從知識管理及習慣領域理論探討企業創新

Abstract

有鑑於知識管理的重要性與日俱增，許多企業紛紛導入資訊系統協助管理知識。儘管資訊科技的進步與知識管理架構的發展，使得組織能以更有效率的方式來管理與運用知識，但是，｢創新｣仍然是知識管理成功與否的最重要關鍵因素。 本研究先從習慣領域理論（Habitual Domain Theory，HD）的觀點，瞭解創意與創新的內涵，並探討人類行為八個通性以及大腦及心意的八個構想，在阻礙創意上展現方面的影響，包括阻礙與促進，希望能做為企業在從事知識管理時的參考依據，避免掉入這些通性及構想誤用的陷阱。我們從能力集分析（Competence Set Analysis）的觀點，透過實際的創新案例－聯邦快遞（Federal Express）及7-ELEVEN，推導出能力集轉化模式；同時，另外選擇個案（Nike及7-ELEVEN）進行個案的印證研究，以驗證此模式的可行性與有效性。期望此一模式能使得企業經營者在從事創新活動時，可清晰地瞭解企業本身的能力集及資源，據以訂定出較具實用性的創新策略。 最後，本研究進一步探討前瞻性能力集轉化模式的分析，期望協助企業分析出發展有潛力的創新產品或服務所需要的能力集，以利進行前瞻性的能力集擴展，增加企業的競爭力，在競爭市場中取得先機。

As knowledge management (KM) has become increasingly important, many organizations have built information systems to help better management, share and distribute their knowledge-based assets. There is no doubt that the rapid developments in knowledge management and information technology (IT) have allowed organizations to manage knowledge more efficiently. However, this does not change the fact that innovation is the main driving force in knowledge management. Using Habitual Domain Theory (HD), this research first explains the meaning of creativity and innovation. We then discuss eight common behavior tendencies and eight hypotheses of behavior mechanism, and show how these common behavior tendencies and the hypotheses could inhibit and/or help creativity and innovation processes. The intention is to help organizations to implement effective knowledge management and as not to get trapped in misusing the behavioral tendencies and hypotheses. Furthermore, based on Competence Set Analysis and real innovation cases, including those of Federal Express and 7-ELEVEN, We introduce a competence transforming model to facilitate industrial innovation. The competence transforming model can help organizations with better understanding and management of their competence sets and resources while they are undertaking innovation activities. By following this model, the organizations can formulate and implement effective innovation strategies. We then choose cases of Nike and 7-ELEVEN to illustrate the usefulness and effectiveness of the transforming model. Finally, we show how the competence transforming model can help organizations identify the truly needed competence sets to develop and sell their products or services as to gain a competitive edges in the competitive world market.