Abstract
This paper explores the practicable establishment of local Communities of Practice (CoP) on a virtual level to foster the augmentation of knowledge, sharing of practice and employee development. Communities of Practice have been identified as important sites of learning through creating and sharing knowledge within its social structures. The thesis examines how learning develops in this context and constitutes the basic theoretical attainment that is aligned to CoP. Furthermore, the paper reviews how technology can be introduced to reinforce communication and collaboration within the community. In order to build an understanding of how CoP create organizational value, the thesis not only focuses on the acknowledged learning theory models but also on the characteristics and benefits of those communities themselves as well as on virtual communities in general.
Significant learning opportunities are identified within those communities, which are affirmed through a well-founded literature review on the topics “Learning Organizations”, “Web-based Learning” and “Development of a framework for Human Resource Development”. The review includes the identification of the HR-professional as a key player and stakeholder within the context of establishing a digitised CoP. The paper concludes with a navigator that has been evolved through merging the major findings of the literature analysis, the field research (expert-interviews) and personal contribution.
Keywords – Community of Practice, Learning Theory, Knowledge Transfer, Digitised Community of Practice, Virtual Communities, Collaboration, Human Resource Development
Table of Contents
List of Abbreviations IV
List of Graphics V
Abstract VI
1. Introduction 2
1.1 Problem and Purpose 2
1.2 Approach to the Thesis and outline 4
2. Literature Review 6
2.1 The virtual community 6
2.1.1 Terms and Definitions 6
2.1.2 History of virtual communities 7
2.1.3 A typology of virtual communities 8
2.1.4 Virtual communities for learning and development 9
2.2 Learning Theory 11
2.2.1 Situated Learning and Legitimate Peripheral Participation 11
2.2.2 Organizational Learning in Communities of Practice 12
2.2.2.1 Community of Practice as social learning systems 13
2.2.2.2 Online collaborative learning 14
2.3 Community of Practice 18
2.3.1 Terms and Definitions 18
2.3.2 Characteristics of Community of Practice 18
Table of Contents
1. Introduction
1.1 Problem and Purpose
1.2 Approach to the Thesis and outline
2. Literature Review
2.1 The virtual community
2.1.1 Terms and Definitions
2.1.2 History of virtual communities
2.1.3 A typology of virtual communities
2.1.4 Virtual communities for learning and development
2.2 Learning Theory
2.2.1 Situated Learning and Legitimate Peripheral Participation
2.2.2 Organizational Learning in Communities of Practice
2.2.2.1 Community of Practice as social learning systems
2.2.2.2 Online collaborative learning
2.3 Community of Practice
2.3.1 Terms and Definitions
2.3.2 Characteristics of Community of Practice
2.3.4 Benefits and Cost
2.4 Human Resource Development
2.4.1 Terms and Definitions
2.4.2 A framework for Human Resource Development
2.4.3 Learning organizations
2.4.4 Web-based training
3. Methodology
4. Application of the Deliverables
4.1 Establishing an effective, digitized Community of Practice for knowledge
4.2 The HR-role in creating Communities of Practice
4.3 Navigator for establishing a digitised Community of Practice
5. Conclusion and Outlook
Objectives and Research Focus
This thesis explores the practical implementation of virtual Communities of Practice (CoP) to enhance knowledge sharing, collaboration, and employee development within organizations. By examining learning theories, the research addresses the primary question of how technology can effectively boost CoP on a virtual level and what responsibilities HR professionals hold in facilitating this process.
- Technology as an enabler for the digitization of Communities of Practice.
- Key assets and benefits gained through the establishment of a digitized CoP.
- Stakeholder engagement and the strategic role of HR professionals.
- Development of a simplified navigator for constructing and managing digitized CoP.
- Potential for Human Resource Development through collaborative online environments.
Excerpt from the Book
2.1.1 Terms and Definitions
Humans gather to form groups or communities in order to accomplish certain individual or collective objectives. At the beginning of the 90’s, the Internet provided the possibility and infrastructure for the formation of similar communities that are not physical but virtual: The virtual communities. Beholding current literature, one can find diverse terminologies of "virtual community“. Döring defines a "virtual community“ from a socio-psychological perspective: Consortium of people having a common interest, socializing and sharing information via computer with a certain regularity and obligation. From a business-perspective one can state that virtual communities are groups of people "with common interests and needs who come together online. Most are drawn by the opportunity to share a sense of community with like-minded strangers, regardless of where they live. But virtual communities are more than just a social phenomenon. What starts of as a group drawn together by common interests, ends up as a group with a critical mass of purchasing power, partly thanks to the fact that communities allow members to exchange information on such things as a product’s price and quality”.
One of the most common and cited definitions of virtual communities comes from Howard Rheingold: “Virtual communities are social aggregations that emerge from the Net when enough people carry on those public discussions long enough, with sufficient human feeling, to form webs of personal relationships in cyber-space”.
In general, a virtual community is a collection of people sharing ideas, common interests and feelings over the internet or other collaborative networks. These social aggregations emerge from the net, if enough people carry on public discussions with sufficient human feeling to form webs of personal relationships in cyberspace.
Summary of Chapters
1. Introduction: This chapter introduces the shift towards collaborative Web 2.0 technologies in the workplace and defines the purpose of examining virtual communities for knowledge sharing.
2. Literature Review: Provides a theoretical foundation covering virtual community definitions, learning theories (situated learning), the concept of CoP, and frameworks for Human Resource Development.
3. Methodology: Outlines the qualitative research design, utilizing constructivist perspectives, interview data, and the grounded theory of learning.
4. Application of the Deliverables: Details the practical establishment of digitized CoP, the role of HR professionals, and the introduction of a specific navigator for community management.
5. Conclusion and Outlook: Summarizes the practical and theoretical implications of the research and suggests areas for future study regarding digitized Communities of Practice.
Keywords
Community of Practice, Learning Theory, Knowledge Transfer, Digitised Community of Practice, Virtual Communities, Collaboration, Human Resource Development, Web 2.0, Organizational Learning, Situated Learning, HR-professional, Social Technology, Knowledge Management, Employee Development, Online Collaborative Learning.
Frequently Asked Questions
What is the core focus of this thesis?
The thesis focuses on how organizations can leverage technology to establish and maintain digitized Communities of Practice (CoP) to foster knowledge sharing and improve employee development.
Which central themes are discussed?
The central themes include virtual community dynamics, modern learning theories (such as situated learning), the role of technology in collaboration, and frameworks for effective Human Resource Development.
What is the primary research question?
The primary research question asks how technology can boost Communities of Practice on a virtual level, what key assets are required for establishment, and how HR professionals can facilitate this process.
Which scientific methodology is applied?
The work employs a qualitative research approach based on constructivist perspectives, utilizing expert interviews and text analysis as the primary research methods.
What does the main part of the thesis cover?
The main part reviews literature on virtual communities and learning theory, evaluates the characteristics of CoP, and presents a practical navigator for building and sustaining digitized communities.
Which keywords characterize this work?
The most important keywords are Community of Practice, Human Resource Development, Knowledge Transfer, Digitised CoP, and Organizational Learning.
How does this study contribute to the field of HR?
It identifies the HR professional as a key stakeholder and provides a specific "navigator" tool that simplifies the establishment of digitized CoP, thereby aiding professional development.
What practical conclusion does the author provide?
The author concludes that while digitized CoP offer significant value for knowledge creation, their implementation remains underutilized, and HR professionals must act as active facilitators to bridge this gap.
- Quote paper
- Sebastian Schulz (Author), 2013, Communication, collaboration and knowledge sharing in the course of the digital era, Munich, GRIN Verlag, https://www.grin.com/document/265403
