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Knowledge Management Book Resume - Final
Knowledge Management Book Resume - Final
by:
AZAM PERBASA
29318393
GM-08
important to be implemented in this new era. Prof. Dr. Ir. Jann Hidajat Tjakraatmadja, MSIE and
Mr. Donald Crestofel Lantu in their book "Knowledge Management Dalam Konteks Organisasi
Pembelajar" define a new era in three main problems (Speed change, complexity era, and
uncertain). Because of the rapid change of technology, the information becomes exploded and we
only have limited power. We need to mind the power to get a lot of knowledge. Meanwhile, in this
complexity era, the company only employed a smaller number of workers to enter the global
market without any constant and through the uncertainties, their income is decreasing and they
From this book, Mr. Tjakraatmadja and Mr. Lantu are concern about the development of
knowledge; with his brilliant mind, he found the solution to solve this problem. He believes by
increasing our knowledge we will survive in this globalization world, avoiding the same mistake
to lower the cost, make a better and faster decision, and he also adds manage the knowledge as a
formula to make a better country, especially Indonesia. The authors are very upset about
knowledge management in Indonesia, from his point of view to make this country becomes the
leader of the world we need change, learn, and knowledge. The main problem of why is this
country hard to compete with others is because Indonesia cannot learn from the past and only
concern about their interests without thinking about the whole national welfare.
Reformation in Indonesia runs very slowly because they are trap in a comfortable zone of
mind without preparation for the possibility of bad things that will happen. Indonesian society is a
loss of identity because of the reformation the runs too far. The authors believe that people in
Indonesia want to change and learn for the sake of national welfare, but they have a lack of
knowledge to implement it. Again, this is evidence of the importance of knowledge management.
Book Resume
that needs to be share in organizations. The challenges lie within an organization are the quality
and dedication of people, define the speed that the company can adapt to change, invest in
requirement and training as priorities and human development index. We need to realize that
people are an intangible asset that needs to be developed by learning and change.
In this book, Mr. Tjakraatmadja and Mr. Lantu define Three Pillars of Learning
Organization:
a. Learning Individual: every people have an ability to become mature, they are willing to
make an innovation without any influence from their environment. In this stage, people
need to gain their mastery. Without any maturity, organization learning cannot be achieved.
b. Learning Organizational: this is the place that facilitates all mature people to share their
minds. Because every people are unique and social, so they can do something big too and
give advantages to their environment. From this action, we can cooperate with much
c. Learning Habitat: this stage is useful for integrated, combine, and synergizes the
Without this stage, all the commitment and action will not be adding a significant benefit
to the organization.
KM OUTCOMES
KM KM KM TOOLS
METHODS PROCESS
LEARNING ORGANIZATION
Learning individual and learning organizations have no significant differences but, they
are pointing out the institutional process and quantity where learning organization needs a double
earning loop to create culture or habit and it will be used by individuals as a repository. The
outcomes are learning the organization process will create new hidden knowledge and build it into
outspoken knowledge.
As the picture above, Mr. Tjakraatmadja wants to emphasize that people as intangible asset
need to be motivated through efficiency process where the tools and methods are easy to access,
useability to collaborate with a good touch and the leader as a main enabler is serve to make sure
that all of these processes will back to the trust, culture, and learning disciplines. Additional
b. The first pillar structure consists of the ability to learn that people need to have skills to
solve the problem with systematic, do an experiment with a new approach, learn from their
experience, take a good example from a success people, and can transfer our knowledge
c. The second pillar structure consists of systemic information, structure organization, and
awarding system.
d. The roof of the building is consists of personal mastery discipline, sharing vision discipline,
menta model discipline, systematic thinking discipline, and a team of learners discipline.
To make an intensive and effective learning process all of the members in an organization
not only need a conducive learning habitat but also need support from the technology that really
effective and give a good impact on them. We can make an effective learning organization only if
we have a high quality of human capital, resources of technology, and habitat. But the most
important thing is how we can collaborate the three of them into a good integration. This is not
about the individual process but more like the whole process from human, technology, and habitat.
The author is of genuine concern about this issue, he dreams that someday people will
know the importance of sharing knowledge and how to make good knowledge management.
Because learning organization is a set of individual, team, organization, skills for creating new
knowledge for sharing and transferring to people who need knowledge. Knowledge Management
synergize marketing operational, finance, human capital, and engineer. This concept becomes an
SMART ORGANIZATION
5. LEARNING DISCIPLINES
4. KNOWLEDGE
3. LEARNING
2. LEARNING
FACILITIES
WORKERS
ENABLERS
(LEADER)
1. LEARNING HABITAT
the picture above is about the smart organization of learning that stated in Jann model:
a. Learning Habitat: The leader encourages the employee to increase knowledge in a wider
area and build mutual trust with an employee by sharing knowledge in every organization.
b. Learning Change Enablers: the leader has to encourage the employee to change because
learning is a foundation to change and they need to concern with the future and present
(external) and leader need to have skills to make the employee understand and transforming
responsibility. Every worker needs to have skills to solve the problem, experiment with a
change to minimize risk before implementing, learning from the past, sharing best practice
e. Learning Disciplines:
- Personal Mastery: Employees need to develop what they learn and become a master of
it, they also have to have a commitment and spirit to make a good organization.
- Building Shared Vision: they need to understand the future and understand the
- Working with mental models: culture to understand and break differences between each
other and improve those differences assumption habit into a positive advantage.
- System Thinking: understanding the whole parts because sometimes each department
has a different think. As a leader, we need to realize that it will bring a bad impact.
Therefore, the solution is we have to look back to our goals and not only look from
Based on learning individual and learning organizational process the author develop the two
a. Single Cycle of Organizational Learning: it happens when the organization is the success
to integrate their intellectual, emotional, and spiritual simultaneously through the way of
When we can reach a learning organization through a perfect process sometimes will
appear some problems. To make a good learning organization is not easy when we aim to do it,
sometimes we meet a lot of challenges and threats that can impede it. In this book, Mr.
Tjakraatmadja and Mr. Lantu define four obstacles that may appear when we face the learning
organization:
a. Personal Obstacle: It refers to the maturity of each worker, based on their intellectual and
emotional. The worker who has a lack of maturity will come up with fear to face and solve
the problem, sometimes they are not able to solve it on their own and rely on others. That
will make learning organization is not conducive and have a certain quality. Again, the
most important thing to face this challenge is, without any commitment from their top
b. Lack of support for learning relational factors: it will appear when their mutual trust is
decreasing or even gone, the culture of learning and leadership that are less effective. This
obstacle happens when each worker does not have a sense of belonging to their job, hard
to get effective dialogue, and does not have a strong relationship between the internal and
external organization.
c. Lack of support from managerial factors: the workers feel that the leader does not know
the importance of employees. The leader never pays attention to their work and seems does
not care that the worker needs to develop their knowledge to gain the quality of an
organization.
d. The obstacle to learning infrastructure factors: system and organization in some companies
only use it as a control tool and reduce the learning organization. They are supposed to
transform the knowledge into new knowledge, but with a piece of minim information, this
process runs very slowly and not effective. Meanwhile, the awarding system can’t motivate
the spirit of learning together so it comes up with a lack of development in human capital.
Conclusion
In the globalization era where change is happening so fast, an organization needs to have
good human capital and realize that human is an important asset for them. Having a strong
transformation system will develop the capacity of the organization in the long term. Knowledge
management is one of the tools that we can use to make many improvements for human capacity
and quality. Reading this book, we can learn and understand how important sharing knowledge is.
Because the authors define it clearly and sure that without sharing knowledge will create a collapse
from top to bottom. It states clearly that knowledge management is the preventive action that a
From this book, I very interested in the House of Learning Organization – Jann model that
really impresses me about how to become a good leader and make a smart organization. Mr.
Tjakraatmadja emphasizes that learning organization cannot be achieved without having a good
leader who can motivate and care to their employee and he also added the importance of good
technology. I believe a leader is the most important position who will guide every sector of its
down, our knowledge means nothing. But, with the sincerity of sharing knowledge people will
always hone deeper and broader knowledge. Knowledge management is also important to maintain
the optimal performance of the organization to remain a long term basis. In the end of this book,
the authors explain about the obstacles that may appear when we want to implement smart
organization. Mr. Tjakraatmadja and Mr. Lantu give a solution to face this problem, getting start
from the small and develop step by step and stay committed to making a good change. They also
said the importance pilot group to monitor the process and make sure it runs well.
recommended book to read. The authors have a good explanation of knowledge management and
give us a description of a systematic plot. The research they have been done before writing this
book, also supports the uniformity of this book becomes more perfect and gives an important