User:SteamedClams21/sandbox

Thinking and behaviour for employees in Blue ocean companies.
A company who uses blue ocean strategy must be assure that their employees have the corrects behaviour, mindset and skills to provide and contribute to the end goal. One of the factors which can determine if a blue ocean strategy company will be successful is if its employees are enhanced with the needed knowledge to make value for the organization. A strategy for a successful transition from ignorance to enlighten can come from sharing knowledge within the company.

Discussing what impact tacit knowledge sharing has for a company with no market competition.

Collecting and sharing of tacit knowledge in blue ocean companies
In businesses where the competition is low there is room for mistakes and learn-by-doing. But the same mistakes should not be done multiple times by the same company. Therefore, tacit knowledge should be shared and be, if possible, converted to explicit knowledge. Not all tacit knowledge can be written down, but by using professional methods it can be comprehended to a certain extend. .

 The method which would benefit for making the employs learn/understand tacit knowledge can be.
 * Feedback system which are shared and directed to related co-workers.
 * Social workspaces which encourages conversation and sharing of experience “knowledge building.”.
 * Thoroughly Interviews with experts (sharing of tacit knowledge). (Michael Earl, 2001, 216)
 * Workshops which let people get explicit experience (The workshops introduce the individual to new know-how and.)

Feedback
Organizational feedback can either be informal oral communication or a formal report of performance appraisals, probation etc(mbaskool.com). By informing the flaws and strength of every individual, there will be a more transparent understanding of the current situation. If all feedbacks should be public to every member in the company can both benefit and harm the company, as some might see weakness and failure as a taboo, which makes the feedback unwanted. Limiting and constructing the public feedback can enlightened what is expected and required to do for the individual worker and make comprehensive profiles of their competences and experience.

Steps of organizational feedback
 * 1) Collect data.
 * 2) Take action.
 * 3) Communicate feedback.
 * 4) Refine changes.

Social workspaces “knowledge building.”
Socializing with others can both be fun and learnable. A blue ocean company should encourage peers to make evaluation, reflection and understanding of work tasks while social interacting. For example, employees who do not work together could be enjoying a meal or cup of coffee and discus the value innovation of the project. The knowledge which is generated from the conversation can be insights which was not clear before the interacting, which will create a new mind-set for the involved. Why they learn tacit knowledge is because they gain new thinking patterns, who are connected to the individual person.

Interviews with experts
Compared to social workspace, interviews are a one-way communication and not a two-way communication. Asking undefined questions can help in understanding the expertise and experience of the interviewee retains. The answers should be comprehended as advice or statement and not an exact solution. The advices are a tacit knowledge source that can be screened for different cases. It could be the expertise of a designer on drawing furniture. The designer could have valuable ideas which could be processed into knowledge. but unable to precisely describe it.

Workshops
Creating a workshop related to the companies interests, can help in co-generating knowledge and give experience to all participants of the workshop. The co-generating knowledge creativity is useful for finding new opportunities and understandment of a problem. The experience can be tacit knowledge which are useful for the staff.