With a growing economy and being an increasingly popular investment destination, both domestic and foreign business activity in Kenya has surged over the past years. In addition, the country has a relatively young population and many of the country’s economic sectors offer business opportunities. Despite these developments, the country has faced challenges on various dimensions of social-economic development. Against this background, corporate social responsibility (CSR), defined as firms’ roles and responsibilities in contributing to a more inclusive and sustainable economy, may play an important role in combating social and ecological challenges and strengthening Kenyan business at the same time. Dutch and Kenyan governments and businesses have taken the initiative to develop a knowledge centre for sustainable and inclusive business in Kenya (KSIB-K). This initiative sprung from a Dutch trade mission to Kenya in 2013. The Dutch CSR knowledge centre, MVO Nederland, was invited to contribute in this trade mission with the objective to disseminate knowledge and expertise on CSR and participate in a multi-stakeholder dialogue on CSR in the Kenyan flower sector. After a series of roundtables talks on CSR and sustainability in which Kenyan and Dutch organizations participated, the plan was conceived to develop KSIB-K and, as an integral part of it, build a local CSR business network. Among the goals of the KSIB-K are building CSR skills in Kenyan firms, propagating a holistic view of CSR that goes beyond philanthropic conceptions of the subject, CSR best practice and knowledge sharing, and stimulating doing responsible business both within Kenya and between Kenya and its business partners, including the Netherlands. While individual Kenyan companies may lack the resources, skills, willingness and experience to engage in responsible business, a CSR business network could bundle these and existing initiatives to create a movement of inclusive and sustainable business that benefits companies and society alike. This chapter will focus on the short history of the initiative to develop KSIB-K and the Kenyan CSR business network, place it within the current ‘state of CSR thinking and practice’ in Kenya and its role in international business and sketch its roadmap for the years to come. This chapter will also pay attention to the role of governments in encouraging responsible business, activities that will be deployed to stimulate Kenyan business to develop CSR knowledge and skills, and possible risks associated with developing such a new CSR business network.
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Our ageing population is the result of two demographic trends: decreasing fertility levels and higher life expectancy. As a corollary to these demographic trends, the working population is ageing and shrinking at the same time. This development will affect the performance of organizations in the next decades. As today‟s economy and the performance of organizations is mainly based on knowledge, the ageing workforce will mainly affect the organizations ability to be knowledge productive. As current knowledge management (KM) and intellectual capital (IC) literature hardly addresses the issue of ageing, the aim of this paper is to explore this topic in order to formulate an agenda for further KM/IC research. Combining the temporary consequences of ageing (brain drain and talent gap) and the false assumptions about the capabilities of older workers (older workers contribute negatively to a firm‟s performance), the current ageing of the working population reveals two main risks for organizations and management: underutilization of older employees, and loss of knowledge. Based on the exploration of these two risks in this paper, several issues are proposed for further research. These issues focus on the specific competences of the older knowledge worker, the implications for talent development programs, the benefits of inter-generational learning, and effectiveness of knowledge retention strategies. Today, the main fear is that large scale retirement will lead to a shortage of skills, talents, knowledge. Although acknowlegding the risks and threats of this brain drain, the current temporary ageing of our workforce might also contribute to a structural better valuation of the potential of the older knowledge worker and its specific contribution to the process of knowledge creation. In an ageing knowledge economy, increased understanding about the abilities and distinct qualities of older workers will provide opportunities for organizations to enhance knowledge productivity and thus gain competitiveness.
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We all use metaphors of knowledge in knowledge management. What are the effects of this use for our knowledge management practice? And, basically, how do metaphors work?
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The sources of productivity have always been the main subject of economic debate because they are the main determinants of profitability and competitiveness. In order to improve productivity we should be able to identify the sources of productivity. This article presents a method for measuring the sources of knowledge productivity in order to give direction to knowledge management initiatives. The method is based on a theoretical framework which combines two different perspectives (economic and process) on knowledge productivity. This article presents the methodological and theoretical framework, the initial design of the method and the results of the first two case studies. The relevance of this article is that it combines the concepts of knowledge management and intellectual capital measurement in the relatively new concept of knowledge productivity.
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Teacher knowledge guides a teacher's behaviour in the classroom. Teacher knowledge for technology education is generally assumed to play an important role in affecting pupils' learning in technology. There are an abundant number of teacher knowledge models that visualise different domains of teacher knowledge, but clear empirical evidence on how these domains interact is lacking. Insights into the interaction of teacher knowledge domains could be useful for teacher training. In this study, the hypothesised relations between different domains of teacher knowledge for technology education in primary schools were empirically investigated. Subject matter knowledge, pedagogical content knowledge, attitude, and self-efficacy were measured with tests and questionnaires. Results from a path analysis showed that subject matter knowledge is an important prerequisite for both pedagogical content knowledge and self-efficacy. Subsequently, teachers' self-efficacy was found to have a strong influence on teachers' attitude towards technology. Based on the findings in this study, it is recommended that teacher training should first of all focus on the development of teachers' subject matter knowledge and pedagogical content knowledge. This knowledge will positively affect teachers' confidence in teaching and, in turn, their attitude towards the subject. More confidence in technology teaching and a more positive attitude are expected to increase the frequency of technology education, which consequently increases teaching experience and thereby stimulates the development of teachers' pedagogical content knowledge. This circle of positive reinforcement will eventually contribute to the quality of technology education in primary schools.
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Purpose – purpose of this article is to report about the progress of the development of a method that makes sense of knowledge productivity, in order to be able to give direction to knowledge management initiatives. Methodology/approach – the development and testing of the method is based on the paradigm of the Design Sciences. In order to increase the objectivity of the research findings, and in order to test the transferability of the method, this article suggests a methodology for beta testing. Findings – based on the experiences within this research, the concept of beta testing seems to fit Design Science Research very well. Moreover, applying this concept within this research resulted in valuable findings for further development of the method. Research implications – this is the first article that explicitly applies the concept of beta testing to the process of developing solution concepts. Originality/value – this article contributes to the further operationalization of the relatively new concept of knowledge productivity. From a methodological point of view, this article aims to contribute to the paradigm of the Design Sciences in general, and the concept of beta testing in particular.
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The Erasmus+ funded project Socially Engaged Universities (SEU) is aiming to explore different models of community university partnerships (CUPs) and to share experience and expertise of how European Universities can work with and for their local communities through “Third Mission” activities in addition to their core teaching and research tasks. Within the framework of City Deal on Education Delft, the knowledge broker was appointed to develop the City Lab Delft (Tanthof). Reflections on the role of the knowledge broker in its first 18 months of functioning are presented here. Different parties involved in two projects (cases) were interviewed to assess the benefits and challenges that were experienced with the position of the knowledge broker. We spoke with strategic advisors of the municipality, professionals from the neighborhood, and different representatives of the knowledge institutions. These parties were recommended by the knowledge broker. The question we tried to answer was: “What are the benefits and challenges of working with a knowledge broker, according to the three involved parties?” Different partners of the knowledge broker were interviewed between June 2020 and April 2021. For more information about the project please visit: www.seuproject.eu.
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Business is changing from an industrial- to a knowledge-based environment, building more from professionals and their expertise. Corporations need to create internal organizations in which there is more emphasis on human capital and creating/sharing knowledge and talents. Talent management and knowledge creation should be new foci to create sustainability and long-term success. On the whole, organisations are working too much on an ad hoc basis, focusing on technology instead of creating an environment in which talents reinforce each other. In this review article we explore knowledge circulation, link knowledge, and talent to innovation, and discuss optimum circumstances for corporations to benefit from these assets.
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With the rise of the knowledge-based economy in Asia, Western-dominated organizational literature is being exported to Asian countries. There is a huge interest from businesses and universities in China, Korea, Taiwan, Indonesia, Malaysia, Singapore, and other countries in Asia and the Middle-East to learn about Western management ideas and techniques in the area of knowledge and intellectual capital management. There is, however, little insight into the success of management ideas and techniques that are based on Western conceptualizations of knowledge in an Asian context.
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