Cooperation in the workplace refers to a situation in which the workers and managers resolve their issues of common concern, through discussions and consultations. Workplace cooperation has a number of characteristics, for example; it is a voluntary process in which the employees and the employer choose to work together as one team. In this team, each of them places a greater emphasis on the success of their relationship and the building of the company as opposed to emphasis on their individual rights in the company. Workplace cooperation can be supported by a legal framework which can either be facilitative or prescriptive.
Workplace cooperation involves open communication where the employer and his employees talk to one another, listen to one another and even share information together. Cooperation in the workplace also aims at coming up with a common approach that is acceptable to both the workers and the management in the company in terms of how it handles issues concern both of them. It is an effective tool in overcoming workplace problems, since it builds on the formation of partnerships that are based on genuine cooperation between the employees and the management. This cooperation encourages ownership of the company by the employees, since it devolves authority and responsibility, and stimulates engagement in the company’s business.
For workplace cooperation to be effective employers need to let go of outdated and Middle Aged command and control models which lead to suspicions and tensions in the work environment. The employers on the other hand, also need to let go the outdated and impracticable industrial age suspicion of employers’ intentions in the workplace. Both the employer and the employees should then take up opportunities that will enable them to get involved whenever they are presented.
General Ethics of Cooperation in the Workplace
Positive work ethics, which is a collection of all the values, actions, and behaviors people feel are appropriate in the workplace, guides co-operation in the workplace. Some of the acceptable workplace cooperation ethics are:
- Proper attendance for nearly ninety percent or more of the required work time, and prior notification in case of anticipated absenteeism. Attendance also involves participation in workplace activities including, meetings, seminars, exhibitions among others. It also involves the proper and appropriate use of work time to the employer’s standards.
- Display of an acceptable character that comprises of honesty in all situations, trustworthiness and responsible behavior. The acceptable character should also portray loyalty, dependability, initiative, reliability, and self discipline.
- Display of a teamwork spirit to encourage and facilitate cooperation, foster commitment and team spirit, and enhance cooperativeness.
- Display of a presentable, neat, and clean appearance including the use of appropriate verbal and unwritten etiquette in every circumstance.
- Display of a positive attitude, self confidence and a willingness to cooperate and accept constructive criticism.
- Display of a cooperation skill that includes maintaining appropriate relationships with employers and fellow employees. This character should also include an ability to handle criticism, conflicts, and complaints effectively.
How Workplace Cooperation Contributes Knowledge Sharing Between Employees?
Knowledge sharing refers to the activity through which information, expertise or even skills are exchanged among members or employees of the same organization. It also refers to a set of behaviors and practices that involve the exchange of information or offering assistance to others. Knowledge is a valuable intangible asset available to every organization for the creation and sustenance of competitive advantage over competitors. It is normally shared through knowledge management systems and is affected by technology, organizational culture and trust, and other available incentives among others.
There are two major ways of knowledge sharing within an organization: closed network sharing, which involves person-to-person sharing and open-networking sharing, which is sharing through a central open repository. In a closed sharing model, each employee has the freedom to decide the mode of sharing knowledge and to choose the partners with whom to share such knowledge. This model creates room for more personal touch and a more direct sharing. The open networking model refers to the sharing of knowledge among the members of a given workgroup using a knowledge management system, which is preferably a central database system. This approach is applicable where multiple individuals share multiple forms knowledge in the system.
A major obstacle to information sharing is the fact that knowledge is a property and its ownership is very vital. This obstacle has become evident in instances where employees resist sharing their knowledge with the rest of the employees in the company they work for. To counteract this obstacle, many employers have been forced to continually assure their employees that they will receive some form of incentives. These incentives are either in form of a pay rise, a boom, or a promotion, in case they disclose information which can lead to increased revenues for the company. The only problem of rewarding individuals for the information they share is that they get paid for what they already know and not what they actually shared.
When knowledge is not shared, negative implications like isolation and resistance to new ideas are likely to be manifested in the work place. Apart from the incentive approach, the organization can use a technology based approach to enhance knowledge sharing. In this approach, technology is taken as the main facilitator of knowledge sharing practices within the company. Such technology can be through use of information system, email and online information databases, among others. Alternatively the company can employ an organizational-based approach in which the management style, the structure and processes are manipulated to simplify the application of knowledge sharing performances.
The benefit of knowledge sharing within the organization is that it offers a variety of perspectives and avails various solutions to problems. In addition, knowledge sharing is vital for creating new knowledge that can enable the company achieve a competitive advantage. Knowledge sharing also becomes important in the increasing turnover of workforce. This importance is realized by the fact that people do not keep the same job for life, and whenever they leave the organization, their knowledge leaves with them. If he had shared his knowledge within the organization, it could still be carried on within the organization through the carrying out power of knowledge sharing. A new employee who occupies his space comes in with new knowledge.
Sharing of information also allows the company and its employees to not only retain information, but also amplify and increase it through the process of exchange. Apart from the increase and amplification, sharing provides the company with an opportunity to discuss the know-how and know-what practices that can direct it towards future growth and developments. Every organization should promote knowledge sharing through the removal of obstacles that prevent it and encouraging an organizational culture of innovation and discovery. These obstacles include functional silos, poor means of communication, individualism, inadequate technology, and internal competition among others. These obstacles can be removed through a blend of co-operation, commitment and competition within the company.