Abstract
There is an extensive research gap in the study of methods participation and involvement key knowledge workers in different processes. There are not many ideas how to manage knowledge workers, and in particular key knowledge workers (KKWs). KKWs – top class specialists, knowledge which they have acquired is not only advanced, but also an innovative and unique one and therefore it is always of highly individual nature. The best specialists (such as KKWs) have right to expect the special treatment adequate to the achieved results and represented potential. The knowledge-oriented enterprise have to create the adequate working environment for the KKWs. The comfort’s zones for the specialists guarantee that they become aware investors of their own intellectual capital. Their engagement is the key issue regarding to the achieving the competitive advantage on the market which is based on the intangible assets. The article has a theoretical character referring to previously conducted by the author of the research. The aim of this paper is develop a model of KKWs’ environment of professional activity within intelligent organization. The study was finalised with conclusions and the list of references. One of the conclusions: The elements of work environment which stimulate creativity are mainly represented by the so-called “soft management components referring to various aspects of human capital in an organization. However, these findings need to be interpreted with caution due to present limitations. Further research is necessary that would replicate and extend current study to other questions.
Highlights
There is an extensive research gap in the study of methods participation and involvement ey knowledge workers in different management processes
Knowledge workers possess a high level of professional knowledge, education or experience, and creation, transfer and practical use of knowledge are among the core tasks of their work (Davenport 2005, 21-24) In other words, Davenport defines knowledge workers as some people who are highly expert, educated and experienced; their main goal is to create, distribute and use knowledge
Key Knowledge Worker unique, top quality knowledge based on many years of experience and master skills leadership skills, extensive contacts in the sector, innovative approach, mentoring skills practically impossible, requires the introduction of long-lasting programmes for the succession of posts and trainings of successors
Summary
There is an extensive research gap in the study of methods participation and involvement ey knowledge workers in different management processes. According to Drucker, knowledge worker is a term used to identify a group of workers who own the means of production their knowledge (Wickramasinghe & Ginzberg 2001) At that time, they began to be seen a change from manual labor to jobs that need high levels of expertise, education, and experience. According to T.H. Davenport, knowledge workers possess a high level of professional knowledge, education or experience, and creation, transfer and practical use of knowledge are among the core tasks of their work (Davenport 2005, 21-24) In other words, Davenport defines knowledge workers as some people who are highly expert, educated and experienced; their main goal is to create, distribute and use knowledge. One of the significant results of the author’s studies (Morawski 2016; Morawski, Szałko 2015; Morawski 2014) was to determine a set of characteristic features of a Key Knowledge Worker defining his/her competences, organizational roles, motivations, etc. (see table1)
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