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Change and Knowledge Management

Business processes consists of tasks and it is described as any activity or rather a set of activities

which shall accomplish a particular goal of an organization. BPM (Business Process

Management) is the methodical approach in which business processes are improved(Almudallal

et al. 78). When a company can never carry out particular business processes internally owing to

resources or costs involved, then such firm can use BPO (Business Process Outsourcing).

Therefore, business process consists of tasks. Several companies are contracting particular

business tasks to the third party service providers. Some of the tasks which firms do contact

incorporate accounting, human resource services, and payroll among others. To gauge business

process success, companies trail successful completions of various procedures within any

business process executed. If the business process seems never to be assisting a firm to reach its

goals within a stipulated timeframe, there different strategies to carry out improvements.

Depending on an industry, an organization and work nature, the tasks in business

processes are divided into different categories, namely tasks involving operational processes,

management process as well as supporting processes. Operational process tasks take into account

value chains and core businesses within an organization (Bandlow, Kay, and Sheryl 56).

Operational processes signify significant business activities which are meant to attain the

objectives of the business. Tasks in this process include taking orders from the customers and

managing company accounts. The task of supporting processes support major businesses within
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an organization. Tasks in this process are HR management, workstation safety among others.

Finally, tasks on management processes monitor, measure as well as controlling all the activities

within an organization. Tasks in this business process include governance, internal

communication, budgeting, strategic planning among others (Geofroy, Zo, and Max 65).

Therefore, business processes entail various tasks.

Knowledge is one of the important aspects to complete the tasks. It is a statement

described as a prearranged body of information of accurate or technical in nature that when put

into use brings appropriate job performance within an organization to be possible. Likewise

Knowledge Management (KM) is defined as practices that are employed by companies towards,

finding, creating, and distributing knowledge for awareness, reuse as well as learning across the

company. The programs on knowledge management are related to organizational goals and the

programs meant to lead to company's specific achievements. Knowledge transfer is done by the

trainers in various training colleges. The transfer of knowledge can similarly happen through job

discussions, peer discussions, apprenticeship, mentoring programs among others. Knowledge is

one of the important aspects used for completing various tasks within an organization.

Companies employ various professionals having a different acquaintance in executing tasks

within the company. If a firm employs personnel with inadequate knowledge about the work

performed, then the firm is likely to perform poorly in its operations, thus leading to more losses.

This is because various task like production, management, product distribution shall never be

performed aptly. Companies that recruit competent people who are knowledgeable in their areas

of qualification reap from the efforts of such works. For instance, accountants are employed to

ensure that companies financial matters are properly managed. This is owing to the fact the

accountants are trained and are having proper knowledge on accounts management. Therefore,
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accountants use their knowledge as an essential aspect for completing tasks within an

organization.

Tasks needs a particular set of knowledge to be completed. Similarly, most jobs are well

comprehended through a series of tasks that performed by workers in an organization. Even

though every job in an organization has its title, actual task anticipated of a duty may vary

widely. Tasks are ways of describing any job in detail. For instance, a doctor is a title of a job.

However, tasks which are being done by every doctor vary from performing various physical

aids to giving first aids to the patients. Task analysis should be carried whenever there is a new

business process that would need workers to be assigned. Analysis assists in ensuring that

qualified personnel is recruited to perform the task (Koohang, Paliszkiewicz, and Jerzy 67). For

instance, if a company needs to constructs houses for the workers or rather a construction

company would find engineers very qualified to perform its tasks since they have the appropriate

knowledge required for their tasks. In case someone without engineering skill is employed by the

construction company, then its tasks with never are executed to the best level. Therefore,

assigning people without specific knowledge in jobs that require such acquaintance leads to poor

service delivery and poor performance of a firm. Lack of proper comprehension of tasks to be

done bring issues on company's goal attainment. This, consecutively might lead to poor

performance thus the collapse of an organization. Likewise, accounting tasks can never be

performed by the one lacking the knowledge of accountancy. The roles of an IT technician can

similarly never be carried out with the person lacking IT skills. For that matter, in a company, all

tasks performed require a specific set of knowledge so as to be completed aptly.

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Change can be described with reference to differences in form, quality, and state over a

period. So change is movement happened in process or systems for situation 1 to targeted

situation 2. In the context of organizational management, change management involves a

continuous process of modifying and renewing business process and management structures.

Notably, change management is important to small businesses because it enables them to adapt

and survive against larger firms. Consumer needs continue to change from time to time, and this

affects the market forces. This characteristic necessitates the effective change management at the

organization's strategic and operational levels. Business groups, therefore, have to be aware of

the areas that need be changed and implemented for changes in their operations and structures.

The major objective of change management is to enhance successful transition among individual

employees to motivate them and increase workforce efficiency. It is worth noting that when a

business organization keeps on updating its management system, it provides room for

technological advancement hence facilitating its growth and development.

Change in the task requires change in the knowledge needed to complete these tasks

Organizational change is a non-neglected process since, in the contemporary business

world, change is the new constant. To cope with constant change, organizations need to realize

the necessity to reassess and redesign their core business operations and strategies that comply

with the transitions. For change in the task to be accomplished, change in the knowledge needed

to complete these tasks. When there is no new knowledge brought into the company, then an

organization likely retains the status quo in its operations. Due to globalization, improved

technology, and managerial consolidation, change has these days become a vital part of each

business process to ensure transformation of business processes(Lozano et al.168). To manage

the change in tasks within an organization, change executives within an organization should shift
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from both managerial and person level to accomplish future preferred change. The can only be

achieved through the variation in knowledge needed to complete these tasks. In mounting

effective organization policy, both internal along with external environments must be taken into

deliberation when change happens in an organization. The essential skills needed for change

agent are the investigative capability for analyzing transformation perspective, judgmental as

well as critical thinking talents for prioritizing the frameworks establish on significance, and

execution, interpersonal and manipulating abilities. Besides, self-awareness is as well imperative

for a change manager to comprehend a call for change from business viewpoint rather than their

personal insight and know-how. For all the tasks to be executed, there should be a change of

knowledge by all workers within an organization for the change success.

During the period of implementing the change in the business process, a task is changed

Successful change implementation is essential for the success of any business venture. In the

period of change implementation, the business process tasks typically change as different roles

and responsibilities are assigned to workers within an organization. For effective change

implementation, the management ought to outline how such task is fitting the overall goal of an

organization. As long as the funding of change implementation has been put in place, then

workers should be ready to execute the tasks. When the tasks are well performed by workers,

then there are high chances that the company is likely to succeed in its operations. When such

tasks are poorly executed, then there is a strong possibility that the company is likely not to

succeed in its operations. This can be as a result of poor management of the companys attempts

at making a change. Change implementation should be effected carefully for any strategic

management process of a company. Thus, during the period of implementation of change in a

business process the task should be changed so as to allow effective implementation of the
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change process in an organization. Change implementation can also be made accessible when the

workers are assigned tasks which they have adequate knowledge to execute (Jessy,

Mahabaleshwara and Shivananda 224). However, change implementation can never be achieved

when an organization fails to change tasks performed. Therefore, during change implementation,

there should be a change of tasks within an organization.

By being aware of the needed knowledge to complete a task, it will enhance the level of

achievement and completion of the task in an organization. This will lead to the success in

company's operations. So as to create an all-inclusive, significant as well as accurate appraisal of

performance within an organization, the company's standards and objectives ought to be

instituted in spheres which are beyond work special responsibilities and tasks. These fields

evaluate the task quality which incorporates how a task can be managed, executed as well as

completed (Juma, Alphonse, and Nelly 15). However, when the needed skills in doing a

particular task are known to the company management, then the management will employ an

appropriate person having good skills to perform the task. This is likely to improve the level of

company's achievements and task completion within an organization. Skills development is

similarly essential for efficient task completion by the workers. The workers can develop their

skills through attending various seminars, and also experience from work. Skill development also

increases the knowledge needed by for task completion thus leading to company's success in

achieving its goals and objectives. The management should identify particular developmental

activities toward promoting career mobility as well as employees learning to make workers have

the appropriate knowledge required in task completion. In states where there are episodic or

rather chronic deficiencies in task performance, the management should develop standards and

objectives that would make the workers acquire the needed knowledge in performing various
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tasks in the company. Performance deficiencies might entail work habits which are obstructing a

person's productivity units of work which may come when a worker is not aware of a needed

knowledge in performing the task.

Better results follow the implementation of the planned and radical change if the change

in required knowledge to complete the task is understood by the person doing the task. This is

essential in ensuring that a company makes profits due to an excellent performance of arising

from tasks executed. Change implementation in an organization, therefore, calls for proper

knowledge of tasks performed in a firm. Sharing of knowledge by the experienced, long-serving

working to the new workers assist in the efficient transfer of knowledge from one person to the

other. Change implementation can successfully make possible when appropriate decisions are

implemented after contextual analysis of various tasks performed by the company have been

done (Slater et al. 67). A company should scrutinize contextual limitations to change so as to

assess its change implementing possibilities. Workers' acquaintance in assigned tasks allows

management to comprehend their output (Lin et al.34). With workers having relevant knowledge

of tasks assigned, the worker has the capability to deal with their payments issues within an

organization. In addition to slow decision formulation of separate tasks, an organizational

management is capable of reacting to change implementation successfully. From a proper

planning, workers actions towards assigned tasks can assist in their personal, occupational

development. As a result, implementation of change is enhanced. Change implementation can be

strengthened by the various encouragement of change proposals such as linking value declaration

with conducts, cross-role project faction, as well as supporting the transfer of knowledge from

one worker to the other within an organization (Ngah et al. 184). Appropriate knowledge on tasks

assigned assists better results for change implementation.

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Works Cited

Almudallal, Abdullah Waleed, et al. "Implementing Knowledge Management in the Palestinian

Public Sector Institutions: Empirical Study on the Presidency of the Palestinian

Government." International Review of Management and Marketing 6.4S (2016).

Bandlow, Kay, and Sheryl Buckley. "ICT Tools Usages Effectiveness by Communities of

Practice in Promoting Knowledge Management Innovation." ICEL2016-Proceedings of

the 11th International Conference on e-Learning: ICEl2016. Academic Conferences and

publishing limited, 2016.

Geofroy, Zo, and M. Max Evans. "Are Emotionally Intelligent Employees Less Likely to Hide

Their Knowledge?." Knowledge and Process Management (2017).

Jessy, A., Mahabaleshwara Rao, and K. Shivananda Bhat. "Web portal: An E-content knowledge

management tool." Pearl: A Journal of Library and Information Science 10.4 (2016):

224-233.

Juma, Alphonse, and Nelly Mzera. "Knowledge Management and Records Management and

Competitive Advantage in Business." Managing Knowledge Resources and Records in

Modern Organizations (2016): 15.

Koohang, Alex, Joanna Paliszkiewicz, and Jerzy Gouchowski. "The impact of leadership on

trust, knowledge management, and organizational performance: A reseach

model." Industrial Management & Data Systems 117.3 (2017).

Lin, Tung-Ching, Christina Ling-hsing Chang, and Wen-Chin Tsai. "The influences of

knowledge loss and knowledge retention mechanisms on the absorptive capacity and

performance of a MIS department." Management Decision 54.7 (2016): 1757-1787.

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Lozano, Rodrigo, Benjamin Nummert, and Kim Ceulemans. "Elucidating the relationship

between Sustainability Reporting and Organisational Change Management for

Sustainability." Journal of Cleaner Production 125 (2016): 168-188.

Ngah, Rohana, Taufiq Tai, and Nick Bontis. "Knowledge Management Capabilities and

Organizational Performance in Roads and Transport Authority of Dubai: The mediating

role of Learning Organization." Knowledge and Process Management 23.3 (2016): 184-

193.

Slater, Matthew J., Andrew L. Evans, and Martin J. Turner. "Implementing a social identity

approach for effective change management." Journal of Change Management 16.1

(2016): 18-37.