Proceedings of the 12th European Conference on Knowledge ...

Sandra M<strong>of</strong>fett, Rodney McAdam and Paul Humphreys
Table 1: Factor Loadings – OC and SME/LARGE organisations
Variables SME LARGE
Factor 1 – NEW APPROACHES
Orgn developed capacity for listening to members .552 .654
New approaches to capturing customer knowledge adopted/supported .586 .586
New approaches to capturing employee knowledge adopted/supported .728 .619
New approaches to sharing knowledge about customers adopted/supported .778 .705
Orgn ensures all employees are inducted promptly .537 .561
Recruitment/promotion procedures explained/supported .654 .497
Mgmt team always clear about what it wants .599 .608
Factor 2 – TEAMS
Problems/errors openly discussed .690 .423
Team members always clear about team goals .680 .731
Teams set up to include all necessary experience to deliver solutions .750 .611
Teams readily collaborate with o<strong>the</strong>r teams .781 .560
Team acknowledges when it lacks experience to reach solution .798 .576
Each team is open to knowledge/guidance from o<strong>the</strong>rs .806 .694
Teams look to see how <strong>the</strong>y can contribute to wider orgn .731 .616
Factor 3 – COLLABORATION
Orgn uses cross-functional teams .589 .789
Orgn uses multi-level teams .582 .713
Teams are clearly valued by orgn
Solutions to problems are openly discussed
Divisions, departments, units <strong>of</strong>ten work on joint projects
Factor 4 – EXPERIMENTATION
New approaches to sharing knowledge about employee experiences
adopted/supported
Creative boosting techniques are encouraged
Physical environment organised to facilitate info flow
Informal meetings held regularly
Risk-taking and experimentation are encouraged
Failure is viewed as opportunity for learning
Orgn allows employees to choose work location
Factor 5 – EMPLOYEE WELFARE
New employees need only few days to fit in
Orgn takes responsibility for welfare <strong>of</strong> employees/families
Senior mgmt lead by example
Orgn encourages external contact with o<strong>the</strong>r orgns
.564
.734
.632
.726
.537
.662
.722
.564
.512
-.733
.759
.630
.646
.626
.540
.449
.606
.544
.579
.412
.740
.704
.460
.718
.633
.723
.352
.491
Factor 6 – APPARENCY
Orgn is apparent to newcomers/outsiders .575 -.366
Interpreting <strong>the</strong> factor loadings was easy. Factor 1 in each case refers to key knowledge roles which
exist for KM implementation, such as Chief Knowledge Officer, Chief Information Officer, Chief
Learning Officer, Community <strong>of</strong> Practice Co-ordinator, Knowledge Broker and Web Master. Factor 2
shows <strong>the</strong> location in which training normally occurs, ei<strong>the</strong>r internally, in-house or externally in that
order. Factor three refers to technological training in commonly used tools such as <strong>the</strong> Internet, Office
Automation Systems, Intranet and Groupware/Workflow Systems as presented in graphical format in
figure 2.
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