No one could expect the lawyer to quit her possession rights to the information she produced mainly because she was taken care of appropriate representation.
The problem with the current situation of information personnel is that knowledge employees hardly ever have a claim or ownership to the information they created. Being an incentive to perform tougher and be successful, agencies should consider a shared control constellation insurance firms the information staff co-own the knowledge. Many understanding intensive agencies are seriously damaged when individuals keep because the knowledge personnel get their knowledge together and the company does not have any way of using it. A appropriate prohibition of understanding individuals to carry on employing their function therefore effortlessly destroys economic value since knowledge is wasted.
The point of view of agencies within their treatment of information made is similar to how communist/socialist places manage inheritance: all value produced is normally delivered to the state. The alternative strategy as used in the West is generally acknowledged to have motivated the general public to work harder. Discussed possession in the proper execution of discussed possession rights to information made between the organization and the knowledge worker would therefore stimulate to construct intellectual capital as well asskills. The co-ownership of understanding could also spur open and reveal development as a result. In addition, people might spend much more and significantly greater perform benefits when they know they’re building capital for themselves along with for the organization.
The problem with the information control sharing strategy is that knowledge-intensive firms offer methods with which knowledge is created. On the other give, ความรู้รอบตัว workers also contribute with their very own sources, like with the abilities and activities from the past. In reality, the expense is ergo actually discussed because information personnel have invested many years in training and other career making activities for which they’re not straight reimbursed. While it is true that salaries are generally raised as a swap for seniority, higher salaries do not provide exactly the same incentives as distributed ownership.
Yet another issue is that presently information employees continue to be in an inferior bargaining place in comparison to agencies, although it improved over the years. Apparently information is not even as water as income and it appears that money nonetheless stays stronger than information assets. Considering the fact that understanding is such an important asset, why does culture put so significantly increased exposure of income? Should not more weight be added to money rather than knowledge, specially when cash is quicker changed than knowledge.
The long run will bring a level larger trend towards knowledge work and human resource administration teams will need to make for it; however, traditional recruitment and motivation systems do not appear to work with understanding individuals who demand more flexibility and power. Human source divisions are also just starting to know that command-and-control and hierarchical structures are unsuitable for creative information exchange. Powerful team models and numerous understanding management systems may be implemented to aid function functions; but, fundamentally understanding individuals have to be motivated very differently from other kinds of staff.