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The nature of knowledge work and knowledge workers
Knowledge management involves discovering, developing, exploiting, and offering the knowledge contained within and without the organizations premises. By use of relevant management process, the management is able to cater for current and future requirements of the organization.
Knowledge work is the type of work that calls for specialized knowledge and skills, in such works, there would be need for creating a new knowledge for the activity to continue. The major difference between the knowledge work and physical labor is that the knowledge work is based on creating more knowledge for the worker to create some values in his activities.
Knowledge workers are the individuals who have high levels of education specializing on a specific area, and most of the time, these workers apply their cognitive skills when about to handle complex situations. The definition of knowledge workers is very broad, and requires different levels of understanding for one to incorporate the meaning.
For instance, all sorts of meaningful work are under this category because even activities like cutting hair, hair styling, or other minor works, the workers involved in them have some levels of specialized knowledge about their work. The only difference that is realized is on their productivity and effectiveness with regard to individual’s knowledge.
To most of people, knowledge workers are taken to be individuals in the famous professions like lawyers, scientists, teachers, etc. To some extent, some top positions that can also be categorized under such levels include the senior personnel in advertising, insurance, and in project development among many others.
As far as the world has diverse activities, many types of jobs are upcoming, which require specialized knowledge like musicians, business executives, and even some top officials in government. The works of knowledge workers involve much the interpretation and controlling of information, and at a certain point to come up with new knowledge.
This makes it unique from the usual manner of data collection and then processing to obtain the results of the issue in question (Garber, 2003). There is a major difference between knowledge workers and less skilled or white-collar workers, who are destined to a certain work routine, with a specific structure and limitations as well.
In the current world, most of people are adopting the qualities of knowledge workers due to the availability of the right resources to perform their activities. The introductions of computer-based technologies in most production companies have facilitated the practice of knowledge workers with some employees .
In most of the factories today, even the lowest levels of employment like factory floor workers requires some knowledge and high tech skills, as most of them are done with machines. The main background of knowledge workers is to handle diverse set of tasks and responsibilities by use of their knowledge and creation of a new knowledge.
In the current working conditions, there are two main types of knowledge workers such as knowledge executors and knowledge generators. Knowledge executors are those groups of workers who make use of the existing knowledge by controlling the information through processes conceived by others (Davenport, & Prusak, 2007).
Knowledge generators, come up with new knowledge by controlling information to come up with a new resolution to a certain challenge, or rather introduce new concepts or products in that matter.
Although these two are the known types of knowledge workers, it is hard to fix a certain worker to one category and fit there completely. This is because the entire knowledge work involves both activities, but you will find that some jobs use much of knowledge execution than knowledge generation and at times vice versa.
How knowledge work and workers may be hindered or helped in an organization
There are various ways through which knowledge workers and knowledge work can be helped or hindered in an organization. These workers are referred to as knowledge workers due to their high levels of education and experience, and their main activity in working involves more creation ok knowledge.
Some of the main factors in an organization that may end up supporting knowledge workers and knowledge work are the learning culture of the organization, some human resource practices like reward systems, and the organization performance.
Any organization that is in need of attracting and retaining knowledge workers to their organization must be concerned to some important issues such as wants, their desires at their working conditions, ways to motivate them, manage their goals, and considering their values in work. The most important aspect that knowledge workers require in any organization is autonomy (Holtom, Mitchell, & Lee, 2006).
These workers should have a free and personal control of their lives and their activities. This applies to all sorts of knowledge workers despite they are working in large or small institutions. As long as this worker is in possession of inbuilt sense of self-worthiness and he or she is specialized in his professions.
Managing knowledge workers has been taken as a challenge always due to the need for personal self-control. These workers require the freedom of choosing where to work, the resources that they need for their work, and most probably set their targets at the end of a certain period.
Workers and other top managers know that organization is a place with many opportunities for growth especially in knowledge (De Geus, 2002). Knowledge workers should be given the available opportunities to develop and advance their knowledge and experience.
Mostly, the advancement of technology is also calling for more experienced and knowledgeable workers, and that is why they should be given such opportunities to face those challenges in a better way. When such opportunities arise, the management as well as the workers should take them positively.
Knowledge workers contribute positively to the growth and development of the company, and hence should be motivated daily to keep their productivity high and feel satisfied when performing their duties (Horwitz, Heng, & Quazi, 2003). The major theme behind keeping the spirit of the workers high is to maintain their value to the business.
Lack of motivational practices in any organization, may result to serious negative implications to the business. That is why the human resource department puts all the efforts to ensure workers are treated well. In most of the researches done in various organizations, it is evident that employees, who are regularly motivated, deliver their best in their productivity.
In addition to various motivational programs that are practiced in various organizations, the high advanced organizations also, make use of motivational games for their employees (Jamrog, 2004). Most of the knowledge workers get involved in serious and tiresome activities that require some form of refreshment.
By such games, employees are motivated and at the same time, fun is included into their busy lives. The management can inspire its workers through practice of motivational games that are meant to be among the organizations sources of happiness.
The combination of inspired and happy workers is a clear picture of an organization that is ready to benefit from its workers. When workers are practicing these motivational games, they interact with one another from the top most to juniors and work as a team. Such activities promote the spirit of teamwork a great deal, something that is very crucial to any developing organization (Coleman, 2003).
The tactics of practicing teamwork are learnt through such activities. Workers come from various backgrounds that are different from one another, and the use of games contributes positively in promoting the concepts of teamwork for the people who have different views.
In most of organizations, puzzle games are the ones played by the workers, whereby employees are divided into small groups, and are given some puzzles to solve. The group that provides the solution within the stipulated time first gets the reward. Tug-o-war is another popular game among the employees that involves two groups of people pulling the rope each on their side (Horwitz, Heng, & Quazi, 2003).
The group that manages to pull the full rope on their side is declared as the winner. Other motivational games that are played by employees include blindfolded obstacle, balloon blowing, talk all the way etc. The interaction part of the employees is the one mostly promoted by use of motivational games.
Motivational games assist in removing the ice between different groups, and employees get a good opportunity of knowing each other in a better way. Some employees get a good chance of portraying their hidden potential and talents that may have help to them, and to the organization as a whole.
The role of HR in supporting knowledge work and motivating knowledge workers
In any organization, it the role of the human resource management to ensure that there are policies to support knowledge work, and on the other hand motivate knowledge employees.
Some of the commonly practices that are used by the human resource managers are recognition of the workers, incentives, provision of interpersonal support, setting clear goals for them etc. knowledge worker motivation is very crucial due to improving individual performances hence the overall group productivity.
When the human resource manager fails to motivate the workers, the productivity of the organization may decline with time (Glebbeek, & Bax, Erik, 2004). When a worker if found to meet his or deadlines, and the output is of quality, such a worker should be recognized among the rest.
It depends with the policies of every organization, on how best to recognize such a worker. In some organizations, such workers are rewarded in front of his or her colleagues as a way of motivating the rest also to perform better.
Through recognition, the best performer gets the morale of even performing better and better. On the other hand, those who were not recognized put extra efforts to ensure that they also receive recognition during the next period. Through this process, it is evident that all the workers feel needed, appreciated and of much value to the entire organization.
Knowledge workers are not just like any other worker; they are a rare commodity and an important asset of the organization (Delery, 2008). If they are not made to feel that they are valued in the organization, they may end up quitting and joining other organizations. They are technical personnel who have the most essential techniques of handling issues.
In some cases, if they may fail to work, it means the production may be affected as they use their own experience and knowledge. Whenever a problem arises within an organization, knowledge workers should be given the necessary support and resources to ensure that they handle their challenges amicably.
The way an organization sets its goals may be a factor to determine the effectiveness of a knowledge worker. The human resource management should set achievable goals for these workers, and targets that are practically achievable. Although they are the most paid in any organization, their targets should not be set so high to compromise their salaries (Holtom, Mitchell & Lee, 2006).
High targets that are hard to achieve may end up de-motivating these workers, and hence lower the productivity of the organization. The management should increase the goals systematically, for instance, what they have achieved in one month should be increased relatively to be the target for the following month. Their work involves much thinking, and several incidences that require creativity.
When they work for long without a break, they may probably lower their productivity; it is the responsibility of the human resource management to come up with an applicable policy, on how these knowledge workers would be breaking to take a rest. Giving workers days off and leaves whenever necessary is a better way of ensuring that they relax, and resume their work when they are relaxed.
Incase an organization is undertaking a certain project, and the key people who are leading the project are the knowledge workers, it is important for the human resource management or the supervisors to follow up the progress.
These workers should not be left alone during such serious projects, but the management should show their concern by making follow-ups and enquiring of any needed resources to make it a success (De Geus, 2002). Through this, these workers feel cared for and an important part of the organization.
Other factors that the management should cater for when motivating knowledge workers are punctuality, and willingness to attain the targets. A good working environment is another form of motivation, whereby workers love coming to work and enjoy attending to their duties.
The culture and the working environment of a working place determine a lot on the characters and leadership styles that one possesses. The culture of an organization influences much the behaviors of workers. The actions and the behaviors of the workers depend on the styles that they adopt and get used to (De Geus, 2002).
The three mainly compelling aspects in motivation are achievement, affiliation, and authority related motivation. This brings out the fact that different managers have different motivational drives. It does not matter a lot, on what the manager may be applying to motivate the workers, but the most important thing is to ensure, the comfort of the workers within the organization.
These knowledge workers require both intrinsic and extrinsic motivation. These two types of motivation are very important to any worker, as he or she would be able to deliver the best to the management. Intrinsic motivation is internally derived, because of benefits that one receives from his or her work (De Geus, 2002).
Once they accept the fact that their work is wonderful and its benefitting them, the extrinsic motivation may then drive them further. The human resource managers activate the intrinsic motivation within workers, by offering them a specific purpose or an objective that they are passionate.
It is always advantageous to the organization, when the management presents the most challenging activities to the internally motivated workers, because they will definitely perform better. Both types of motivation are very essential to workers as well as to the entire organization.
Currently, most of the organizations are using creative visualization to give power to individual workers, through which one can observe and realize the ideas and images related to the set objectives (Coleman, 2003).
Although workers are motivated to put extra efforts for their rewards, incentives, and other material gains, managers should bear in mind that material things are not everything as far as the relationship of workers and organization are concerned.
The rewarding systems should be done accordingly, depending on the needs and desires of workers. This is when recognition and appreciation gain more value in worker motivation than any material gains.
The human resource management is one of major resources within any organization that is relied upon for growth and profitability. For any organization to maximize the productivity of its workers, it is advisable to concentrate on two most important concepts of personal employee motivation and the working environment of the workers (Delery, 2008).
Through goals, projects and allocation of interesting activities to the workers, it is a clear way of promoting the enthusiasm of workers to deliver fully in that responsibility. The act of recognizing every employee who is taking part in a certain project is very crucial in an organization. Rewarding and appreciating workers verbally is a known tip of improving their morale as well as their productivity.
Another strategy that human resource management would employ to motivate their workers is by making the working environment wonderful. A good and encouraging working environment is one where all workers are treated in a fair manner without any form of discrimination (Horwitz, Heng, & Quazi, 2003). Respect is an important virtue to be practiced in an entire organization.
The duties and any contribution by a worker should be treated with much respect, to ensure workers have the right to exercise their freedom of expression. In some of organization, workers are provided with a place, where they can express their feelings, ideas, recommendations, complain, etc. Praising employees for something good they have done is known to increase their efforts and productivity as well.
When it comes to praising workers for their efforts and success use of simple words can be applicable. It is researched that some people do not put any value to simple words like “well done”, “good job” etc. some managers tend to think that praising someone should be associated with rewards and gifts (Garvin, 2006).
Several studies have proved the importance of expressing appreciation by words of mouth especially from a manager to the workers. Such an issue makes workers to feel appreciated and of much value to the organization. Praises are good attributes that should never be ignored by any organization that is looking forward to thrive, because when used wisely, they can benefit an organization greatly.
It is a good exercise for the human resource management to exercise free communication with the workers. Good and free communication is one of the motivational factors that are known to increase workers productivity.
Through clear communication, workers get a good chance of understanding their responsibilities, and on the other hand feel motivated to achieve their targets (Horwitz, Heng, & Quazi, 2003). Along with motivational tips, human resource management should put into consideration such factors like good working conditions, and reasonable working environment.
There is another important moment when workers motivation is very essential, that is during recession. Mostly, every organization at one time or the other is affected by recession, and during such periods, it is always necessary for an organization to motivate its workers (Delery, 2008).
During such economic downturns, it also becomes extremely hard period for the workers as they are affected due to decrease in their salaries, and others fear to be laid off. This is a time when the entire organization is filled with anxiety from the top management to the lowest level of management.
It becomes hard for the workers to believe that their jobs are secured; such incidences make some workers to start looking for some other opportunities. If such challenges are not handled carefully, things may get out of control, and the situation in an organization may become worse than expected (Jamrog, 2004).
Once workers start imagining that their job is no longer secured, they fail even to deliver what they are expected, and productivity decreases with time. It has proved to be a hard practice of motivating workers during recession, but it is never impossible, as some managers tend to think.
Recession is a time when an organization is supposed to prove its ability to remain in the market with its workers intact. This is the time for the human resource management to remain open and honest to the workers by explaining why and how things are happening, the likely consequences of the situation, and the best way through which hardships will be overcome.
Hiding the worse situations and their outcomes from the workers may be a way of putting them off, and indirectly lowering their productivity (Cassselman, & Samson, 2007). The best way of handling workers during such periods is for the human resource management to air things as they appear, and present their expectations as they wait for things to get back to normal.
Showing panic or having gloomy forecasts may not be necessary during such periods, as the managers should prove that everything is under control. Showing panic may result to employees fear and lack of morale of performing their duties.
The efforts of top leaders should be the best example to the rest of the workers; the leaders should create a positive environment during such hard periods as a way of motivating the rest.
Other most important factors that may keep workers motivated during recession are by coming up with suitable strategies, and creating open lines of communication. The entire management should put its focus on future developments and minimize the gossips concerning the situation (Lubit, 2001).
The use of team days is another that human resource management may apply to motivate workers. This is whereby a day is fixed and employees are invited to meet at a certain point away from the office probably in a resort (Hoopes & Postrel, 2004).
During such days, workers are allowed to interact with one another, whereby they are made to understand their responsibilities and consult whenever some clarification are needed to clear any form of misunderstanding.
If both workers and the management team understand what is expected of them, it would be easier for everyone to handle his or her responsibilities. Working guidelines are very important as they set the boundaries that one is supposed to be restrained.
The set boundaries are very essential part of work, and they should be made clear to every worker to understand what they should do, and what they should not do. When any worker knows, what he or she should do or not to do makes workers to prepare in advance on how best to execute their duties and responsibilities.
During team days, individual feedbacks is given to workers to open a chance of discussing all their challenges, and factors that are likely to de-motivate them, incase there is any (Horwitz, Heng, & Quazi, 2003). The most important thing to be known by all managers is that motivation is not something to be attained by one day, but a long time process.
Motivational practices are supposed to be an ongoing process, which should be practiced for some years for the organization to get used and offer it effectively.
Other things are taken as simple by management but they have a great impact to the worker. Just a simple smile can be a great motivator given by a manager to a worker that can make him or her feel better and even improve their productivity. In addition, the application of effective leadership and management can perform the responsibilities of motivating workers well.
Bibliography
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