...Running head: KNOWLEDGE DOMAINS AND DOMAIN LEARNING Knowledge Domains and Domain Learning Liliana Maggioni and Patricia A. Alexander University of Maryland In press Keywords: discipline, domain, learning, history, knowledge, mathematics, reading, science, writing. Abstract The roots of current disciplines and domains of study reach well back in history. An exploration of their development shows that these areas of knowledge have not only reflected cultural changes but have also influenced societies, especially through formal educational systems. Besides being characterized by their focus on a particular part of the world, disciplines are also distinguished by a specific way of thinking about their respective domains of study. Psychological research has identified several features of these pathways to knowledge (e.g., reading, writing, history, mathematics, and science) that generally define the landscape of academic practice. Although educational psychologists’ interest in how knowledge develops within specific domains has fluctuated across time, formal education throughout the world is organized around particular fields of studies and students soon come to characterize their experience of school in terms of subject matters. Thus, in education, domains seem to make a difference. The term knowledge domain refers to the part of the world investigated by a specific discipline. In other words, the domain can be characterized as the object (e.g., plants...
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...as possible. An intelligent reader will try his or her hand at all sorts of texts. Like a curious chef who tries to accommodate different flavours and exotic ingredients in a large selection of dishes and recipes, the astute reader will explore a never-ending spectrum of texts and narratives, because reading in itself is a wonderful adventure that may lead to the discovery of the world about us (the other) and to the discovery of ourselves (the self). What else do we hope for? There seems to be two main purposes for reading: pleasure and learning, both of which may actually boil down to the one and same, that is, sheer pleasure. Learning is an intellectual pleasure, par excellence. A society that has an enticing reading policy is an open society which keeps changing and developing. On the contrary, a society that does not seek pleasure for its own sake cannot think of promoting reading as a source of entertainment and knowledge. This type of society is only interested in power and monopoly stacked in the hands of a political oligarchy or party; and it is keen on the control and containment of its subjects. It is a closed society curled upon itself, resisting change and development. It is disheartening to note that many higher-education institutions still store tens of thousands of books behind closed doors and prevent students and young researchers from having free access to the bookshelves. Free access to books and periodicals is the rule in most...
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...Q1. How can social media such as LinkedIn, Facebook, and Twitter be used to improve knowledge sharing, build social capital, support innovation, and aid problem solving in one of the following context - - A multinational corporation - Small business networks in Australia or your home country - Networks of community based Not for Profit organisations in Australia or your home country Discuss the associated risks and benefits for this context Table of Contents Introduction 4 Building Social Capital 5 Improving Knowledge Sharing 6 Aid Problem Solving 7 Supporting Innovation 8 Risks of Social Media 9 Conclusion 10 References 11 Introduction This essay examines how social media can be used to assist multinational organisations through enhancement of knowledge assets and social capital. Social media is an accessible and influential tool that can be used by organisations to cultivate and improve abilities to learn and share new knowledge. This knowledge can be used to solve problems through the effective usage of social media. Social networking has caused a fundamental and transformational shift in the way that people are connecting, knowledge is being shared and information is flowing However, as the information is communicated via the internet, risk of miscommunication and loss of vital information may happen. With proper management of knowledge sharing through social media, the organisation can provide excellent services and products to...
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...Knowledge Management and Organizational Learning William R. King Katz Graduate School of Business, University of Pittsburgh wking115@yahoo.com For centuries, scientists, philosophers and intelligent laymen have been concerned about creating, acquiring, and communicating knowledge and improving the re-utilization of knowledge. However, it is only in the last 15–20 years or so that a distinct field called “knowledge management” (KM) has emerged. KM is based on the premise that, just as human beings are unable to draw on the full potential of their brains, organizations are generally not able to fully utilize the knowledge that they possess. Through KM, organizations seek to acquire or create potentially useful knowledge and to make it available to those who can use it at a time and place that is appropriate for them to achieve maximum effective usage in order to positively influence organizational performance. It is generally believed that if an organization can increase its effective knowledge utilization by only a small percentage, great benefits will result. Organizational learning (OL) is complementary to KM. An early view of OL was “encoding inferences from history into routines that guide behavior” (Levitt and March, 1988, p. 319). So, OL has to do with embedding what has been learned into the fabric of the organization. 1 The Basics of Knowledge Management and Organizational Learning To understand KM and OL, one must understand knowledge, KM...
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...E-Learning Strategy 1 E- Learning Strategy and Knowledge Management (Insert Your Full Name Here) (Insert Your Institution’s Name Here) April 18, 2016 E-Learning Strategy 2 E- Learning Strategy and Knowledge Management Introduction The role of the Human Resource department in the workplace has shifted dramatically as these consultants, specialists and teams apply proven methods of management to what would otherwise be an extensive and unproductive employee base. The field of human resources encompasses the type and level of management necessary for the active and effective recruitment, hiring, day-to-day employment practices, job termination policy, job description policy and much more (Hesselbein, Goldsmith, and Somerville, 2001). While the requirement to maintain a strong and productive labor field had never truly been lost on the savvy employers of the past, the recent advances in human resources knowledge have actually brought this field into the active role that it entails in order to implement positive changes upon a company’s strength and capability among its competitors. It is through the development and conveyance of an understanding of positive, hands-on techniques that, when successfully executed within a company’s employees, a human resources team can actually change conditions on the ground, human resources professional everywhere have started to notably widen profit margins to a greater extent, by increasing not only competence, but productivity...
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... Knowledge Management & Organizational Learning Knowledge has always been available to mankind. Many people have had their concerns and doubts about how to effectively create, acquire, communicate and improve on how to re-use knowledge. Within the last two decades a unique field called Knowledge Management (KM) has transpired. With the sudden emergence of KM, a brand new realization has been presented to society. It’s a known fact that human begins have not been able to draw on the full potential of their brains. (King 2008). Just like with the human brain it’s also the backbone on how companies and organizations are started. Is it possible through KM, for organizations to seek and obtain potentially useful knowledge? Can it be made available to those when needed and appropriate for them to achieve maximum effective usage in order to make an influential and impactful gain in an organizations performance? To understand if KM could help an organization maximize potentially useful knowledge and achieve influential gains and performances one has to fully understand knowledge. Knowledge is commonly defined as a “justified personal belief”. Knowledge is separated into two distinctive fundamentals, tacit knowledge and explicit knowledge. Tacit knowledge is knowledge that a person already possesses and helps determine how they already think and act. It links physical and cognitive skills, and cognitive frameworks. A common inspection of tacit knowledge is that it’s...
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...1. Introduction For many years, organisations have been anxious about constructing, attaining, converse knowledge and improving the consumption of knowledge. However, in the early 1990s, Knowledge Management (KM) started emerging as human beings are unable to utilise their full potential of their brains. This leads to organisation are unable to totally exploit the knowledge that all human beings hold. In today’s global economy, Knowledge has become essential and it creates significant competitive advantage for any organisation (Gunnlaugsdottir, 2003). By using KM, organisations are able to attain or construct valuable knowledge and to make it accessible to those who can utilise it correctly to accomplish utmost efficient procedure in order to completely control organisational performance. Organisational Learning (OL) is corresponding to KM. In the early centuries, OL are referred to as decoding suggestion from learning into practice that direct performance (Levitt and March, 1988). In other words, OL has to execute with embedding what has been taught into the framework of the organisation. 2. Definition of Knowledge Management and Organisational Learning 3.1 Knowledge Management Knowledge management (KM) refers to the process in which organisations acquire or create useful knowledge and make it available for employees to utilize at the proper time and place in order for them to achieve the most effective usage in for optimal organisational performance. It involves...
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...Knowledge Management A practical perspective HAN 13080004 Learning and knowledge management report Module title : Learning Knowledge and Effective Performance Module lecturer : Matthew Nobel Table of content Introduction...........................................................................................................................3 1. Learning knowledge : a brief overview............................................................................3 2. Training and learning of PSC1 : ........................................................................................3 a. Training Method :................................................................................................4 b. Information and communication technology (ICT) :..........................................5 3. Evaluation and recommendation :...................................................................................5 4. Conclusion :........................................................................................................................7 Introduction The purpose of this report is to evaluate an actual learning and knowledge management situation of a company named "Central Plant Protection Joint Stock Company no.1" (PSC1) to give a more in depth look on this subject. The information given in this report was partly research and was also conducted by a personal interview with a board members of the company, Mr. Long. The report is structured into four...
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...Organizational Learning for Organizational Knowledge The Full Future for Knowledge Management All organizations have one true goal, and that is to grow and flourish, to be successful in whatever the scope of their business model entails. In order to effectively accomplish this goal all organizations must acquire the ability to transform information into knowledge and learn from that knowledge. Thomas H. Huxley probably stated it best when he said “the greatest end of life is not knowledge but action’ (Lewis, 2008), this holds an inherent thread of truth for almost any organization. Any organization that fails to learn from the knowledge they hold, is most likely doomed to failure as an organization. Organizations all have missions; they state these concisely in their mission statements, briefly outlining their reason for being. This is their focus and ultimate goal and while these goals are normally quite lofty the real question is how they are going to accomplish this goal. All resources are going to be directed to the achievement of this goal, and in reality, probably the most overlooked yet undoubtedly most important resources is found in organizational knowledge. Organizational knowledge can take many forms; it can be books, lessons and training, files on a network or computer, even what an individual employee knows and more. In its most broad sense, it is each and every one of these things, from all sources and employees collectively under the umbrella that...
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...REINVENTING THE WHEEL AT APEX DOOR COMPANY Jim Delaney, President of Apex Door Company, has a problem. No matter how often he tells his employees how to do their jobs, they invariably “decide to do things their own way”, as he puts it, and arguments ensue between Delaney, his employee and the employee’s supervisor. One example is in the door-design department. The designers are expected to work with the architects to design doors that meet the specifications. Although its not “rocket science”, as Delaney puts it, the designers often make mistakes- such as designing in too much steel- a problem that can cost Apex tens of thousands of wasted dollars, especially considering the numbers of doors in, say, a 30-story office tower. The order processing department is another example. Although Jim has a specific, detailed way he wants each order written up, most of the order clerks don’t understand how to use the multipage order form, and they improvise when it comes to a question such as whether to classify a customer as “industrial” or “commercial”. The current training process is as follows. None of the jobs have training manuals per se, although several have somewhat out-of-date job descriptions. The training of new employees is all on the job. Usually, the person leaving the company trains the new person during the 1- or 2-weeks overlap period, but if there is no overlap, the new person is trained as well as possible by other employees who have occasionally filled in on the job...
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...Topic: Teacher’s Knowledge, Identity and Major Learning Theories Using your knowledge of teacher’s knowledge bases, major learning theories and teaching preferences define your identity as ‘teacher’. Then reflect upon this position in terms of strengths, weaknesses, opportunities and threats in respect to teaching practice. Introduction In this paper I will explore teacher knowledge bases, major learning theories, teacher identity and teaching preferences by commenting on a VET teacher who we will call Mr Black. I will then reflect upon his application of each in term of strengths, weaknesses, opportunities and threats in respect to his teaching practice. The subject, Mr Black, is retained by one organisation to conduct training and assessments for a specific group of tradesmen who will be working on a major infrastructure upgrade project. The duration of his contract is to be no more than 4 years. Mr Blacks’ background is in a related technical field and he holds a Certificate IV in Training and Assessment therefore he falls into the VET stream of Education Robertson (Robertson I. , 2008) has suggested that Certificate IV in Training and Assessment may provide enough opportunity to develop the applied skills required for an expert teacher. Teachers working in Vocational Education and Training (VET) face in an increasingly complex and diverse environment as highlighted by Robertson (Robertson I. , 2007) Teachers and teaching roles come in all shapes and sizes and so it is true...
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...Essay: Managing Knowledge: The Link between Culture and Organizational Learning According to the article, I’m totally agree with it, because the main idea is that to be successful in business environment you must Know your company and make your employees know it as well, start knowing the goals, objectives, activities, personal, infrastructure, organization, processes, culture, in general all the things that involves your company, have an entire knowledge about it. Other interesting point is the Stata’s quote that talk about the organization’s ability to learn faster all the aspects about the company than the competitors is an important source of competitive advantage, this is really interesting, because if all people involved into an organization knows exactly what is it about, create new fresh ideas, and communicate them to the other members of the organization in an efficient way, this allows the company to become successful and better than the competitors. I think that every company, has an organizational culture and learning process clearly defined, when an enterprise has an organizational culture that leads the entire company, the personal feels they are committed to the enterprise, and they are satisfied with their performance. About the learning processes I think is vital to the organization that all people involved know exactly what are their functions, and not only their owns, also the manager’s, CEO’s, and Director’s functions, with this, they feel more...
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...organizations and government agencies worldwide. 'Forbes' estimated the firm's 2005 revenues at $3.8 billion in its list of largest private companies. Company Intent To be the global leader in consulting industry, provide expertise consulting service to the worldwide clients. Company Mission To help the clients make positive, lasting, and substantial improvements in their performance and to build a great firm that is able to attract, develop, excite, and retain exceptional people. Key issue This case discrbed the development process of McKinsey&Compay from 1926 to 1996. In particular, it focuses on the way in which McKinsey has developed structures, systems, processes, and practices to help it develop, transfer, and disseminate knowledge among its 3,800 consultants in 69 offices worldwide. Concludes by focusing on three young consultants operating in each dimension of the...
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...Article published in Education Today, issue 2 of 2005, Aries Publishing Company, Thames, New Zealand. Article by: Dr Tom H Brown Deputy Director Department of Telematic Learning & Education Innovation University of Pretoria South Africa 0002 +27 12 420-3884 (Tel) +27 12 420-3828 (Fax) +27 82 908-3884 (Cell) eMail: tom.brown@up.ac.za Beyond constructivism: Exploring future learning paradigms Abstract Educational practice is continually subjected to renewal, due to developments in information and communication technology (ICT), the commercialisation and globalisation of education, social changes and the pursuit of quality. Of these, the impact of ICT and the new knowledge economy are the most significant. Changes in our educational practice lead, in turn, to changes in our approaches to teaching and learning. These changes also impact on our teaching and learning paradigms. Currently, as over the past few decades, we teach and learn in a constructivist learning paradigm. This article discusses past and present paradigm shifts in education and then explores possible future learning paradigms in the light of the knowledge explosion in the knowledge era that we are currently entering. 1. The impact of ICT on education The electronic information revolution currently experienced in the world can be compared to and reveals the same characteristics as the first information revolution started by Gutenberg’s printing press. This means that, just as present-day society accepts...
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...How to integrate technology-enhanced learning with business process management Nicola Capuano, Matteo Gaeta, Pierluigi Ritrovato and Saverio Salerno Abstract Purpose – The purpose of this paper is to propose an innovative approach for providing an answer to the emerging trends on how to integrate e-learning efficiently in the business value chain in medium and large enterprises. Design/methodology/approach – The proposed approach defines methodologies and technologies for integrating technology-enhanced learning with knowledge and human resources management based on a synergistic use of knowledge models, methods, technologies and approaches covering different steps of the knowledge life-cycle. Findings – The proposed approach makes explicit and supports, from the methodological, technological and organizational points of view, mutual dependencies between the enterprise’s organizational learning and the business processes, considering also their integration in order to allow the optimization of employees’ learning plans with respect to business processes and taking into account competencies, skills, performances and knowledge available inside the organization. Nicola Capuano, Matteo Gaeta, Pierluigi Ritrovato and Saverio Salerno are all ` based at the Universita di Salerno, Fisciano, Italy. Practical implications – This mutual dependency, bridging individual and organizational learning, enables an improvement loop to become a key aspect for successful business process improvement...
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