1. Presented By
M.TULASINADH
K.B.N PG COLLEGE

2. 1. Information is not knowledge…..
2. The only source of knowledge is experience….

3.  Knowledge is like light.
Weightless and intangible,
it can easily travel the
world, enlightening the lives
of people everywhere. Yet
billions of people still live in
poverty unnecessarily.
 Knowledge Management
is a system to facilitate
learning, innovation and
sharing to achieve the
strategic objectives of an
organization.

4.  A process by which the
expert’s thoughts and
experiences are captured
 A knowledge developer
collaborates with an expert
to convert expertise into a
coded program
 In simple terms, we want to
“know” how experts know
what they know
.

5.  Focus on how experts
approach a problem
 Look beyond the facts or
the heuristics
 Re-evaluate how well
the problem domain is
understood
 How accurate the
problem is modeled
4-5

6.  To avoid resources & time in
identifying right information.
 To help creating latest/ updated
solution.
 Avoid duplication of work or
‘reinventing the wheel’
 To identify new opportunities, and
build on previous work.

7.  EXPLICIT
 Can be codified in tangible form
 Can be easily communicated and shared
 Characteristics – “Know-What”, “Know-Why” and “Know-Who”
 TACIT
 Highly personal and therefore inexpressible
 Not easy to visualize and hard to express
 Characteristics – “Know-How”
 Is highly elusive

8. MOVEMENT OF TACIT KNOWLEDGE
“Movement of tacit knowledge within the organization is a
distinct experience, not a gradual process of dissemination,
and depends on the characteristics of everyone
involved…..more of a mindset issue!”

9.  Mere information of law is no longer an USP…..
 Clients pay for ‘solutions’ not ‘information’
 Information imperfections do not exist in the
practice of law
 Real-time transactions require firms to offer real-
time solutions
 Practice of law requires firms to adapt and replicate
knowledge into readily usable form

10.  ARTICULATION CHALLENGES
 Tacit knowledge is a mixture of deliberations,
subjective insight, intuition and judgment
 Difficult to articulate and store
 Requires extensive personal contact and
mentoring
 CULTURAL CHALLENGES
 Sharing not part of corporate culture
 Insecurity / Lack of Trust
 Lack of absorptive capacity
 Intolerance for creativity
 ‘Not-invented-here’ or ‘proprietary’ syndrome

11. MODES OF TRANSFERRING
– TACIT KNOWLEDGE
 SOCIALIZATION - Tacit to Tacit
Occurs through apprenticeship, mentoring or collegial
relations. Also described as “implicit learning” or “learning
by doing”
 EXTERNALIZATION – Tacit to Explicit
Written down or communicated through anecdotes,
narratives, conversations, memos, emails, presentations,
group discussions, etc. Also described as “articulation”
 COMBINATION – Explicit to Explicit
Knowledge transferred though standardized and systematic
procedures. For ex., through a computer database
 INTERNALIZATION – Explicit to Tacit
Results in distribution of knowledge throughout the
organisation and beyond.

13. ORGANIZATION

14. TOYOTA PRODUCTION
SYSTEM
TRAINING EMPLOYEES
QUALITY CIRCLES
COUNTERMEASURES

15. Communities of Practice
 Creation of Shared workspace or environment
 Tacit Knowledge by creating a Cultural Environment
 Personnel Training
 Knowledge Sharing Activities
 Incentives to encourage knowledge sharing
 Time spent in working hours on knowledge sharing
activities should be regarded as legitimate
 The knowledge sharing depends upon social
interactions
 Tacit Knowledge Thru Strong facilitator
 Focus on Individual

16. .
“Thinking provides
knowledge, Knowledge
makes you great”
 Dr. APJ Abdul Kalam
 Honorable President of India
from annual address at Saurashtra University, Rajkot,
Gujarat

17. .
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