Open AccessElements of Knowledge Capital and Areas of Organizational Change
Author(s) -
Aveen M. S. Ahmed,
Mohamed A. Omar,
Roj I. Mohammad
Publication year - 2018
Publication title -
mağallaẗ ğāmiʿaẗ kūyaẗ li-l-ʿulūm al-insāniyyaẗ wa-al-iğtimāʿiyyaẗ
Language(s) - English
Resource type - Journals
eISSN - 2707-9341
pISSN - 2522-3259
DOI - 10.14500/kujhss.v1n1y2018.pp108-120
Subject(s) - knowledge management , business , capital (architecture) , organizational capital , structural capital , human capital , work (physics) , process (computing) , organizational learning , organizational change , financial capital , industrial organization , individual capital , public relations , computer science , intellectual capital , economics , engineering , political science , economic growth , geography , mechanical engineering , archaeology , operating system
The current study aims to describe and diagnose the elements of Knowledge capital (human capital, structural capital, client capital) and areas of organizational change which are (structural change, change of tasks, technological change) in the surveyed organizations, as well as this study emphasizes to the importance of the role and having of knowledge capital to reach an effective organizational change. The study has depended on (SPSS-20) program and a number of statistical tools to analyze and to find out the relationship between variables. To achieve the objective of the study, the questionnaire has been distributed to (40) of head of departments and administrative units in the University of Zakho, and only (30) questionnaires have retrieved. The study has reached to a number of findings. Most importantly, the availability of knowledge capital in organizations is an essential and important requirement to achieve effective organizational change and supports the direction of organizations that seek to survive, grow and adapt to the external environment surrounding them. On the other hand, the study has suggested that it’s necessary to give more attention and support knowledge capital in organizations. This is because the individuals who work in these organizations and have knowledge are considered the power for moving and driving the process of change.