By Davies Zhai - Jetek Staff
What are the different forms of knowledge?
Tacit: Tacit knowledge is gained from personal experience and can be difficult to share with others. In the workplace, tacit knowledge might refer to processes and techniques that you can only learn through practical experience, context, and training.
Explicit: Knowledge (knowing that): knowledge codified and digitized in books, documents, reports, memos, etc. Documented information that can facilitate action. Knowledge is easily identified, articulated, shared, and employed.
Sources of "Stickiness" in Knowledge Transfer:
Causal Ambiguity makes it challenging to have precise modeling of the
cause-and-effect relationships. Causal ambiguity exists when tacit knowledge
is at the core of the functioning of the practice.
Lack of Absorbent Capacity by the recipient unit is not capable of
interpreting the knowledge transfer and applying it. Here again, tacitness may
constitute a barrier to knowledge transfer when the recipient unit has not the
inside resources to “crack” the implicit, non-verbal elements of the practices.
Arduous relationships exist when tacit knowledge requires
multiple interactions between individuals, particularly when geographical and
cultural distances are present.
SECI Model :
Socialization can help transfer knowledge to others in the organization. This socialization process is facilitated through direct interactions of individuals with clients, suppliers, and other employees in the organization.
The process of transforming tacit knowledge into explicit knowledge requires Externalization, which involves articulating knowledge into words and translating them into documents.
Combination requires collecting relevant internal and external knowledge and editing it to make it more usable. This knowledge is then transferred using various mediums of communication, such as emails.
Internalization involves the transfer of explicit knowledge to the individual, who transforms it into an implicit form.