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Organizational Development for Knowledge Management at Water ...

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potential of current and future in<strong>for</strong>m<strong>at</strong>ion technology investments in terms of their contribution<br />

to business problems and the business mission.<br />

While the option of writing in additional planning processes considered as core was<br />

provided in the survey, no additional processes were chosen by responders.<br />

As indic<strong>at</strong>ed by the d<strong>at</strong>a presented in Tables A.5 and A.6 above, one potential finding is<br />

th<strong>at</strong> in<strong>for</strong>m<strong>at</strong>ion technology—and more specifically, ITD—has not been sufficiently developed<br />

or effectively embedded in support of the business needs of drinking w<strong>at</strong>er utilities. There is a<br />

close rel<strong>at</strong>ionship between in<strong>for</strong>m<strong>at</strong>ion technology (IT), in<strong>for</strong>m<strong>at</strong>ion management (IM) and<br />

<strong>Knowledge</strong> <strong>Management</strong>.<br />

CRITICAL SUCCESS FACTORS IN SUCCESSFUL IMPLEMENTATION OF KM IN<br />

WATER UTILITITES<br />

Project 4003 survey participants were asked: Wh<strong>at</strong> are the critical factors in your<br />

organiz<strong>at</strong>ion th<strong>at</strong> support successful implement<strong>at</strong>ion of new initi<strong>at</strong>ives? There were 290<br />

responses from 207 responders. Figure A.4 shows the general areas of responses. The largest<br />

number of these responses (17.9%) were focused on support: from leadership, management,<br />

staff, directors, the w<strong>at</strong>er board, the commission, the city council, the city manager, the<br />

community, and support from employees and other departments. Several of these coupled<br />

commitment with support.<br />

Support<br />

Leadership<br />

Buy-In<br />

Employees<br />

Money<br />

Communic<strong>at</strong>ion<br />

Other<br />

Teams<br />

Time<br />

Technology<br />

Planning<br />

Change<br />

Training<br />

Resources<br />

Results<br />

Laws and Regul<strong>at</strong>ions<br />

Implement<strong>at</strong>ion<br />

0 20 40 60<br />

Source: Project 4003 survey response<br />

Figure A.4 Critical factors th<strong>at</strong> support successful implement<strong>at</strong>ion of new initi<strong>at</strong>ives<br />

Appendix A 40<br />

©2011 W<strong>at</strong>er Research Found<strong>at</strong>ion. ALL RIGHTS RESERVED.

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