Knowledge Management Capabilities Rubrics

: Problem statement: Recently researchers discerned the vitality and importance of Knowledge Management Capabilities (KMC) evaluation in organizations. In fact evaluation of KMC helps to prevent failure in Knowledge Management (KM) projects. Approach: One of the most popular methods in the phase of evaluating KMC is Fuzzy method which evaluates seven attributes of KMC. Fuzzy needs KM experts to give their opinion about these attributes as input data. However in some organizations these experts are not available. Results: Therefore in this study a rubric matrix is developed as an assessment tool with ordered rank (very high, medium and very low) of descriptive characteristics of criteria (seven attributes) that organizations wish to evaluate. Conclusion: This rubric is applicable for members of an organization which are not familiar completely with KMC and also will be maintained by analyzing and surveying many different researches.


INTRODUCTION
Rubric matrix is a clear set of criteria used for assessing a particular type of work or performance. A rubric also includes levels of potential achievement for each criterion. Using rubric has many advantages in this area such as: organizations can use rubric as a tool to improve their weaknesses; experts have explicit guidelines about how to judge about attributes; clarifying each attributes; easy and also exact evaluation and so on. Because of importance of KM, many organizations spend pervasive effort on KM projects. But many researchers indicated that many KM projects have failed. Investigating on these projects is for acquiring many goals and expectations, thus reasons for project's failure are so controversial. Don't be familiar with the status of organization's knowledge and also preconditions (capabilities) that they are very essential for KM efforts are reasons for failure of KM projects. Another reason of KM projects failure could be the lacking of knowledge audit ("The K-Audit is a discovery, verification and validation tool, providing fact-finding, analysis, interpretation, and reports. It includes a study of corporate information and knowledge policies and practices, of its information and knowledge structure and flow") for any KM plans and projects (Hylton, 2002).
Knowledge management capability means the condition and ability which individuals have within the area of knowledge management domain in knowledge activity system (Baimin et al., 2008). While many different meaning of KMC has been presented, there are some definitions that concentrate on KMC infrastructure. Organization's KMC infrastructure is defined as its ability to develop KM-based resources (KM and resource based here is defined as technical KM resource and social KM resource) by combination with other resources and capabilities (Chuang, 2004). On the other hand, focus of definitions is on KMC process. KMC consists of three processes: knowledge acquisition, knowledge dissemination and the last one use or responsiveness to knowledge (Darroch, 2003). KM is basically a human social process. It is a particular process, called knowledge processing, involving the production, evaluation, integration and control of how knowledge is created and used in organizations (Cavaleri, 2004;Kimber et al., 2007;Wei, 2008;Hitt et al., 2000;Jabar et al., 2010;Niess, 2005;Morrison and Sheng, 1992;Nonaka. and Takeuchi, 1995;Sher and Lee, 2004;Zhang et al., 2008).
In terms of some researchers' opinion, knowledge management should be defined as a combination of knowledge management process and knowledge management infrastructure. In this perspective KMC is expressed as KM infrastructure: technology, structure and culture and KM process: acquisition, conversion, application and protection (Gold et al., 2001). Information about organization's track knowledge about its customers, partners, organization's customers, partners, employees or customer, employee or suppliers isn't employees or suppliers suppliers but it isn't advanced technology so followed by technology tools sometimes organization can't find related knowledge timely Organization has Collaboration technology that Members who are using collaboration technology Because of lack of collaboration allows a rich expression and discussion of ideas don't share their all resources and knowledge or technology members' requirements to proposals (e.g. Multimedia distribution Sometimes collaboration technology isn't very new share and collaborate their knowledge /service at universities) and resources is become very difficult Organization has technology which enable it to have For representation of knowledge, organization uses Representation of knowledge is done better representation of knowledge (e.g. Multimedia technology(e.g. video projector system in without any technology distribution service in the universities) universities) but as mentioned in very high level technology in this level isn't newest one Organization has technology which support the Storage and retrieval of codified knowledge is Storage and retrieval of codified efficient storage and retrieval of codified knowledge supported by technology but it isn't advanced knowledge is paper-based technology and also sometimes a little bit activities is done by hand Source: Wei et al. (2009);Gold et al. (2001); Morrison and Sheng (1992); Kimber et al. (2007); Hitt et al. (2000); Niess (2005); Sher and Lee (2004) and Jabar et al. (2010) Indeed, knowing the status of firm's KMC is very important to do KM projects successfully. So, before starting any plan for KM, capabilities should be evaluated. There are many ways to evaluate KMC, such as scoring tool, fuzzy linguistic method, and Grey method and so on. In fuzzy method, opinions of experts are as input data. The problem arises when none of members of an organization are familiar with attributes of KMC. Due to this problem, in this study a rubric matrix is introduced for attributes of KMC in fuzzy linguistic method (Fan et al., 2008). To evaluate KMC of an organization by fuzzy method, after choosing a number of members, not necessarily expert, this rubric matrix helps members to give their opinion about each attributes more precisely. Then opinions will be input data for fuzzy method.
This study is organized as follows. In section 2, we present how the rubric matrix was developed. The result which is the rubric matrix for seven attributes is shown in section3.
Developing the rubric matrix: In this study, an influential evaluation tool -rubric-is developed both as an assessment tool and as guide. Rubric also makes decisions easier and more consistent.
Preparing of rubric back to the research that have done by Wei et al. (2009) for evaluating knowledge management capability of organizations by fuzzy linguistic method. In this research it is needed to choose several experts to give their opinions about level of seven attributes technology, structure, culture (infrastructure capability) and acquisition, conversion, application, protection (process capability). Since all respondents in an organization are not expert of Knowledge management and they are not knowledgeable about attributes; this rubric explains each of the attributes which can help them to answer about attributes' level very precisely. Each attribute consists of several elements. Criteria for the rate of attributes' elements are in terms of very high, medium and very low. Very high and very low determine the best and worst status of attributes in the organization.
By analyzing and surveying many different researches that have done on these attributes and also by interviewing with experts in different fields of KM, this rubric matrix was developed. There are widespread researches on the field of each attributes. And also we can see many surveys about characteristics of these attributes. For example trust which is one of the elements of culture, is analyzed precisely under different topics such as: trust and management and knowledge sharing.
In academic area, there are many researchers which their research interests are about attributes and also their characteristics. Some expert is chosen to interview with them to clarify levels of rubric matrix and complete elements of attributes.

RESULTS
As mentioned in section 2, this rubric matrix was achieved by analyzing literature review and interviewing with experts of knowledge in faculty of computer science and information technology. About 30 lecturers were chosen which their main research interests relate to one of the attributes of KMC. Rubric matrix is shown in Table 1-6. Conversation and discussion which is the first Organizational structure has the sometimes structure flexibility so that it encourage sharing & step toward effective collaboration and effective isn't between all members of unintended collaboration very well across boundaries sharing of knowledge happens irregularly or consequence of inhibiting collaboration within the organization organization and sharing of knowledge across internal organizational boundaries An organization's structure can determine Channels is determined by organization but Channels from which knowledge is the channels from which knowledge is sometimes happen for members that channels accessed and how it flows isn't determined accessed and how it flows aren't enough or maybe they don't know kind by organization of knowledge or its flow System of organization should be structured Motivation and reward exist within organization Knowledge workers don't motivate and so that workers are motivated & rewarded for sharing and generating knowledge but rewards take rewards by organization to generate for taking the time to generate new are very limited and motivation isn't enough and share new knowledge knowledge, share their knowledge Source: Chuang (2004) Gold et al. (2001) and Fan et al. (2008)  Culture is important view of organization Culture doesn't have any role to organization toward its goal as well as toward its goal achieve goals the management type and methods to achieve goal A climate of openness, trust and respectful Ethic such as openness, trust and so on are Openness, trust and respectful are not amongst organization members is the basic important amongst some organization value for the member of organization condition that allows tacit knowledge to members but not all of them be created, shared and used (e.g., members collaborate with each other in confident environment) Type of interaction and supporting Sometimes members don't collaborate and Individuals don't have willingness to collaboration in organization enable share their talent and ongoing experience into collaborate and interact with each other individuals, knowledge workers, teams and organizational assets voluntarily and they communities to make better decision faster need Managers stimulate them and to create new ideas Organization has sharing-oriented culture Members share their knowledge and There is no emphasize on sharing of (e.g. members share their knowledge easily) experiences but not all things that members' skills, experiences and must be shared knowledge Organization has innovation-oriented culture Being innovative and creative support Organizational culture is not in the by organizations but not in all fields base of innovation Organization engender a sense of Employee has a sense of responsibility but There is no sense of involvement and involvement (responsibility) and contribution organization doesn't engender them a lot contribution among employees among employees Source: Gold et al. (2001) and Wei (2008)  Medium Very low Acquisition Members of organization make full use of Members of organization can't find existing Knowledge workers and members will existing knowledge in organization to knowledge on time because the knowledge within faced with problems from lack of acquire new knowledge organization is not integrated and recorded completely knowledge distribution within organization Organization uses newest techniques to Organization is not following newest Members of organization don't use any acquire knowledge such as data mining techniques to acquire knowledge and the techniques to acquire knowledge OR maybe (Data mining is the process of techniques which are using aren't always new the techniques which are using are the oldest one extracting patterns from data.)

Members in organization have innovation
Members of organization have irregularly Innovation to generate new ideas is not done by (as one aspect of acquisition), to create innovative activities members of organization new knowledge from the application of existing knowledge It is important for an organization to Assessment and management of kind of knowledge Organization doesn't know even which kind of manage and identify which kind of which an organization needs to create will do within knowledge the organization needs knowledge whether the organization need organization but they are not on time or maybe (e.g., top managers look at outside assessment and management are not parallel environment and their need and identify what kind of knowledge organization need to produce for outside environment) Conversion Knowledge conversion must be interaction There is interaction between tacit and explicit and Interaction between tacit and explicit very rarely between tacit and explicit knowledge AND also interchange to each other but not all times in happens within organization. Members don't Tacit knowledge and explicit knowledge are order of spiral of knowledge conversion follow order of spiral of knowledge not separate and also complete each other.
conversion at all They interchange to each other in the innovative activities of human beings Two or more members in organization Contact of members cause tacit to tacit but these Tacit to tacit doesn't happen because of not interact, and tacit knowledge is expressed contacts are not extensive to convert all having extensive contact, trust and not in a social way and passed from human tacit knowledge to tacit sharing of knowledge to human (tacit to tacit) Members in organization captures tacit All tacit knowledge can't be captured to explicate Organization has failure to exploit tacit knowledge by writing it down or capturing it or sometimes members don't know how to convert knowledge AND Tacit improperly explicate on computer (digitizing/codification) tacit to explicit (tacit to explicit) In organization, Multiple sources of external Explicit to explicit happens within organization but Members of organization can't combine two knowledge are brought together within a new Sometimes explicit knowledge is not enough for resource of explicit knowledge in one context, like researching multiple sources, combining or maybe members don't have or when computers reference different enough ability to do that data sources (explicit to explicit) People consumes explicit knowledge by Sometimes sources which members are using for Members don't use any explicit knowledge reading/ viewing/ hearing from the media it reading isn't enough or some members can't translate AND Members don't know after consuming was externalized (explicit to tacit) it to tacit in an innovative way explicit knowledge how to translate it to tacit Source: Gold et al. (2001); Wei (2008);Fan et al., (2008) and Nonaka and Takeuchi (1995)  internal knowledge for storage in databases) (e.g., a recording of a manager's talk or lecturer's advices for writing papers in high-impact factor) For applying knowledge, organization Enabling weak interaction among people and Organization chooses IT components to apply must be interactive (means to allow the providing a basic channel for sharing tacit knowledge (Search, retrieval, and storage tools integration and possible capture, analysis knowledge is done by organization to help organize and classify both formal and or even explication of tacit knowledge informal knowledge.) of the system's users) Organization allow people to learn from Sometimes happen within organization that Members don't know how to use past past decisions, both good and bad, and little documents which is related to past decisions, experience, successes, and failures past knowledge that can apply the lessons decisions, both good and bad, and past which can help them to create and learned to complex choices and knowledge is not accessible apply knowledge future decisions Organization doesn't enable interaction Organization chooses IT components but IT components isn't used within the among people and providing a basic they aren't newest one organization channel for sharing tacit knowledge Source: Gold et al. (2001) and Fan et al. (2008)  Organization doesn't control training programs Members aren't familiar with mission and teach an organizational members what is at regular intervals to keep members updated to goals of organization and Members don't acceptable behavior in terms of using changes in policies and procedures know which behavior is acceptable knowledge of organization Organization develop teams to monitor, Sometimes team isn't active and authorized There is no team to check and control threats check, and enforce security practices processes, activities, and behaviors that is following organizations are be conducted wrongly Organization has procedures in place to Knowledge devices and communication There is no procedures to secure knowledge secure knowledge devices and equipments are not secure with best facilities and sometimes unauthorized knowledge is communication equipments. communicated over an unauthorized channel All members must be held accountable for Responsibility of members about their Members are not accountable for any breaches to security that may result negligence of security in organizations isn't very their breaches from their negligence in organization high, they are accountable but not in all situations Organization upgrades and updates to Upgrades and updates to security procedures Upgrade and update of security don't security procedures must occur in a occur through the organization but sometimes happen on time at all proactive rather than a reactive manner there is delay in updating and upgrading Source: Gold et al. (2001)

DISCUSSION
Evaluation of KMC is one of the main objectives in each organization and also the accuracy of this evaluation is very important. All mathematical models (Fan et al., 2008, Zheng andHu, 2009) for KMC evaluation, focus on numerical variables as input data and relay on mathematical formulas. Existing models try to make this evaluation very precise by modifying mathematics models. The input data of these models usually is collected according to opinions of a number of experts. The aim of this study is to make the input data much accurate by considering the rubric matrix. In this rubric all attributes with specified characteristics is considered. Therefore it makes people's opinion (input data) very precise before applying the fuzzy linguistic method.

CONCLUSION
In this study a rubric matrix is introduced for attributes of KMC in fuzzy linguistic method. The proposed rubric makes the evaluation of capabilities (seven attributes) more easy and precise. It is appropriate for all organizations especially for situations which don't have experts in knowledge fields. The rubric with fuzzy linguistic method, which is used to evaluate the degree of KMC of organizations, is very useful in knowledge management initiatives and result will be more accurate. If the degree of KMC is too low according to the evaluation results, it has to be improved until reaches the acceptable status.