Unilever Case Studies Questionaires Essay

1984 Words Jul 23rd, 2014 8 Pages
What advice would you give Cathy Bautista on improving the strategic focus of Unilever’s knowledge management activities?
Based on article, Unilever is one of the largest consumer goods companies in the world with an annual turnover of over €40bn. The company employs around, 250,000 people based in over 100 countries. Unilever supply products like a Dove, Calvin Klein and many more around the world included Malaysia. Unilever started its knowledge management activities in 1996. Unilever’s knowledge management group has aimed at delivery the learning organisation vision through number targeted interventions. They have developed a frame of organisational knowledge processes and focused their efforts on locating, capturing, sharing,
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Support in the form of resources, time and effort will ensure long term survival of communities of practise (Ahmed el al 2002).

What changes, if any, would you make to Unilever’s communities of practice? If changes what i want to make for Unilever’s communities practice is establish knowledge management program objectives. Before selecting a tool, defining a process, and developing workflows, you should envision and particulate the end state. In order to establish the appropriate program objectives, identify and document the business problems that need resolution and the business drivers that will provide momentum and justification for the endeavor. Provide both short term and long term objectives that address the business problems and support the business drivers. Short term objectives should seek to provide validation that the program is on the right path while long term objectives will help to create and communicate the big picture. Second, prepared for change knowledge management is more than just an application of technology. It involves cultural changes in the way employees perceive and share knowledge they develop or possess. One common cultural hurdle to increasing the sharing of knowledge is that companies primarily reward individual performance. This practice promotes a "knowledge is power" behavior that contradicts the desired knowledge sharing, knowledge driven culture end state you are

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