatively a new concept at OWERDB and its practice has not yet been properly embraced to capture and retain knowledge. The findings of this research would help OWERDB to develop policies that are important to preserve both tacit and explicit organizational memory and use mechanisms for effectively acquiring, sharing & transferring knowledge.
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Keywords
Design of Knowledge, Sharing Mechanisms, Job Learning, Case of Oromia Water, Energy Resource Development Bureau