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dc.contributor.authorUrbancová, Hana
dc.contributor.authorVnoučková, Lucie
dc.contributor.authorLaboutková, Šárka
dc.date.accessioned2016-06-13T12:04:54Z
dc.date.available2016-06-13T12:04:54Z
dc.date.issued2016
dc.identifier.citationE+M. Ekonomie a Management = Economics and Management. 2016, č. 2, s. 73-86.cs
dc.identifier.issn1212-3609 (Print)
dc.identifier.issn2336-5604 (Online)
dc.identifier.urihttp://www.ekonomie-management.cz/download/1465542364_c8e0/05_KNOWLEDGE+TRANSFER.pdf
dc.identifier.urihttp://hdl.handle.net/11025/21497
dc.format14 s.
dc.format.mimetypeapplication/pdf
dc.language.isoenen
dc.publisherTechnická univerzita v Libercics
dc.relation.ispartofseriesE+M. Ekonomie a Management = Economics and Managementcs
dc.rights© Technická univerzita v Libercics
dc.rightsCC BY-NC 4.0cs
dc.subjectpřenos znalostícs
dc.subjectekonomiecs
dc.subjectvzdělánícs
dc.subjectorganizacecs
dc.titleKnowledge transfer in a knowledge-based economyen
dc.typečlánekcs
dc.typearticleen
dc.rights.accessopenAccessen
dc.type.versionpublishedVersionen
dc.description.abstract-translatedThe knowledge economy currently presupposes that each organization manages its knowledge and in doing so intentionally endeavors to achieve a long-term competitive advantage. In other words the key source of success is no longer information as such, but the right knowledge which is associated with a specific bearer – employee who must constantly develop this in a currently highly competitive environment. The goal of this article is to identify and evaluate the conditions for the use of the resource approach focused on the management of knowledge in the current knowledge economy across all economic branches. The research is descriptive and empirical by nature, because the primary data has been collected using the survey method, including fact-finding techniques such as questionnaires and interviews. According to the results of the quantitative research focused on education in Czech organizations, 66.5% of the surveyed organizations make use of some type of education or training at work. However, one third of Czech organizations still do not educate their employees and do not work with knowledge development and management in any way. The following recommendations can be given to organizations nowadays: (1) identify and overcome the barriers to knowledge sharing through fostering effective relationships, (2) the employees’ willingness to participate in the learning process needs to be enhanced, (3) the organization’s management should introduce a reflective process and a career development process leading to effective knowledge sharing and (4) the role of the mentor and coach is crucial in efficient organizational learning. The main areas which affect knowledge development in organizations are based on cooperation and communication. This refers to both the organizational culture and the climate. Those areas are crucial for employee and organizational knowledge transfer and development.en
dc.subject.translatedknowledge transferen
dc.subject.translatedeconomyen
dc.subject.translatededucationen
dc.subject.translatedorganizationsen
dc.identifier.doidx.doi.org/10.15240/tul/001/2016-2-005
dc.type.statusPeer-revieweden
Appears in Collections:Číslo 2 (2016)
Číslo 2 (2016)

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