Managing Knowledge for Enhancing the Participants through Organizational Learning and Leadership

Managing knowledge is essential to facilitate the process of organizational learning and to foster organizational culture in which the participants are inspired and feel confident to contribute to the organization and to enhance competitive advantages. The participants develop their capabilities driven by the process of cognition-action coupling at individual and collective levels. The role of knowledge management is inevitably to redesign the organization into an innovative one by inspiring the participants to create new values. The first topic in this chapter is on the conceptual models of business performance, such as our basic model of organizational adaptability and organizational learning capability model explaining organizational learning process (i.e., cognition-action coupling process in organizational environment). In the second topic, continuity of reflexive organizational learning for creating new values and the process models of organizational learning are discussed for harnessing organizational learning development (OLD). The final important topic is on the relevance of knowledge management to organizational learning and to technology. Innovation (i.e., knowledge generation and knowledge generalization) emerges in the recursive information processing harnessed by technology, which in turn leads to flexibility, adaptability of organization and inspires people to achieve shared goals. The focus of this chapter is placed on the participants of the organization who are most important business assets and a fundamental aspect in knowledge management in redesigning innovative organizations.