Knowledge retention practices among healthcare workers at Cecilia Makiwane Hospital, Eastern Cape Province of South Africa
- Authors: Jonga, Nqabakazi
- Date: 2019
- Subjects: Knowledge management Organizational learning
- Language: English
- Type: Thesis , Masters , M LIS
- Identifier: http://hdl.handle.net/10353/11461 , vital:39074
- Description: Knowledge has transformed to become an economic resource in a knowledge-based society, which determines the proficiency, progress and efficiency of any performed task. However, efficiency can be compromised when the health sector fails to retain the wealth of knowledge from experienced, senior and subject experts who have, or are about to leave or retire from the institution. Knowledge management provides for knowledge acquisition, sharing, transfer and further motivates the creation of influential atmospheres for knowledge sharing in the Public health sector. Healthcare is a knowledge driven process and thus knowledge management and the tools to manage knowledge in the healthcare sector are receiving attention. This study investigated knowledge retention practices in the Public health sector, Eastern Cape Province of South Africa. The study was informed by the Socialisation, Externalization, Combination, Internalization SECI model of knowledge creation and conversion by Nonaka & Takeuchi (1995) and the Knowledge based theory of the firm by Grant (1996). Both theories interpret knowledge sharing and preservation as vital for institutional growth and effective service delivery. The theories advised on the establishment of platforms designated for acquisition of new knowledge, knowledge sharing and retention to assist in future decision making to obtain a competitive edge. The study employed a mixed method approach that is largely quantitative in nature. Self-administered questionnaires were adopted for quantitative data collection and three interviews were conducted with middle management to supplement the quantitative data. The reliability and validity of the research instruments was achieved through adapting, and modifying questions from previously used research instruments from the works of Dewah, (2012); Teffo, (2014) and Tatani, (2015). New questions were further developed and evaluated through expert analysis. The study took place at Cecilia Makiwane Hospital in Mdantsane, Eastern Cape. The population of the study comprised of qualified healthcare workers in the health sector mainly “nurses”. The sample size was 198 and three interviews were conducted with the middle management to obtain qualitative data. xix The findings of the study revealed that the concept of knowledge retention was not dominant in public hospitals such as Cecilia Makiwane; however, certain practices are adopted to stimulate knowledge sharing thus contributing to knowledge retention. Several factors such as budget, ICT use, time allocation, fear of losing the competitive value through knowledge sharing and absence of supporting structures or services have been identified as root causes for reduced knowledge sharing practices among healthcare workers. The study, therefore, recommends the appointment of knowledge officers who would oversee the effective implementation of knowledge management policies and adopt strategies that will assist with knowledge retention. Further recommendations are, effective integration of knowledge management practices into the system, development of an internet based system for effective communication and institutional repositories for knowledge preservation. The study concludes that the development of training programs would assist healthcare workers to be familiar with any new or old invented mechanism.
- Full Text:
- Date Issued: 2019
- Authors: Jonga, Nqabakazi
- Date: 2019
- Subjects: Knowledge management Organizational learning
- Language: English
- Type: Thesis , Masters , M LIS
- Identifier: http://hdl.handle.net/10353/11461 , vital:39074
- Description: Knowledge has transformed to become an economic resource in a knowledge-based society, which determines the proficiency, progress and efficiency of any performed task. However, efficiency can be compromised when the health sector fails to retain the wealth of knowledge from experienced, senior and subject experts who have, or are about to leave or retire from the institution. Knowledge management provides for knowledge acquisition, sharing, transfer and further motivates the creation of influential atmospheres for knowledge sharing in the Public health sector. Healthcare is a knowledge driven process and thus knowledge management and the tools to manage knowledge in the healthcare sector are receiving attention. This study investigated knowledge retention practices in the Public health sector, Eastern Cape Province of South Africa. The study was informed by the Socialisation, Externalization, Combination, Internalization SECI model of knowledge creation and conversion by Nonaka & Takeuchi (1995) and the Knowledge based theory of the firm by Grant (1996). Both theories interpret knowledge sharing and preservation as vital for institutional growth and effective service delivery. The theories advised on the establishment of platforms designated for acquisition of new knowledge, knowledge sharing and retention to assist in future decision making to obtain a competitive edge. The study employed a mixed method approach that is largely quantitative in nature. Self-administered questionnaires were adopted for quantitative data collection and three interviews were conducted with middle management to supplement the quantitative data. The reliability and validity of the research instruments was achieved through adapting, and modifying questions from previously used research instruments from the works of Dewah, (2012); Teffo, (2014) and Tatani, (2015). New questions were further developed and evaluated through expert analysis. The study took place at Cecilia Makiwane Hospital in Mdantsane, Eastern Cape. The population of the study comprised of qualified healthcare workers in the health sector mainly “nurses”. The sample size was 198 and three interviews were conducted with the middle management to obtain qualitative data. xix The findings of the study revealed that the concept of knowledge retention was not dominant in public hospitals such as Cecilia Makiwane; however, certain practices are adopted to stimulate knowledge sharing thus contributing to knowledge retention. Several factors such as budget, ICT use, time allocation, fear of losing the competitive value through knowledge sharing and absence of supporting structures or services have been identified as root causes for reduced knowledge sharing practices among healthcare workers. The study, therefore, recommends the appointment of knowledge officers who would oversee the effective implementation of knowledge management policies and adopt strategies that will assist with knowledge retention. Further recommendations are, effective integration of knowledge management practices into the system, development of an internet based system for effective communication and institutional repositories for knowledge preservation. The study concludes that the development of training programs would assist healthcare workers to be familiar with any new or old invented mechanism.
- Full Text:
- Date Issued: 2019
Knowledge management as a tool to enhance innovative thinking in an organisation
- Authors: Kenqa, Bandile
- Date: 2014
- Subjects: Knowledge management Organizational learning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/11026 , vital:26878
- Description: The twenty-first century is an era where corporate and small businesses alike have to give way to what has been termed the ‘knowledge era’. Knowledge management is regarded as the most important factor in the mainstream of the business fraternity in ensuring sustainability within organisations. Because knowledge management is an integral part of managerial activity in a number of organisations, the broader economic environment and social life today, it is imperative that organisations must be knowledge-driven. Equally important are the associated knowledge management implementation strategies. Based on the literature study and the survey of the branch managerial teams in FNB branches in the Nelson Mandela Metropolitan in Port Elizabeth, it was concluded that FNB partly applied specified concepts to embrace an innovation culture in the organisation. The concepts specified included innovative competency, leadership initiative, customer engagement, staff engagement and personal desire, at both individual and FNB level. In order to attain the objective of the empirical study, survey results were evaluated in order to establish whether the above mentioned concepts were applied. A sample of fifty five (55) managerial members from fifteen (15) branches were surveyed. The responses obtained from the respondents were analysed and compared with the matters raised in the literature review. Leadership initiative appeared to be the most important critical factor in driving knowledge management culture in the organisation. However, it was established that personal desire, both at individual and FNB level, were misaligned to knowledge management. This implied that the organisation was not yielding full benefits from their employees in ensuring that management optimise on the employees’ skills, qualifications and expertise. Conclusions, research gaps and recommendations were formulated for the FNB’s promotion of innovative competency, leadership initiative, customer engagement, staff engagement and personal desire, both at individual and FNB levels. The empirical results were satisfactory and informative. Leadership initiative appeared to be the most critical factor in driving knowledge management culture in the organisation.
- Full Text:
- Date Issued: 2014
- Authors: Kenqa, Bandile
- Date: 2014
- Subjects: Knowledge management Organizational learning
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/11026 , vital:26878
- Description: The twenty-first century is an era where corporate and small businesses alike have to give way to what has been termed the ‘knowledge era’. Knowledge management is regarded as the most important factor in the mainstream of the business fraternity in ensuring sustainability within organisations. Because knowledge management is an integral part of managerial activity in a number of organisations, the broader economic environment and social life today, it is imperative that organisations must be knowledge-driven. Equally important are the associated knowledge management implementation strategies. Based on the literature study and the survey of the branch managerial teams in FNB branches in the Nelson Mandela Metropolitan in Port Elizabeth, it was concluded that FNB partly applied specified concepts to embrace an innovation culture in the organisation. The concepts specified included innovative competency, leadership initiative, customer engagement, staff engagement and personal desire, at both individual and FNB level. In order to attain the objective of the empirical study, survey results were evaluated in order to establish whether the above mentioned concepts were applied. A sample of fifty five (55) managerial members from fifteen (15) branches were surveyed. The responses obtained from the respondents were analysed and compared with the matters raised in the literature review. Leadership initiative appeared to be the most important critical factor in driving knowledge management culture in the organisation. However, it was established that personal desire, both at individual and FNB level, were misaligned to knowledge management. This implied that the organisation was not yielding full benefits from their employees in ensuring that management optimise on the employees’ skills, qualifications and expertise. Conclusions, research gaps and recommendations were formulated for the FNB’s promotion of innovative competency, leadership initiative, customer engagement, staff engagement and personal desire, both at individual and FNB levels. The empirical results were satisfactory and informative. Leadership initiative appeared to be the most critical factor in driving knowledge management culture in the organisation.
- Full Text:
- Date Issued: 2014
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