Models
Dorsey (2000) identified information retrieval, assessment and evaluation, organization, analysis, presentation, security, and collaboration as essential to PKM (cited in (Zhang 2009)).
Wright’s model involves four interrelated domains: analytical, information, social, and learning. The analytical domain involves competencies such as interpretation, envisioning, application, creation, and contextualization. The information dimension comprises the sourcing, assessment, organization, aggregation, and communication of information. The social dimension involves finding and collaborating with people, development of both close networks and extended networks, and dialogue. The learning dimension entails expanding pattern recognition and sensemaking capabilities, reflection, development of new knowledge, improvement of skills, and extension to others. This model stresses the importance of both bonding and bridging networks (Wright 2007).
In Nonaka and Takeuchi’s SECI model of knowledge creation (see under knowledge management), knowledge can be tacit or explicit, with the interaction of the two resulting in new knowledge (Nonaka & Takeuchi 1995). Smedley has developed a PKM model based on Nonaka and colleagues’ model in which an expert provides direction and a community of practice provides support for personal knowledge creation (Smedley 2009). Trust is central to knowledge sharing in this model. Nonaka has recently returned to his earlier work in an attempt to further develop his ideas about knowledge creation (Nonaka & von Krogh 2009)
Personal knowledge management can also be viewed along two main dimensions, personal knowledge and personal management (Zhang 2009). Zhang has developed a model of PKM in relation to organizational knowledge management (OKM) that considers two axes of knowledge properties and management perspectives, either organizational or personal. These aspects of organizational and personal knowledge are interconnected through the OAPI process (organizationalize, aggregate, personalize, and individualize), whereby organizational knowledge is personalized and individualized and personal knowledge is aggregated and operationalized as organizational knowledge (Zhang 2009).
Read more about this topic: Personal Knowledge Management
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