Trans-Organisational Knowledge: The 4I Framework Revisited

Igor Pyrko, Viktor Dörfler

Research output: Chapter in Book/Report/Conference proceedingConference contribution

Abstract

In this paper we look at the ‘4I framework’ introduced by Crossan, Maurer, & White in the context of social learning, i.e. the type of learning that is by large informal, negotiated in practice, and identity-based. Reviewing literature from five broad areas, namely personal knowledge, organizational knowledge, organizational learning, sensemaking, and communities of practice, suggested that the 4I framework in its current form does not account for knowledge sharing taking place in social learning spaces, such as communities of practice. The reason for this anomaly is that knowledge sharing in such networks does not respect organizational boundaries. Having synthesized this literature, we suggest augmenting the 4I framework by adding a new level of analysis: the trans-organisational level. At this level the typical process of the 4I framework change, interpretation becomes reinterpretation, integration becomes dis- and reintegration and institutionalisation becomes deinstitutionalisation.
Original languageEnglish
Title of host publicationBritish Academy of Management
PublisherBritish Academy of Management
Publication statusPublished - 10 Sep 2013
Event27th annual British Academy of Management conference 2013 - University of Liverpool Management School, Liverpool, United Kingdom
Duration: 11 Sep 201311 Sep 2013

Conference

Conference27th annual British Academy of Management conference 2013
Abbreviated titleBAM 2013
CountryUnited Kingdom
CityLiverpool
Period11/09/1311/09/13

Fingerprint

social learning
reintegration
learning organization
institutionalization
knowledge
community
respect
interpretation
learning
literature

Keywords

  • communities of practice
  • organisational learning

Cite this

Pyrko, I., & Dörfler, V. (2013). Trans-Organisational Knowledge: The 4I Framework Revisited. In British Academy of Management British Academy of Management .
Pyrko, Igor ; Dörfler, Viktor . / Trans-Organisational Knowledge: The 4I Framework Revisited. British Academy of Management. British Academy of Management , 2013.
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abstract = "In this paper we look at the ‘4I framework’ introduced by Crossan, Maurer, & White in the context of social learning, i.e. the type of learning that is by large informal, negotiated in practice, and identity-based. Reviewing literature from five broad areas, namely personal knowledge, organizational knowledge, organizational learning, sensemaking, and communities of practice, suggested that the 4I framework in its current form does not account for knowledge sharing taking place in social learning spaces, such as communities of practice. The reason for this anomaly is that knowledge sharing in such networks does not respect organizational boundaries. Having synthesized this literature, we suggest augmenting the 4I framework by adding a new level of analysis: the trans-organisational level. At this level the typical process of the 4I framework change, interpretation becomes reinterpretation, integration becomes dis- and reintegration and institutionalisation becomes deinstitutionalisation.",
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Pyrko, I & Dörfler, V 2013, Trans-Organisational Knowledge: The 4I Framework Revisited. in British Academy of Management. British Academy of Management , 27th annual British Academy of Management conference 2013, Liverpool, United Kingdom, 11/09/13.

Trans-Organisational Knowledge: The 4I Framework Revisited. / Pyrko, Igor; Dörfler, Viktor .

British Academy of Management. British Academy of Management , 2013.

Research output: Chapter in Book/Report/Conference proceedingConference contribution

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AU - Dörfler, Viktor

PY - 2013/9/10

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N2 - In this paper we look at the ‘4I framework’ introduced by Crossan, Maurer, & White in the context of social learning, i.e. the type of learning that is by large informal, negotiated in practice, and identity-based. Reviewing literature from five broad areas, namely personal knowledge, organizational knowledge, organizational learning, sensemaking, and communities of practice, suggested that the 4I framework in its current form does not account for knowledge sharing taking place in social learning spaces, such as communities of practice. The reason for this anomaly is that knowledge sharing in such networks does not respect organizational boundaries. Having synthesized this literature, we suggest augmenting the 4I framework by adding a new level of analysis: the trans-organisational level. At this level the typical process of the 4I framework change, interpretation becomes reinterpretation, integration becomes dis- and reintegration and institutionalisation becomes deinstitutionalisation.

AB - In this paper we look at the ‘4I framework’ introduced by Crossan, Maurer, & White in the context of social learning, i.e. the type of learning that is by large informal, negotiated in practice, and identity-based. Reviewing literature from five broad areas, namely personal knowledge, organizational knowledge, organizational learning, sensemaking, and communities of practice, suggested that the 4I framework in its current form does not account for knowledge sharing taking place in social learning spaces, such as communities of practice. The reason for this anomaly is that knowledge sharing in such networks does not respect organizational boundaries. Having synthesized this literature, we suggest augmenting the 4I framework by adding a new level of analysis: the trans-organisational level. At this level the typical process of the 4I framework change, interpretation becomes reinterpretation, integration becomes dis- and reintegration and institutionalisation becomes deinstitutionalisation.

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KW - organisational learning

UR - https://strathprints.strath.ac.uk/61581/

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Pyrko I, Dörfler V. Trans-Organisational Knowledge: The 4I Framework Revisited. In British Academy of Management. British Academy of Management . 2013