The importance of services in business in terms of knowledge creation process for customer value is increasingly well-understood by typical companies. Typical companies are trying to innovate service as solution through restructuring their business model by adding the service concept that is necessary to make customer value co-creation process. Generating new knowledge is a core factor in the implementation of this notion in the practical field. Therefore, the typical company must have a favourable infrastructure (i.e., workplace design) to make highly motivated employees and idea generation environment. In addition, the company has to be with a platform to integrate both of internal and external issues for beneficial relationship with the involvement and interaction between company and consumers, thereby exercising together in every part of the business system in order to generate new knowledge, focusing on service-based solution.
have you looked at knowledge management and organizational learning theory? culture and systems are addressed in the literature
There is an almost unmanageable number of articles on knowledge sharing:
https://scholar.google.de/scholar?&q=Knowledge+sharing&btnG=
I cannot fully understand your comments and the links to the subject of "service". What is your understanding of service? SD-Logic?
I concur with both @Arnold and @Barnard: the subject of this query is not clear but there is much literature on knowledge management and learning.
Twenty-seven articles on knowledge sharing and learning per se can be found in Knowledge Solutions: Tools, Methods, and Approaches to Drive Organizational Performance, the book I published in May 2017. The articles are titled: Conducting Peer Assists; Conducting After-Action Reviews and Retrospects; Using Plain English; Posting Research Online; Storytelling; Identifying and Sharing Good Practices; Conducting Successful Retreats; Conducting Effective Presentations; Building Networks of Practice; Dimensions of the Learning Organization; Disseminating Knowledge Products; Learning from Evaluation; Learning and Development for Management; Asking Effective Questions; Coaching and Mentoring; Harnessing Creativity and Innovation in the Workplace; Drawing Learning Charters; Embracing Failure; Social Media and the Public Sector; Enriching Policy with Research; E-learning and the Workplace; Learning Histories; Learning in Conferences; On Internal Knowledge Markets; On Knowledge Behaviors; Communications for Development Outcomes; Learning in a Flash; and Toward a Library Renaissance.
Knowledge Solutions: Tools, Methods, and Approaches to Drive Organizational Performance is a large book of +1,100 pages. Its 126 chapters are on Open Access and can be downloaded via http://www.springer.com/us/book/9789811009822. They are also available for download in the "Chapter" tab of my ResearchGate account. The entire book is not available for download in one file; but, hard copies can be purchased for about US$60 equivalent from retailers worldwide.
Actually, I am currently working on this. I believe you will find good answers in this textbook:
The Knowledge - Creating Company by Ikujiro Nonaka and Hirotaka Takeuchi.
The first time I read it, there was a lot to take on theoretically on how to interpret the share of knowledge. Then, it all made sense. Naturally, humans share knowledge using various approaches. But, what is interesting is that, based on Michael Polanyi's, we start with Tacit knowledge (personal knowledge - Abduction), and then we share by codifying our experiences creating that knowledge to transmit it in formal and systematic language, and that when it become "Explicit". Such externalization is often driven by metaphors and/or analogies. By using attractive metaphors and analogies we become highly effective in predicting and committing to the organizational's creative process.
Example: Honda, uses what's called "brainstorming camps" or (mama dash kai) - that is an informal meetings for detailed discussions to handle difficult problems in development projects. By socializing (Tacit Knowledge) we have better odds at sharing the most detailed technical skills, for example, because the environment we are in allows with no limitations to real criticism of our knowledge without all the work environment political non-sense.
It's worth checking the book. I believe it will answer many of your questions.
Best of luck,
I think the social component is important in the relationship between employers and employees / when employees who have tacit knowledge, they get paid, compensation, health care and everything is available / employers will be able to transfer this implicit knowledge into explicit knowledge. can you read : Chapter Knowledge Sharing and Communities of Practice
A useful and picturesque concept of Weiguo Fan for online knowledge dispersing in organizations. :)
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