Diagnóstico e proposições para os processos de conversão do conhecimento organizacional em um Instituto Federal de Educação, Ciência e Tecnologia

Abstract

With the advent of globalization, knowledge has become an essential resource in establishing sustainable competitive advantages for organizations. From this approach, the expression "knowledge management" originated: a set of practices and tools that aim at the creation, storage, dissemination and use of this element in order to reach the organizational objectives. While in the private sector the subject aims to profit and growth of companies, in the public sector its practices and tools aim to improvements in efficiency, effectiveness and quality in the services provided. In this theme, we highlight the stage of creation, composed of four processes of knowledge conversion: socialization, externalization, combination and internalization. In this sense, the general objective of this dissertation was to identify knowledge management practices and tools capable of contributing to the improvement of the conversion processes of a public organization: the Juiz de Fora Campus of the Federal Institute of Education, Science and Technology of the Southeast of Minas Gerais. It was also sought to identify the practices and tools currently used by the servers, the most vulnerable conversion processes in the organization and the presence of individual barriers capable of hindering their development. For that, a documentary research was carried out, applying even a closed questionnaire in a population of 61 servers, with the adoption of a qualitative approach in this last stage. For the study of data, were used tools of descriptive statistics, multivariate analysis and analysis of categorical data. There was then a scarce use of knowledge management practices and tools. The items most cited by the respondents were related to the processes of socialization and internalization, to the detriment of the steps of combination and externalization of the organizational knowledge. Among the individual barriers investigated, three presented the highest percentages of self-identification: the lack of trust among the employees themselves, the negative evaluation of their peers' knowledge, and the need for additional incentives for participation in activities related to the topic. Although the facilitator and promoter aspects related to externalization and internalization stages presented the most unsatisfactory results, it was possible to verify the need to improve all processes of organizational knowledge conversion. These results and their correlations were considered in the elaboration of an Action Plan, aiming at overcoming the main identified vulnerabilities.