We propose a new model of knowledge creation in purposeful, loosely-coordinated, distributed systems, as an alternative to a firm-based one. Specifically, using the case of Linux kernel development project, we build a model of community-based, evolutionary knowledge creation to study how thousands of talented volunteers, dispersed across organizational and geographical boundaries, collaborate via the Internet to produce a knowledge-intensive, innovative product of high quality. By comparing and contrasting the Linux model with the traditional/commercial model of software development and firm-based knowledge creation efforts, we show how the proposed model of knowledge creation expands beyond the boundary of the firm. Our model suggests that the product development process can be effectively organized as an evolutionary process of learning driven by criticism and error correction. We conclude by offering some theoretical implications of our community-based model of knowledge creation for the literature of organizational learning, community life, and the uses of knowledge in society. Revision to #OS 00-1246RR I.

Knowledge about work processes is a prerequisite for performing work. We investigate whether a certain mode of knowledge, knowing-why, affects work performance and whether the knowledge held by different work roles matters for work performance. We operationalize these questions in the specific domain of data production processes and data quality. We analyze responses from three roles within data production processes, data collectors, data custodians, and data consumers, to investigate the effects of different knowledge modes held by different work roles on data quality. We find that work roles and the mode of knowledge do matter. Specifically, data collectors with why-knowledge about the data production process contribute to producing better quality data. Overall, knowledge of data collectors is more critical than that of data custodians.

Many people are suspicious of self-interest and incentives and oppose motivating humans through incentives. I analyze the meaning of incentives in the logic of choice and argue that it is inconceivable that purposeful actions are anything other than responses to incentives. Money is not always the best way to motivate people. But where money incentives are required, they are required precisely because people are motivated by things other than money.

Most organisations realise that "knowledge" is a strategic resource that gives them sustainable competitive advantage and helps them achieve long-term organisational goals. With the realization that knowledge is a core resource, organisations are now attempting to manage knowledge in a more systematic and more effective way. However, managing knowledge is not always an easy task. In particular contexts, such as online distance education, knowledge is distributed across both time and space and may be constrained by social, cultural and language differences. In such cases, the support of best practices in Knowledge Management (KM) could be problematic. This paper studies online distance education provision to identify the major problems that hinder KM practices. Focussing on online learning communities in which knowledge creation and knowledge sharing are essential elements, it tries to develop a set of guidelines to help overcome problems using tools and techniques from KM.

an earlier version of this paper, and to members of the Senior Teams Workshop and the Negotiations, Organizations, and Markets Seminar at the Harvard Business School for ideas and inspiration. We benefited from comments provided by three anonymous reviewers and the Editor of Leadership Quarterly. A DYNAMIC MODEL OF TOP MANAGEMENT TEAM EFFECTIVENESS: MANAGING UNSTRUCTURED TASK STREAMS Leadership research relating top management team demographics to firm performance has produced mixed empirical results. This paper suggests a new explanation for these inconsistencies. We first note that a given top management team (TMT) is likely to face a variety of different situations over time. Thus, while TMT demographic composition is relatively stable, the TMT task is dynamic and variable. In some situations, team members have similar information and interests (a symmetric distribution); in others, information or interests diverge (an asymmetric distribution). Based on team effectiveness theory, we then argue that, unless group process is managed accordingly, asymmetric distributions of situation-specific information and interests will reduce TMT decision-making effectiveness. We develop leader process choices to mitigate the potentially

Organizations have long had the need to record and protect the knowledge that is their intellectual capital. However, the primary burden for knowledge management has been borne by individuals. Technological changes make such informal methods inadequate and necessitate the development of knowledge management systems that alleviate the reliance on individuals. In this paper, we describe the Knowledge Depot knowledge management system. The main technical challenges were to support the entire organization as well as individual work groups, to automate as much information capturing and organizing as possible, to ensure that organization members are aware of the information resources available to them, and to customize the system to fit the unique needs of the sponsoring organization. To address these challenges, the Knowledge Depot system was designed with four main components. The first, Electronic Publication allows selected members of the Next Step Organization to publi...

: This paper explores the implications of the incompressibility of complex systems for the analysis and modelling of such systems. In particular, a provisional epistemology will be developed that attempts to remain faithful to the limitations derived from this aspect of complexity science. We will argue that such an investigation of complex systems highlights the relevance of paradigmatic pluralism or eclecticism, analytical creativity and boundary critique, and therefore has some affinity to sceptical postmodernism. Complexity science, like postmodernism, provides a clear warning as to the dangers of uncritically adopting any `black and white' theoretical position. It encourages the deferral of paradigm selection and a healthy scepticism. Keywords: Complexity science, critical pluralism, postmodernism, epistemology INTRODUCTION It is becoming rather monotonous to continually read organisational related articles that tell us how the concept of (and the requirements for) the modern o...

This social psychological analysis explores themes of trust and collective learning in teams. I describe interpersonal risks that can inhibit collective learning, distinguish psychological safety from trust, and explain why psychological safety mitigates interpersonal risks and facilitates a structured learning process in teams. Examples from field studies in several organizational settings are used to support a new theoretical model and show how leaders can help their teams manage the risks of learning. 1

this paper is to decrease the amount of copper in the solution. The observed variations in the effluent copper concentration (residual copper is necessary for the next cementation reaction) in this reactor is causing disturbances in the subsequent purification step, which is cobalt removal.

“Ways of Knowing and Ways of Practice ” is an on-line professional development opportunity for faculty and instructional staff at the University of Wisconsin – Madison. This pilot distance learning experience occurred during Spring Semester, 2003. The project was designed to help faculty 1) engage in reflection and continuous improvement of learning, both their own and their students, 2) facilitate conversations about teaching and learning in the process of building a learning community, 3) create a collaborative learning environment with faculty and peers, 4) build confidence in curriculum development including designing, guiding, and assessing learning, 5) learn with and about technology in the process of improving curriculum, and 6) connect teaching and research and bridge the gap between theory and practice. The twenty participants represented ten universities; a team of two from each university included one faculty person from engineering and one from another science, math, or computer science discipline. Specifically, the professional development opportunity explored ways of knowing including theories of learning, learning styles, disciplinary and cultural perspectives and how they inform ways of practice including both teaching practice and engineering practice. After an orientation in Madison, Wisconsin, the experience involved weekly on-line discussions based on readings, a personalized curriculum project, and approximately two to three hours per week commitment on the part of each participant. The Foundation Coalition funded this project. This paper highlights the assessment results of this pilot project and next steps based on analysis and reflection. A forth-coming mini-document will describe how to develop and implement a distancebased faculty development program. Description and Implementation During the Spring 2003, 20 faculty representing ten teaching and research universities throughout the country participated in a pilot on-line professional development