There are some policies that a transnational corporation can pursue in order
to facilitate knowledge sharing. One is to link promotion and
compensation to the extent to which specialists are perceived by their peers
as collaborative. Each specialist is evaluated by every other specialist in the
spider's web in the form of a confidential report. If a particular specialist is
consistently assessed as being uncooperative by his or her peers on a spider's
web, it is concluded that he or she is not a team player, and he/she is penalized
accordingly.(2004: p. 174)This explains that simply stressing the importance of knowledge sharing is not
sufficient to encourage the practice and, therefore, would require a system that would
ensure its implementation. This system initially may be backed by appreciation and
penalties so as to bring in an attitudinal change. Such systems could also be integrated
part of the enabling environment.
2.6.2.7. Types of Organizational learning..............
Jones has listed two types of organizational learning in “Organizational Theory, Design
and Change”. These organizations are exploration and exploitation. In the first type of
learning according to Jones the organizational members search for and experiment with
new kinds or forms or organizational activities, that help them gain new knowledge and
as a result invent new methods and structures for efficient working. In the second type of
learning (exploitation) the individuals struggle with the existing methods and procedures
and continuously make efforts to bring improvement in them. Jones says that both type of
learning is focused and promoted in a learning organization. Jones defines learning
organization in terms of its system and structure as:
A learning organization is an organization that purposefully designs
and constructs its structure, culture, and strategy so as to enhance and
maximize the potential for organizational lear ning (explorative and
exploitative) to take place. (2005: p.403)