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Knowledge Management and Emotional

Intelligence in Contemporary Business


Organizations
Agenda
Knowledge Management
What is Knowledge Management ? // Abhishek completed
Dimensions of Knowledge Mngmt. // Abhishek completed
Knowledge Hierarchy // Likhama completed
Benefits of Knowledge Management // Parshant completed
Types of Knowledge // parshant completed
Knowledge Management Life Cycle // Shivam Awasthi COMPLETED
Terms in Knowledge Management // Shivam Awasthi COMPLETED

Emotional Intelligence
What is Emotional Intelligence ? // Anujraj
Components of Emotional Intelligence // Anujraj
Importance of Emotional Intelligence to Organisations // Aditya completed
EI vs IQ // pranjit completed
3 Models of EI // Bharat1
Using EI to be an effective leader //Shivam Beri completed
What is Knowledge Management ?

Implementing systems and practices that increase the


sharing of knowledge and information throughout an
organization

Development of tools, processes, systems, structures and


cultures explicitly to improve the creation, sharing, and use of
knowledge critical for decision making.
Dimensions of Knowledge Management
There are 4 Dimensions of Knowledge:

1. Personal Knowledge Management

The personal, or individual level refers to the personal knowledge, capabilities, experiences,
competencies and personal development issues for each individual knowledge worker.Therefore,
the strategies, methods and tools used for this dimension are at the personal level.

2. Team Knowledge Management

This is an approach that comes from the realisation that teams are the key knowledge work units
or knowledge engines of the organization.It has been recognized that a team that collaborates
well transfers knowledge between members much faster.
Dimensions of Knowledge Mgmt. (Contd..)
3. Organizational Knowledge Management

The intention being to introduce a KM strategy and a supporting infrastructure for better creating,
storing, sharing and apply knowledge across the entire organization.

4. Inter-Organizational Knowledge Management

Inter-Organizational knowledge management is based on the realisation that the most valuable
knowledge sources and resources can be, and probably are, outside your own
organization.Commercial organizations and educational establishments are increasingly
co-partnering with customers, suppliers and even competitors, to collaborate, share and develop
new knowledge and innovative products and services, together as one.
Knowledge Hierarchy
Knowledge Hierarchy
1. Data - raw facts (assumed to be true), unformatted.

2. Information (meaningful data) - data that is organized and has value, where
data has been processed into a meaningful form .

3. Knowledge (organised information) - assimilated information , where people


understand the relationship between pieces of information..

4. Wisdom (Applied Knowledge) - complete understanding of the effects and


outcomes of knowledge.
Benefits of Knowledge Management
1. Improve Performance: One of the purposes of a KM assessment is to identify knowledge
assets most needed by a division, office or work team that are short in availability and
quality. Sourcing and promptly supplying the right knowledge assets would improve
performance.

2. Information and Content Governance: A KM focus is on community outcomes, and the


knowledge needed to meet those outcomes. When planned and implemented effectively,
Knowledge Management efforts serve to improve information governance and content
governance.

3. Increased Focus on Outcomes: Successful Knowledge Management efforts are focused


on ideal outcomes that help key teams meet critical business objectives. Before
implementing a KM system, organizations are encouraged to identify critical objectives
based on multiple roles or personas.
Types of Knowledge
1. Explicit Knowledge:
It is articulated knowledge, expressed and recorded as words, numbers, codes, mathematical and
scientific formulae, and musical notations. Explicit knowledge is easy to communicate, store, and
distribute and is the knowledge found in books, on the web, and other visual and oral means.
Opposite of tacit knowledge. Found in databases, memos, notes, documents.

2. Implicit Knowledge:
Implicit Knowledge can be defined simply as knowledge that is not explicit. It could be said that
Implicit Knowledge is that which hasnt yet been put together either by expression, concept
development, assumptions that lead to principles, or through analysis of facts or theory. A good
example of Implicit Knowledge in an organization could be found in asking a worker how a task is
to be performed and to ask what the range of outcomes might be for the task or even portions of
the task.
Types of Knowledge

3. Tacit Knowledge:
It is sometimes referred to as know-how and refers to intuitive, hard to define knowledge that is
largely experience based. Because of this, tacit knowledge is often context dependent and
personal in nature. It is hard to communicate and deeply rooted in action, commitment, and
involvement. It includes cultural beliefs, values, attitudes, mental models, etc. as well as skills,
capabilities and expertise
Knowledge Auditing
Knowledge Creating
(ascertain validity and
( can be explicit or tacit)
reliability of knowledge and
again reusing it)

Knowledge
Management Life
Cycle
Knowledge Using Knowledge Sharing
(in the form of Products, (distributing knowledge
Services and Processes) with other members of
the organisation)

Knowledge Structuring
(Information Mapping,
Storing and retrieving)
Terms in Knowledge Management

Knowledge architect
Understands the definitions of knowledge and intellectual processes
Identifies the technological and human resources required
Checks the proper working of Knowledge Management Life Cycle

Knowledge assets
Human, structural and recorded resources available to the organisation
They may include process documents, templates, guidelines, checklists and FAQs
Terms in Knowledge Management

Knowledge bridge
It is the connection that a KM expert builds between the business processes and
the technological, sociological, personal, financial, sales, creative and customer
oriented functions of the organisation.

Knowledge workers
Employees and Managers who contribute significantly to the intellectual capital of
the company

Knowledge economy
Focuses on production and management of knowledge in the frame of economic
constraints
What is Emotional Intelligence ?

Emotional intelligence (EI) is the capability of individuals to

recognize their own emotions and those of others


discern between different feelings and label them
appropriately
use emotional information to guide thinking and behavior
manage emotions to adapt to environments or achieve one's
goals.
Components of Emotional Intelligence
Importance of Emotional Intelligence to
Organisation
1. Your performance at work
Emotional Intelligence can help you navigate the social complexities of the workplace, lead
and motivate others and excel in your career.
In fact, many companies now view emotional intelligence as technical ability and require EQ
testing before hiring.

2. Your physical health


The first step to improving emotional intelligence is to learn how to relive stress.If youre
unable to manage your stress levels, it can lead to serious health problems.
Uncontrolled stress can raise the blood pressures, suppress the immune system, increase
the risk of heart attack and stroke, contribute to infertility, and speed up the aging process.
Importance of Emotional Intelligence to
Organisation
3. Your mental health
Uncontrolled stress can also impact your mental health, making you vulnerable to
depressions and anxiety.
If youre unable to understand and manage your emotions, youll also be open to mood
swings. An inablity to form strong relationships can leave you feeling lonely and isolated.

4. Your relationships
By understanding your emotions and how to control them, youre better able to express how
you feel and understand how others are feeling.
This allows you tto communicate more effectively and forge strong relationships, both at
work and in your personal life.
Importance of Emotional Intelligence to
Organisation

50% of work satisfaction is determined by the relationship of a worker with his/her


boss.

Emotional Intelligence is a prerequisite for effective leadership across borders. It


requires high level of self-mastery and personal skills and ability to put yourself in
the positions of others.

A large hospital reduced turnover of critical-care nurses from 65 to 15 percent


within 18 months of instituting an intelligence screening assessment.
Emotional Intelligence(EI) vs Intelligence Quotient(IQ)

Emotional Intelligence(EI) is the Intelligence Quotient(IQ) is the


capacity for recognizing our own measure of human intelligence which
feelings and those of others, for simply refers to the technical and
motivating ourselves, and for analytical abilities.
managing emotions well in
ourselves and in our relationships.
EI is about understanding and IQ doesnt care about emotion and
managing emotions and using them feelings.
for good reasons.
EI helps us to succeed at job and in IQ helps us to get in the door i.e. to
whole life get hired

* EI is not the opposite of IQ, both of them are complementary to each other.
Emotional Intelligence(EI) vs Intelligence Quotient(IQ)

Several Studies conducted by


specialists show that EI is more
important than IQ in various
aspects of life. indeed, it seems
that Intelligence Quotient IQ
can help you to be successful
(20%) only in your life and the
rest of 80% depends on your
Emotional Intelligence!
Models of EI

There are three models of EI :

1. Ability model
2. Mixed model
3. Trait model
Ability Model

The model claims that EI includes four types of abilities:


1. Perceiving emotions
2. Using emotions
3. Understanding emotions
4. Managing emotions
Mixed Model

This model outlines five main EI constructs :


1. Self-awareness
2. Self-regulation
3. Social skill
4. Empathy
5. Motivation
Trait Model

Trait EI refers to an individual's self-perceptions of their emotional abilities.


Trait EI is investigated within a personality framework.
The trait EI model is general and subsumes the Goleman mixed model discussed
above.
The conceptualization of EI as a personality trait leads to a construct that lies
outside the taxonomy of human cognitive ability.
Using EI to to be an effective leader
1. Talk!

Seek genuine human contact instead of hiding behind digital communication.

2. Ask!

Ask questions about others & learn about their feelings and expectations

3. Listen!

Listen actively, and listen as if your life depended on it.

4 Empathise!

Putting yourself in other persons shoes and see the world from his point of view.
Using EI to to be an effective leader
5. Notice!

Appreciate when your employees make a contribution or accomplish something

6. Anticipate and respond!

Anticipate how your people are going to react to some news and respond to it before damage happens.

7. Better we than me!

Think about the team before yourself.

8. Emotions Hawk!

Pick up the mood and feelings of the people around you (like a hawk)
Thank You