Knowledge Management Disrupted - Understanding the Impacts of Social and Mobile Media Minitrack

Permanent URI for this collection

https://hdl.handle.net/10125/42524

Recent reports show that more and more companies adopt social media to support knowledge management (KM). These companies experience considerable changes in the way they communicate and collaborate internally once they have implemented related technologies and platforms. In addition, the challenges of the digital age make transforming underlying work practices and organizational structures more urgent. While the organizational capacity to deal with social media is maturing, we are far from embracing those changes on knowledge practices. A number of questions is to be addressed: What does the emergence of social and related mobile media mean for KM initiatives in companies? Do they have to and how do they rethink their processes and strategies? What are the timely relevant research fields for academia? Which of our established KM models do still hold, where do we need new models or frameworks? This minitrack calls for contributions that take KM one step further in the light of these contexts.

Topics include but are not limited to:

  • Exploring existent theories to understand social and mobile media related KM and work place phenomena
  • Appropriation and use of social and mobile media upon individual users, groups, businesses, and governments for KM
  • Role of social and mobile collaboration in digital transformation and KM strategies
  • Changing organizational cultures and structures through social and mobile media
  • Sociomateriality and ontological issues
  • New leadership paradigms in knowledge practices and in connected workforce environments
  • Risks and challenges of social and mobile media for knowledge practices, e.g. information overload, technostress, and protection of information assets
  • Value and risks of analytics through the social and mobile technologies enabled “digital footprint” of the organization
  • New developments in knowledge and work practices, e.g. adaptive mix

Minitrack Co-Chairs:

Alexander Richter (Primary Contact)
IT University of Copenhagen, Denmark
Email: arichter@ifi.uzh.ch

Stefan Smolnik
University of Hagen, Germany
Email: Stefan.Smolnik@FernUni-Hagen.de

Andrea Back
University of St. Gallen, Switzerland
Email: andrea.back@unisg.ch

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Recent Submissions

Now showing 1 - 2 of 2
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    Knowledge Transfer and Refinements to Connection-Based Employee Work Experience Measures
    ( 2017-01-04) Beckman, Paul
    Recent research provides a completely new method of tracking knowledge transfer and measuring employee experience using co-worker collaboration data. This process could use data collected through employee use of organizational social tools, from email to Twitter, but could also be fed data collected by accounting or other systems that track employee work on organizational projects. The process can also be extended to measure the diversity level of an employee or to tie employees’ past workplace connections to their future performance. \ \ Measuring human experience in an organizational setting has, for the most part, been centered on time-based values such as “number of years worked.” However, the advent of social tools and advances in modern accounting systems and both of their abilities to collect incredibly refined data now allow organizations to move to a more highly sophisticated set of processes for tracking knowledge transfer and using it to calculate human work experience.
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