Considering the performances of employer in an organisation. I have decided to pick up my pen and put something down on paper. Knowledge forms a very important part of any organisation core competence since it is needed to combine other production factors effectively to achieve the set goals of an organisation (king et al,2008).knowledge as we know is an essential and precious resources which is an embodiment of human intellectual capital. It can therefore be increased through practice,learning,discoveries,research,teaching,studying,revision,etc.organisation knowledge is what an organisation knows about itself, its clients customers,competitors,techniques,products,processes,services,mistakes and success. Knowledge management in an organisation can be said to be a set of systematic and regimented actions that the organisation takes to obtain maximum value from the knowledge available to it, to make it grow and flourish.
Also, knowledge management is a set of activities carried out by an individual or a body in order to handle and regulate what it knows, that gives it an edge over others (competitors).
Having said that, rewards and incentives is a major determinants of the productivity of an employer. Therefore, whether financial or non-financial it plays a vital role in knowledge management of any organization. Rewards and incentives contribute to knowledge management implementation by shaping individual and group behavior (shanghani 2009). Davenport et.al, 1998 was of the opinion that rewards are means of encouraging workers to participate in knowledge management. It has been projected that offering incentives on a regular basis to employees entice them to go extra mile in engaging themselves in knowledge management activities, so as to achieve success.
Therefore, incentivising knowledge sharing behavior should be done by integrating the desired behaviors within an organization performance and compensation system.
CONCLUSION-
These factors Rewards and incentives are critical factors in knowledge management practices within an organization to avoid flounder and a failed organization.
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REFERENCES
Davenport .et.al. (1998). Successful knowledge management projects.
King, O.A and iyoha , G.E (2008) improving knowledge sharing capabilities of organization: a case study of rostral Nigeria limited (master thesis blekinge institute of Technology.
Reige , A (2005). Three dozen knowledge sharing barriers managers must consider .Journal of knowledge management, 9(3), 18-35.
Sanghani ,P.(2007) knowledge management implementation : holistic framework based on indian study . Association for information systems.